INTERNSHIP PRACTICUM REFLECTIVE JOURNAL WEEK 9
ERDISTON TEACHERS’ TRAINING COLLEGE
POSTGRADUATE DIPLOMA IN EDUCATIONAL
LEADERSHIP
DEL 108- ADMINISTRATORS’ CLINICAL
INTERNSHIP
REFLECTIONS WEEK 9
Over the years, I have come to
recognize that a significant part of my purpose as a Year Head is addressing and resolving issues that arise between teachers and students. Students have
occasionally voiced legitimate concerns about the behaviour of certain
teachers. These complaints range from verbal insults to students feeling
unwelcome in class. While I understand that students sometimes fabricate
stories to undermine a teacher's authority and gain control in the classroom, I
take notice when complaints are frequent and come from multiple students across
different forms, especially when they seek help from other teachers.
Recently, a subject teacher shared
that several students reported being verbally insulted by one of their
teachers. Unfortunately, resolving such matters has been particularly
challenging, as the teacher in question has repeatedly refused to meet and address
the issues. For instance, in the first year, a parent lodged a serious
complaint alleging that her son had been verbally insulted. She was on the
verge of seeking legal intervention. Despite the urgency, the teacher refused
to meet, insisting on waiting until our scheduled year-level meeting. Even
then, the teacher was absent. This pattern of avoiding confrontation has
compounded the problem, making it difficult to resolve conflicts effectively.
When students feel their concerns
are ignored, they often act out, escalating disciplinary issues in the
classroom. In one case, a female student began deliberately disrespecting the
teacher across various areas of the school in retaliation for what she believed
were false accusations against her. This matter, like others, dragged on for a
significant period. A resolution was only achieved when the teacher was
reassigned to a different form in the following year. Similarly, in the case of
the male student mentioned earlier, a resolution only came after the parent
intervened out of frustration.
Over time, I have sought
assistance from various principals regarding this recurring issue. While the
deputy principal offered support by supervising meetings with parents, the
teacher's refusal to attend remained a barrier. This lack of accountability raised
concerns for me, as I had always believed principals held the authority to
mediate and resolve such matters effectively. However, I realized that much of
the responsibility still falls on me, despite the demands of my teaching
timetable, supervisory duties, and disciplinary responsibilities.
Recently, I decided to personally
address the teacher about a concern raised by a student. The teacher admitted
to the offense, albeit inadvertently. However, I was advised that directly
confronting the teacher was not the best approach. Instead, it was suggested
that I consult with the Head of Department (HOD) for guidance. Taking this
advice proved beneficial. The HOD was both understanding and encouraging. She
shared those similar complaints had been raised by other Year Heads and that
some had even requested the teacher be excluded from their timetables. This
reassured me that the issue was not isolated to my year level. The HOD promised
to convene a meeting to address the matter. Moore explains that the approaches
and procedures for resolving disputes can vary based on factors such as the
level of formality and the roles or influence of third parties involved in
mediating or arbitrating conflicts, (Moore, 2015). As leaders, it is essential
to be equipped with the right tools to effectively facilitate positive outcomes
between disputing parties.
A critical aspect of these
conflicts lies in safeguarding the students' well-being while fostering an
environment where teachers feel supported to grow. Teachers, like anyone else,
are not perfect. I have learned over the years that acknowledging mistakes and
offering a genuine apology when in the wrong is the best course of action.
Unfortunately, some teachers resist such conversations, fearing judgment or
condemnation. During the second year, for example, students raised concerns
about their form teacher's behaviour. When I attempted to address it, I was met
with reluctance and was told to take the matter to the Ministry of Education.
These conversations, though
uncomfortable, are essential for personal and professional growth. They provide
opportunities for reflection, advice, and correction. To foster this, we must
create an environment free from fear and condemnation, where teachers can share
not only their successes but also their challenges and failures. If we are
unwilling to confront our deficiencies, we risk missing opportunities for
meaningful development.
Savage advocates adopting a stance
of curiosity when mediating or navigating conflict. She suggests that engaging
in open conversations with a genuine willingness to understand where others
stand or how they perceive a situation can be a rewarding experience, (Karleen
Savage TEDxValparaisoUniversity, 2023). Gaining insight into each other's
perspectives, values, and beliefs can pave the way toward a restorative
outcome.
I believe this approach is an
essential aspect of leadership. It is crucial to create spaces where
individuals feel free to express themselves, fostering an environment of mutual
understanding, respect, and appreciation. As a Year Head, I can also set the
tone by openly sharing some of the challenges I have faced and how I overcame
them. This transparency can inspire others in my year level to navigate similar
situations. Creating a nurturing environment where trust and mutual respect
thrive is vital. It encourages us to confront our true selves and seek support
from trusted individuals invested in our growth. Only then can we build a
culture of continuous learning and improvement.
Moore, C. W. (2015). The Mediation Process: Practical Strategies for
Resolving Conflict (4th ed.). Jossey-Bass.
[Karleen Savage TEDxValparaisoUniversity]. (2023, June 13). A hostage negotiator on how to resolve conflict [Video]. TEDx Talks. https://www.youtube.com/watch?v=jUF9sY4HvxY
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