Staff management
Staff management is an essential skill in the early childhood field. As I step into increased leadership responsibilities within this field, the ability to effectively manage staff becomes crucial. Early childhood educators work as a team, and effective staff management is essential for maintaining a harmonious and productive work environment. It involves not only supervising and delegating tasks but also fostering a positive, collaborative atmosphere that promotes professional growth and a shared commitment to the well-being of the children. Moreover, in a field where constant updates in best practices and regulations are the norm, staff management also involves providing ongoing training and support to ensure that the team is well-equipped to adapt to new challenges and meet the evolving needs of the children and families they serve. Attached below is my reflection on an aspect of staff management.
What happened
In November 2022, a conflict occurred between my colleague and a centre attendant following a prior conversation the day before. The centre attendant informed me and my colleague, Lisa* (not her real name), that she has discovered that the fans were left on overnight. Lisa quickly apologised as she was the last person to leave the centre and had forgotten to switch the fans off. The centre attendant accepted the apology and reminded her to double-check before leaving. The centre attendant initially decided not to report the incident to the principal. However, the next day, both Lisa and the centre attendant appeared upset. I spoke to them separately and learned that the centre attendant had ultimately reported the incident to the principal, as she felt troubled by keeping it a secret. She also informed Lisa, which resulted in Lisa being upset. Drawing on my recent conflict management training, I organised a meeting involving all three of us to encourage open communication. Acting as a mediator, I facilitated a discussion where they shared their perspectives.
My thoughts and feelings
I experienced nervousness and conviction as I prepared for my first encounter with conflict management in a professional setting. I was anxious as I did not know how the discussion might turn out. However, I was also convinced that I had to address the conflict. Conflict is natural and inevitable between human beings since all of us come from different walks of life and are brought up differently. Conflicts can provide opportunities for us to embrace emotional openness and honesty, as well as facilitate our ability to listen to and appreciate diverse viewpoints. However, when conflicts are left unmanaged, they tend to fester and escalate, which is detrimental to people relations and work productivity. According to Albert Bandura, children learn through observation and imitation (Bandura, 1977). Children are constantly observing adults, and it is our responsibility to ensure that they do not pick up and replicate undesirable behaviours as a result of conflicts.
I believed in practising what I have learned. It is not enough to only acquire knowledge. Understanding and mastery come through practical application. Since conflict management is a new skill that I have acquired, putting this skill into action is a test for its real-world effectiveness. Through the mistakes and challenges faced, they could also sharpen my ability to navigate future conflicts with more confidence and wisdom. In retrospect, my eagerness to handle the conflict independently may not have been the wisest course of action. It has become evident that a more thoughtful approach would have been to engage with my principal, seeking her guidance and recommendations on how best to address the ongoing dispute between Lisa and the centre attendant. By doing so, I could have benefited from her experience and insights, potentially leading to a more effective and amicable resolution to the situation.
Challenges
Reflecting on the situation, a significant challenge I encountered was my relative inexperience in managing and resolving conflicts. Prior to this incident, I had not encountered the need to mediate conflicts among my colleagues. This lack of prior exposure and expertise in conflict resolution created a sense of uncertainty and hesitancy, highlighting the importance of developing this essential skill set as I grow to be a leader. Moving forward, I recognize the need to invest in acquiring conflict resolution skills and to seek wise counsel to navigate such situations more effectively.
Looking back, I acknowledge that my prior knowledge of the character and behaviour of both Lisa and the centre attendant may have unknowingly influenced the way I communicated with them. This awareness of their past interactions and personalities could have introduced an element of bias or led me to withhold certain information in an attempt to prevent further escalation or upsetting either party. While it is essential to consider past experiences and personalities in conflict resolution, I now understand the importance of maintaining a neutral and objective stance in such situations, ensuring fairness and open communication for all involved parties. This realisation underscores the significance of continuously refining my approach to conflict resolution and decision-making to foster a more constructive and fair work environment.
Successes
This incident has given me valuable insights into my leadership style and has boosted my understanding and confidence in conflict management skills. It served as a valuable learning opportunity, allowing me to put my knowledge into practice and hone the skill in real-life situations. I am genuinely grateful for this experience as it has equipped me with the confidence to handle future conflicts more effectively. This experience is instrumental in my professional growth, emphasising the importance of continuous self-improvement and adaptability in leadership roles. It also highlights the significance of embracing challenges as opportunities for personal and professional development.
Action Plans
In order to enhance my proficiency in conflict management skills and further my professional development, I have established a set of SMART goals. Specifically, I aim to attend at least one conflict management workshop or training session annually, ensuring that my skills are continually refined and expanded. Additionally, I will schedule a mentorship meeting with an experienced colleague, such as the principal, on a termly basis to seek valuable guidance and advice in the realm of conflict resolution.
To make these goals achievable, I will actively participate in case studies and role-playing exercises during section meetings and/or centre enhancement day, allowing me to practise and develop my conflict management skills in a safe and constructive environment. This will also create a platform for my colleagues to participate, learn, and reflect on their own conflict management experiences. The relevance of these goals to my role and career development is evident, as proficiency in conflict management is essential for effective leadership. It will enable me to create a harmonious work environment and handle challenges more efficiently. In a time-bound fashion, at the end of 12 months, I will complete and reflect upon the training sessions I have attended, ensuring that I am continually progressing in this crucial area. Throughout the year, I will conduct one case study and/or role-play session during section meetings and centre enhancement day, offering an opportunity for practical learning and reflection for all staff involved.
References
Bandura, A. (1977). Social Learning Theory. Prentice Hall.