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15 Things Students Really Want From Teachers

15 Things Students Really Want From Teachers

At a time when technology and innovations have really taken charge, there exists a gap in communication between students and teachers. All teachers have once been students, and many times they want to help and be more effective. Teaching is not a rosy job. Sometimes you have to confront the difficulties that arise in the learning process.

So to save you all the time and effort this article will tell you 15 things students want from their teachers. As parents, this could be a rich source of understanding your kids better. As students, this will serve as a voice of your expectations.

1. They want teachers who make class interesting and fun

Students have proactive and exuberant minds; they want a class that is active and can provide a shared responsibility for learning.

2. They want teachers who are passionate

Students want a teacher who loves his or her job. They can tell if a teacher doesn’t want to be there with them. Being enthusiastic about teaching and showing they love their subjects can be an exciting factor to students.

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3. They want a teacher who wants to help them learn

The teacher has to show a positive attitude to ensuring the child learns what their teaching. It could take more explanation, patience and guidance. The focus should be on the child to learn.

4. They want teachers who can admit their mistakes

Students are very watchful and most times they are attentive to your actions as a teacher. They want to know you are the right person to offer direction in their class. By admitting your mistakes, you prove to them that you are human and honest about who you are.

5. They want a teacher who doesn’t just lecture

Excessive lecturing can take them away from the essence of the class – teaching. Students want to be taught and not lectured. It shouldn’t be about reading off a PowerPoint. Teachers should try to tell stories or offer examples that will capture their imaginative minds.

6. They want a teacher who is respectful

Respect is reciprocal. To earn the respect of the student, students want someone who is approachable, positive and nice.

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7. They want teachers who value their time

It is important to appreciate any effort that the student makes. By commending them, showing appreciation or encouraging them you show that you value their time and whatever effort they are putting in to learning.

8. They want teachers who are focused on teaching

You are not the salesman in car dealership; you are not the politician requesting for their votes; you are their teacher. You should focus on the assignment you are tasked to do for them.

9. They want teachers who will challenge them

Challenging students means you are showing them and guiding them how to handle it. Whether it is a class project or assignment, challenge them to get their work done.

10. They want some space, too

Whatever you are trying to impact may take time. So offer them the time and space for things to sink in. Time to think, reflect, play and process.

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11. They want to be noticed

Students want to know that the teacher has his eye on him or her. Try leaving special messages in their locker or make a quick comment that shows you notice them.

12. They want teachers who encourages them to speak up

Let them ask questions; let them be able to share their perspectives on a subject. Even if they are off topic, just give them a chance to share their thoughts.

13. They want teachers who are lenient

The school is not a scene out of the movie Matilda or marine camp. Students like teachers who are calm and who are easy to get along with.

14. They want teachers who can relate to them

They want teachers who can build on a teacher/student relationship. This means understanding them and this may take time and effort to get to know who they really are.

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15. They want teachers who are good class managers

Students do not like a teacher who favors certain students over them. They want a teacher who can manage his or her class and show that he/she is the captain of the ship.

It is important that you also know that we all have a responsibility to make a positive impact in a child’s life regardless of whether we are a teacher or not.

Featured photo credit: www.pixabay.com via pixabay.com

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Casey Imafidon

Specialized in motivation and personal growth, providing advice to make readers fulfilled and spurred on to achieve all that they desire in life.

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Last Updated on February 21, 2019

The Secret to Effective Conflict Resolution: The IBR Approach

The Secret to Effective Conflict Resolution: The IBR Approach

In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

Conflicts are literally everywhere.

Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

The IBR Approach to Resolve Conflicts

Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

Step 1: Prioritize Good Relationships

How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

Step 2: People Are NOT the Cause of Problem

How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

Step 3: Listen From ALL Stances

How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

Step 4: Listen Comes First, Talk Follows

How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

Step 5: Understand the Facts, Then Address the Problem

How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

Step 6: Solve the Problem Together

How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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