Start of EDUC 6990. Exploring Roles in the ECE Community: Local and State Levels

In thinking about communities of practice this week, my mind jumps to communities within the early childhood field.  I am a member of the National Association for the Education of Young Children (2014).  This is a great organization, and if you don't already know about it click here.  This is definitely an organization I would like to work for someday if the opportunity ever presented itself.

In Hawaii, we have an affiliate organization of NAEYC, the Hawaii Education for Association of Young Children (2014), or HAEYC.  I was privileged to attend an HAEYC conference back in October and it was really nice such a large gathering of early childhood professionals.  I have not yet become a member, but I am considering it.  I would also consider working for this organization.

In my search for local organizations, I came across the Hawaii Early Childhood Action Strategy.  The Hawaii Early Childhood Action Strategy is a research based strategic plan, informed from the fields of neurobiology, developmental psychology, and human capital economics in early childhood systems development (Hawaii Early Childhood Action Strategy, 2014).  It is definitely something I want to learn more about.

References:
Hawaii Action Strategy. (2014). Home. Retrieved from http://hawaiiactionstrategy.org

Hawaii Association for the Education of Young Children. (2015). Home.  Retrieved from http://www.hawaiikeiki.org

National Association for the Education of Young Children. (2014). Home.  Retrieved from http://www.naeyc.org.

Goodbye-End of EDUC 6165

As this course comes to an end, it marks a new chapter in our studies.  We will all be moving on to our specialization courses for the remainder of our programs.  I will be focusing on Administration, Management and Leadership.  For those of you in this specialization, I look forward to seeing you there and continuing our collaboration.  For those of you going in another direction, I wish you the best of luck in your program and future goals.  Thank you all so much for every contribution, discussion and word of encouragement.  It was a pleasure working with you and learning from you.  See you at the finish line!

...for hanging out with me!

The 5 Stages of Team Development

This week we are learning about team development.  There are five specific stages in group development:  forming, storming, norming, performing, and adjourning (O'Hair & Weimann, 2012).
For this week's blog I am going to focus on Adjourning, the final phase of group development that occurs after the project, goal or task has been accomplished.  In my experience with Adjourning, i have been very happy to get away from my group or very sad to leave my group.  When I left my job in Japan, I was not sad to go.  Everyone I had built relationships and trust with had gone and the new team leader did not develop the team effectively at all.  When I left my job in Maryland, I was very sad.  I had made great friends, learned so much and knew I would miss my work there. I still keep in touch with my coworkers there. When I have to leave my job here in Hawaii, I will again be very sad as everyone here is so nice and there is a real sense of camaraderie and team work.  I am sure I will have made friends and colleagues that I will keep in touch with after I leave.  Unfortunately, being a military spouse means I have to leave my job every 3-4 years, so I have a lot of experience with adjourning.
Whenever one of my courses in this program ends, I always feel a little anxious, because I have got to know some of my colleagues pretty well and do not want to have to deal with the process of learning new people (even though it always turns out great).  there are a few people who have been with me since the beginning and I always hope that they are still in my group because they are so much fun to discuss with and always have good things to impart.

Tuckman's 5 Stages of Group Development

Using Conflict Resolution With Children

This week we are learning about conflict management and resolution.  While I am not directly experiencing conflict right now, the fact that I work with children and have two of my own means that I am constantly managing conflict.  One of the things that I have learned about managing conflict with children (and adults) is that you need let the children know you hear what they are saying.  More than anything, they want to tell their side of the story.  But to speak, the other has to let them.  So it is also important to make sure the other child gives that respect and is also able to respond.  Modeling calmness and respect is very important in these moments.  The other thing that I have found to be important is to let the children find a solution to the problem.  Helping them to figure out a compromise or find an alternative works much better when they feel they have come up the ideas themselves.

I think the best thing to do is to teach children how to communicate without conflict when ever possible.  Marshall Rosenberg, the founder of The Center for Nonviolent Communication has said: "When our communication supports compassionate giving and receiving, happiness replaces violence and grieving!"  We should keep this in mind when teaching children positive communication skills.

