The issue: A younger coworker who has recently graduated with a bachelor’s degree believes and acts as if she knows more about others’ jobs, classrooms and children in their care than they do. This younger co-worker, E, has never worked full time at the center, only returning to work on her breaks from college. This young woman attempts to take over any classroom in which she works by ignoring the schedule and applying her will. Most at the center would prefer not to work with her and few trust her.
The strategies:
1-I would try to determine if E’s behavior is the result of a need that she is attempting to fulfill. For example, E may feel like she is not a valued part of the group at the center (which, overall, is a fact). Her behaviors may be her attempt to be of value to others. E may also feel that now that she has finished her education, she is entitled to a full-time position at the center as a lead teacher. Her behavior may be the manifestation of her desire to be a lead teacher. Once the source of E’s behavior is determined, I could explain to E how the end result of her behavior is counterproductive to her goals (becoming a valued part of the group and becoming a lead teacher) (http://www.cnvc.org).
2-In speaking with E, I would focus on the issues, rather than engage in a personal attack on her (in spite of the fact that I don’t particularly enjoy her company). I would tell E that her behavior is unethical , unprofessional and it causes disruption in any classroom in which she works. In attempting to take over classrooms, she compromises the quality of the children’s experience, the teachers’ efficacy and her own integrity. I would ask E to mentally switch places with those that she is wronging in order to see her own behavior in another light (O’Hair & Wiemann, 2009, p212).
Do you have any input regarding what I could do to deal with this specific situation?
Reference
The Center for Nonviolent Communication. (n.d.). “Foundations of NVC”.The center for nonviolent communication. Retrieved from http://www.cnvc.org/
O’Hair, D., Wiemann, M. (2009). Real Communication: An Introduction. Bedford/St.Martin’s, p212.
Yes, Careyann, this is a hard situation. I can remember my first jobs, it is probably pretty amazing I made it this far. I find also new teachers coming into our classrooms straight from the protected space of university with all the right answers. By including them in decision making and evaluations they soon learn that it is a more complicated process than they expected. In the meantime we get our procedures tweaked and gain some new insight. Could it be by friending her into the staff circle, her professional ears and eyes will open?
ReplyDeleteGood luck! to all of you!
Bobbie
This is a hard situation; however E needs to follow by example, instead of branching out on her own. I'm pretty sure she sees the result and realizes she is not going anywhere. Perhaps having a meeting with the rest of the staff might be beneficial, that away everyone can give their viewpoints and maybe will understand. Remember communication is the key.
ReplyDeleteCareyann,
ReplyDeleteIt's never enjoyable to work with someone we don't get along with for whatever reason. Rosenberg and the NVC principles encourage us to identify an observation and express our feelings. A key point is not to make a judgment, but an actual observation. I think it may be judgmental to say she is unethical or unprofessional rather you need to be more specific. What did she do that is unethical? From whose perspective is it unprofessional?
Once you identify the exact observation that affects you then you can identify your feelings and what you need E to do to meet your needs rather than you trying to figure out her needs.
Does that make sense to you? I think it's really hard to do, but could be very effective.