1. Version March 2010 1 Try this simple method: LEAD __ Conflict Management: Plan

2. Version March 2010 2 L = Listen: be available and show you are in control by listening to what the player/captain has to say Nothing can be gained by walking away or ignoring the issue __ Conflict Management: Plan

3. Version March 2010 3 E = Empathise: let the players know that you understand their position and how difficult it may be for them at the present time: hot day unresponsive pitch etc __ Conflict Management: Plan

4. Version March 2010 4 A = Accept it: The fact is that no matter what you say, the player will disagree with your point of view Now is the time to break the conversation:  “The decision has been made so let’s all get on with the game” or  “My job is difficult too but I am doing my best” __ Conflict Management: Plan

5. Version March 2010 5 D = Discussion Over: Nothing further can be gained by a long winded disagreement between player and umpire __ Conflict Management: Plan

6. Version March 2010 6 Often wise to allow the players to have their say so that both know how they feel about each other By jumping in too quickly here the umpire will only incur the wrath of both players They will be intent on having their say anyway — but the umpire in control will allow it for a short time only and then step in with words like “You’ve made your feelings clear, now let’s get on with the game” Conflict Management: Conflict situations: Player v player See video on next slide __

7. What do you do the first time this happens? What do you do the second time this happens? __

8. Version March 2010 8 Some umpires have a dislike for getting involved whilst others may step in too quickly. If either of these paths is chosen, the umpire will quickly lose the respect of the players A few important matters need to be considered. These include __ Conflict Management: Conflict situations: Player v player

9. Conflict Management: Conflict situations: Player vs. player Never react too quickly Consider waiting until the over is completed before acting Give a little time for them to cool down An astute captain will quite often speak to the player If this happens, wait to see if it works If not you should have a quiet word saying something like: “Come on mate, don’t let things get too heated out here”: __ Version March 2010 9

10. Scenes from the same match __

11. Version March 2010 11 Conflict Management: Conflict situations: Player vs. umpire Often the fielding team will feel aggrieved over a decision To show that the umpire is in control and of good temperament he should stand by his decision and reject any feeling of guilt “It’s obvious we disagree on what has happened but the decision has been made so let’s get on with the game.” If an error has been made, umpires must never try to even up as two mistakes over the one incident leads to a loss of respect __

12. This is how the best umpires deal with aggression __

13. Version March 2010 13 It is important that umpires are alert and prepared to take appropriate action in the event that players engage in sledging or intimidation of opponents in any way Such behaviour is not in accord with the spirit and traditions of the game and is to be discouraged in the strongest manner __ Conflict Management: Sledging and intimidation

14. Version March 2010 14 This type of behaviour has the potential to drive people away from the game as players, umpires and perhaps as future followers or supporters Cricket cannot afford to have people turned away as a result of unpleasant experiences as players __ Conflict Management: Sledging and intimidation

15. Version March 2010 15 This type of behaviour breaches the Spirit of the Game, therefore umpires shall: report the matter to the offending player’s captain, instructing the captain to take immediate appropriate action warn him of the gravity of the offence and advise him that the matter will be reported to a higher authority report the matter to an official of the offending player’s team as soon as possible and also report the matter to the Governing Body __ Conflict Management: Sledging and intimidation

16. Version March 2010 16 Being Assertive: A model for umpires Stay alert Watch for signs of trouble Watch body language Trust your instincts Be Prepared Stay in control Watch your colleague Stay in communication Demonstrate teamwork Be Assertive State what you want Use a confident voice and body posture __

17. Version March 2010 17 Being Assertive: Essentials Think of and value yourself as an equal Recognise and protect your rights Handle conflict with confidence Confront awkward players with confidence Stand up for yourself, your colleague, and for the game of cricket __

18. Version March 2010 18 Being Assertive: Guidelines: Protect your rights For example: to be treated with respect to have your needs met not to be taken for granted to be allowed to make mistakes You have the right to have your rights respected Protecting your rights is your responsibility __

19. Version March 2010 19 Being Assertive: Guidelines: Personal needs Acknowledge and respect the equal rights and needs of others. Listen to what others have to say Use empathy to let others know you've heard them and you appreciate their position Use awareness of other people's rights and needs to ensure you treat them fairly __

20. Version March 2010 20 Being Assertive: Guidelines: L E A D Combine the skills discussed so far and use L E A D as an aid in asserting yourself __ __