A very simple form of conflict resolution for children

    

Look familiar?

How about this?  Praising children for positive behaviors helps to teach and reinforce those behaviors.  

Myself as a communicator

This week I took three quizzes that determined my communication styles in verbal aggressiveness, listening styles and communication anxiety.  I know that I have some anxiety about speaking in front of people, so when I scored moderate or "situational" on this quiz, I wasn't surprised.  Since working with children and families, I have had to push past my feelings of comfort in speaking with and in front of others and have success with my anxiety levels.  I can now do things that would have terrified me years ago.

My verbal aggression score was moderate, which I believe is accurate, because I am not one to pick fights or try to make others feel bad about themselves.  It takes a lot to make me push back and be "mean" when others are being verbally aggressive towards me.

The last quiz was Listening Styles.  My score showed my that I was people oriented in my listening style, that I am empathetic and concerned about people's emotions, which I believe to be true.  It also says that it can interfere with proper judgment because I tend to be very trusting of others.  This was a bit eye opening.  I am actually not that trusting of people's motives, but will tend to take them at their word, sometimes against my better judgement.  In the future I will keep this in mind.

Had to add a little of The Far Side. These cartoons were great commentary on how we communicate.  

Cultural diversity and communication in my life

When I think about my workplace, there is a lot of diversity.  I have staff members from the Philippines, Vietnam, Africa, Thailand, Hawaii, and the U.S. Mainland.  We all have different life experiences, world views, and cultures.  Getting to know my staff, I have found that I have to be cognizant of the cultural background of the person I am talking to.  For example, my African staff member sometimes need further explanation for things and, although her English is good, I try to use simpler language with her in order to facilitate clearer communication.  I think that with her it will be good to be patient and get to know her I know that my Thai staff member has a different communication style and it often rubs her colleagues the wrong way.  One way that I can use what I have been learning this week is try to coach her in her communication style while reminding staff members to be understanding and patient with her.  While I don't understand all the nuances of the communication styles of my various staff members, I can always be open and honest and let them know that they can feel free to speak freely, and let me know if they don't understand me or what I am trying to communicate.

Communication Assumptions

For this week's assignment we are to watch a show we haven't seen before and see what we can assume from watching with no sound.  The show I chose was 30 Rock starring Tina Fey.

From this episode I assumed that the show was based in a television studio.  Without sound I assumed that Tina Fey (Liz) seemed to be in charge of some people and subordinate to others.  I could tell from the way she communicated to certain people that they were subordinates.  There was a young woman in the studio who she seemed to be a mentor and mother figure to.  She had several heart to heart talks with her.  There was a also a woman her age, who seemed to be the star of the show Liz works on, who appears to be her friend.  Her boss seemed to be an intimidating figure to most of the staff.  Her boss's assistant seemed to be at the whim of the boss and frightened of him.  Liz often seemed frustrated and annoyed by her subordinates but attempted to appease her boss and Tracy Morgan's character.  I enjoyed this show.  It was really funny :D

After watching with the sound on, I found that many of my assumptions were right, but some where not.  I assumed that some characters were friends, but that was because one character (Tracy) was pretending to like the other one.  He was not Liz's boss, but she was in charge of his happiness.  I assumed that the Boss's assistant was just frightened of his boss but he really was protective of him; at the same time, he blamed Liz for things that went wrong in order to keep any heat off of himself; his dislike of Liz was more obvious in his words.

If I was familiar with this show or had watched it several times, I probably could have made better assumptions in regards to the plot and relationships.  Also, I was unclear about some of the relationships and one episode did not get me to understand all the connections simply by watching interactions.  It was interesting watching without sound because I was actually able to glean a lot more than I thought and definitely more that I could have if I had only been listening to it and had nothing visual to go on.  This tells me that body language and non-verbal cues are very important in communication and in being able to understand a situation.