Conflict Management
Conflict in PTA usually revolves around three areas:
- Individual conflicts
- Problems relating to PTA activities
- Group/individuals in opposition to PTA policies or positions
Some conflicts can be avoided when you are:
- Knowledgeable
- Familiar with bylaws
- Following the policies of PTA
- Informed about the issues
- Sensitive to the rights of members
- Able to avoid personality conflicts
Working Together and Conflict Management
Here are some tips for meeting the challenge of working effectively together as a team when there are different personalities, leadership styles, experience levels, ages, and understanding within the association.
- Set goals and discuss expectations
- Agree to ground rules
- Agree to respect differences of opinion
- Build relationships with your board
Recognize conflict. Assumptions and perceptions are often at the center of a conflict.
Possible causes:
- Strong differences of opinion
- Failure to communicate
- Misunderstanding about goals
- Unfamiliarity with policies, procedures or bylaws
- Disagreement as to what has taken place
- Personality differences
Manage conflict. Do not fear. Conflict can be healthy. How you deal with it makes the difference. Conflict resolution is a process that often results in positive change and growth for individuals and the association. The key to successful conflict resolution is keeping the focus on the process and desired outcomes, not the personalities. To manage conflict, protect your neutrality so that you will be seen as a fair and credible facilitator for resolution.
Control conflict. Work to contain the conflict. Maintain confidentiality and don’t involve others who are not a part of the solution. Be sure to notify your PTA council or region of situations that are not resolved promptly or appear to be escalating.