Constructive Confrontation for Cheerleaders and Cheer Coaches: Part III
In my last posting, I developed a list of potential problems that might occur in a cheerleading squad. Well, it’s easy to come up with a list of problems but what do you do about them?
Here is the six-step communications model for Constructive Confrontation as presented by Greg Hicks of GDH & Partners. I think that this approach is easy to follow and implement.
1. Be prepared. Rather than rush in when you are upset, take some time to consider what you want to say and how you want to say it. Of course there may be times when an immediate response is required but for chronic problems, preparation is a key to success.
2. Be brief. It may be tempting to dump but not wise! Get to the point quickly and stay on topic. This is where preparation can be helpful.
3. Be specific. Speak only about specific behaviors you have observed and not your interpretations of those behaviors. Someone can argue with your interpretations but it’s harder to do so with observable behaviors.
What’s the difference? Well, if you tell someone she has been rude or inconsiderate, or arrogant, that is an interpretation. However, telling someone that you observed her interrupting, rolling her eyes, looking away, or walking away are specific behaviors.
4. Explain the impact. Tell the person how others (or you) perceive their behavior and how it affects team performance. It’s the negative impact that is the problem.
5. State the desired alternative. Here is where you go beyond a description of the negative behavior to describe what you expect in the future. Ideally, you will engage the person in identifying possible solutions.
6. Stay calm. Yes, you are frustrated and annoyed but venting will not help! You want the other person to focus on your message and his/her behavior, not your feelings.
Tags: cheerleader, cheerleaders, Cheerleading, Communication, constructive confrontation