EDU504: Leading and Curriculum change

Please use this learning framework during any 6 of the 12 modules. You are asked to document one thing that you were REMINDED about, one thing that was
REINFORCED and one thing that was REVEALED to you in each session.

Module number and title: Week 4: Emotional Student name: Marineuza Souza dos Santos
Intelligence/Managing Conflict and resistance to curriculum change Student ID number: 22605540

Please list one thing you were reminded about. (Something that This module refreshed my memory about amygdala hijack and
you had forgotten) (100 words) shared stress-busting strategies, something that I learned in a course
back in 2022. It was great to revisit this brain phenomenon that takes
over the cortex and triggers the fight-or-flight response, and to review
techniques for avoiding it, such as labelling emotions, deep
breathing, and counting to six. This knowledge was beneficial as I
worked on my final papers in that course, and equipped me with
tactics I occasionally use with students in counselling school support
in Brazil, and also apply to my own well-being.

Thinking about what you have heard, please list one thing that was During the class, something that caught my attention and reinforced
reinforced. (Something you knew that was affirmed) (100 words) what I already knew was the importance of emotional intelligence
when managing or living through a conflict. In this scenario, not only
techniques, qualifications are enough. Emotional intelligence can be
more beneficial than those elements, because it is the key to
understanding and navigating the complexities of human nuances.
Emotional intelligence allows individuals to empathize with others,
 communicate effectively, and find together constructive solutions to
conflicts. It can enable us to regulate our own emotions and respond
appropriately to challenging situations, fostering healthier
relationships and more productive outcomes.

Thinking about what you have heard, please list one thing that was I learned about the Thomas-Kilmann Conflict Mode Instrument, which
revealed. (Something new) (100 words) identifies five conflict management styles: Competing, Collaborating,
Compromising, Avoiding, and Accommodating. Professor McMahon
said that each style carries advantages and disadvantages, explained
the tendency to be more assertive or cooperative according to the
style, and facilitated our comprehension by giving a questionnaire to
determine our individual styles. This tool proved beneficial for self-
awareness, enabling me to recognize moments where I might employ
multiple styles depending on the situation. Understanding these
different approaches to conflict management has enhanced my ability
to navigate interpersonal dynamics.

Please document your response to the reading from this Reading Title: Conflict Resolution Skills – Sean Ruth
session. (readings are available on Moodle) (700 words)

This reading presents importance for leaders, and offers crucial

information about types of conflict (incident and relationship),
effective approaches, and potential outcomes in conflict scenarios.
The biggest takeaway from this text was the strategies rooted in the
studies of Jackins (1978), Rosenberg (2000), and Fish, Ury, & Patton
(1991), which provide guidance on conflict management and
resolution.

Firstly, Jackins (1978) emphasizes the need to re-evaluate the

reasons behind an individual's attack. According to Jackins, a person
may attack if they have previously been attacked themselves. This
assumption underscores the importance of considering past
experiences when navigating conflicts. Understanding the root
causes of aggression can inform more empathetic and constructive
responses and it is very delicate when we manage conflict with
abused children for example.

The second strategy, derived from Rosenberg (2000), focuses on

non-violent communication. This approach talks about the importance
of listening to the underlying feelings behind what is being said and
done during a conflict. It encourages individuals to express
themselves without blaming others, fostering a more open and
respectful dialogue. Rosenberg outlines four steps in this method:
observation, expressing feelings, linking feelings with unmet needs,
and identifying desired outcomes. This method emphasizes personal
responsibility for problem-solving and discourages blaming others,
promoting a more collaborative approach to conflict resolution.

The third strategy, proposed by Fish, Ury, & Patton (1991), revolves
around negotiating with parts to address their needs and interests,
ultimately aiming to achieve practical resolutions. This approach
highlights the importance of understanding and addressing the needs
of all parties involved in the conflict. By prioritizing mutual
understanding and cooperation, this strategy can lead to more
sustainable and mutually beneficial outcomes.

Another crucial aspect to highlight is the nature of responses that can

occur in a conflict. The author underscores reactions that result from
a lack of clear thinking about the situation, distorted judgment, and
rigid responses, often caused by amygdala hijack. It is important not
only to understand techniques of conflict management but also to
recognize when someone is exhibiting signs of being embroiled in a
conflict. Sometimes individuals may mistakenly believe they are in a
conflict due to certain triggers, leading them to act as though they are
in conflict. However, this conflict may only exist in the mind of one
party, while the other party may not perceive themselves as being in
conflict. Such behaviour can easily be misinterpreted, leading to
further misunderstandings.
Finally, the text prompted me to reconsider how I manage both my
internal and external conflicts. The key to success lies in first
understanding ourselves and our beliefs, so that external criticisms or
discrepancies between our actions and others' perceptions do not
easily upset us. So, it is necessary to be attentive to the other’s need.
As Ruth argues, "if we find ourselves in an argument, we have
already lost it," and this statement resonated deeply with me. This is
because in an argument, typically one party is not able to listen and
may act irrationally. Instead, we should always strive to engage in
dialogue rather than entering into arguments.

As a counsellor, this reading has proven valuable in my professional

role. Effective conflict management is important in the counselling
sector, where conflicts can arise between students, teachers and
school staff. The strategies outlined in the text can provide a less
stressful way to operate in conflicts as they arise. This may involve
open communication, nirturing empathy and understanding, and also
guiding students towards agreeable solutions.

As a school counsellor, it is common to encounter conflicts involving

students who may lack the maturity to effectively manage them on
their own. My role is to assist them in comprehending and navigating
these conflicts, as they are a natural aspect of human interactions. By
providing guidance and support, I aim to empower students with the
necessary skills to address and resolve conflicts constructively.
Additionally, I strive to create a safe and supportive environment
where students feel comfortable expressing their concerns and
seeking assistance when needed. It is essential to foster a culture of
open communication and conflict resolution within the school
community to promote positive relationships and overall well-being
among students. In summary, this reading provided a guidance for
leaders, particularly in roles where conflict management is essential.
By incorporating strategies such as re-evaluating the reasons behind
attacks, practicing non-violent communication, and negotiating
practical resolutions, not only leaders, but also the involved in
conflicts can foster healthier relationships within people they deal
with.