Every school has its share of complex teaching personalities that it has to deal with, and not every teacher-principal relationship is going to start off, or stays, on the right track. While most educators are very committed to their students and their work, there are some staff members who may exhibit behaviors that create tension, disrupt team cohesion, or challenge your leadership. It’s your job to build a better relationship and lead each teacher with clarity, consistency, and care, even when you’re facing resistance. That begins with understanding what’s driving the behavior and where these types of breakdowns could have started.
Understanding Difficult Behaviors in the School Setting
Not every challenging behavior from a teacher in your school stems from the same place. Before you can start to address the issue, you need to identify it and understand what might be causing it. Difficult teacher actions usually signal deeper problems that require strategic leadership tailored to the individual person. Recognizing these patterns from a teacher early helps you respond thoughtfully rather than reactively. Some difficult teacher behaviors you might find in your school could include:
Poor Communication Habits
A teacher who ignores emails on a regular basis, fails to follow through on instructions, or communicates in vague or incomplete ways aren’t usually trying to be defiant in their job. It might be that they’re just overwhelmed or unclear about expectations. Inconsistent administrative messaging or a lack of standard communication protocols can fuel this issue. Some teachers also struggle with digital overload or feel hesitant to speak up because they’re afraid of being judged by the other person or the repercussions they might face. These challenges point to the need for more structured communication norms across the staff.
Lack of Collaboration with Colleagues
Refusal to participate in team meetings or a pattern of working in isolation isn’t always about defiance. It could reflect past interpersonal conflict, a lack of trust in colleagues, or it could simply come down to exhaustion. Some teachers retreat when they start to feel like their ideas aren’t being respected, or when they’re unsure how their contributions will be received. Others might not see the value in collaboration if previous initiatives felt performative or unsupported by leadership.
Disregard for Professional Norms
Unprofessional language, dismissive behavior toward colleagues, or visible frustration in front of other students all raise concerns. However, they’re often symptoms and not the full story. A teacher experiencing high stress, mental health struggles, or personal burnout can have a harder time self-regulating in the school environment. A lack of clear class conduct expectations or inconsistent accountability from school leaders may also contribute to unchecked job performance. Without intervention for the teacher, these patterns can start to influence the broader school climate.
Ineffective or Inconsistent Teaching Practices
Low engagement, unclear instruction, and poor class management don’t necessarily reflect a lack of care or competence from a teacher. A lot of times, they point to inadequate training, outdated strategies, or teachers who are struggling to adapt to new student needs. If a teacher has not received targeted help or isn’t confident teaching differentiated instruction or hasn’t received de-escalation training for teachers, their classroom results may suffer. Stress and lack of prep time for their class can compound the issue and erode classroom effectiveness even further.
Resistance to Change
Pushback on new policies, curriculum adjustments, or instructional tools might feel like obstinance, but it’s often rooted in fear, confusion, or fatigue. A teacher who has seen changes rolled out with little input or follow-up could just feel skeptical about the rest of the new initiatives. Some educators worry that they’ll be judged harshly for needing extra help or not adapting fast enough to these changes. Another teacher may believe the changes don’t align with what’s best for their students and hesitate to speak up in a constructive way.
Disrespectful or Harmful Student Interactions
Sarcasm, public shaming, or inappropriate comments directed at students are never something you should excuse, but they often reveal that you have a teacher who is operating under serious strain. Without tools to manage conflict, regulate emotions, or seek peer support, even experienced educators can start to falter. When these behaviors go unchecked, they damage trust in the classroom and put students at risk. The teacher may also reflect a lack of understanding about trauma-informed practices or emotional development in children.
Avoidance of Accountability
Repeatedly missing deadlines, failing to follow school procedures, or neglecting commitments can reflect more than disorganization. A teacher who doesn’t feel psychologically safe may disengage to avoid scrutiny on the job. Others may be unclear on expectations, unsure of their responsibilities outside of teaching, or unconvinced that their efforts matter. Inconsistent job feedback or a lack of follow-through from administration can unintentionally signal that accountability is optional.
Effective Communication Techniques for Principals and Teachers
Strong communication builds trust through consistent, respectful dialogue. When a teacher is struggling or pushing back, one of the fastest ways to de-escalate tension is to create a space where they feel heard and understood. Principals set the tone, and how you approach these conversations can either open the door to collaboration or shut it completely. A good communication strategy prioritizes clarity, respect, and relationship-building over control. When dealing with difficult teaching staff, try starting with these communication tips to build a better relationship:
Meet Face-to-Face Whenever Possible
In-person conversations with a teacher gives you a chance to read tone, body language, and emotional cues that you would lose in an email. When you need to have a difficult conversation with the teache, scheduling time to sit down privately away from the rest of the staff can prevent misinterpretation and promote mutual understanding. Your teacher is more likely to open up and respond thoughtfully when they feel that the meeting isn’t just about getting documentation on their mistakes. This format also allows you to model the kind of empathy and professionalism you want to see in return. If you do need written follow-up, it’s more effective after you’ve already had that human moment of connection.
Clarify Shared Goals Early
Tension usually comes up when it seems like administrators and teachers are working against each other instead of toward a common objective. Taking time at the start of a conversation to reaffirm that you both want students to succeed and that your goal lift the teacher’s ability to teach effectively can immediately lower defenses and pave the way for your efforts. When you educators understand that your intent is to help rather than evaluate, they’re more likely to engage productively. Framing communication around shared outcomes keeps the dialogue focused and removes the need for placing blame. It also sets the stage for honest problem-solving.
Ask Instead of Assume
Jumping to conclusions about a teacher’s attitude, resistance, or performance tends to lead to defensiveness. Instead, try leading with curiosity. Ask how they’re doing, what they’re struggling with, or how they feel about a particular issue. These questions provide you with valuable insight and they show your teacher that you’re not entering the conversation with a fixed narrative. If teachers feel like their input is valued, they’ll usually be more invested in creating solutions.
Use Neutral, Reflective Language
When you’re addressing concerns about a teacher, the language you choose matters. Avoid judgmental phrases or language that implies guilt. Instead, reflect what you’ve observed and invite the teacher to share their perspective. For instance, saying “I noticed there’s been some frustration during our staff meetings. Do you think we can talk about what’s been making them feel challenging?” is more likely to spark constructive dialogue than saying “You’ve been disruptive in meetings.” This approach encourages reflection rather than defensiveness and gives you better ground to move the conversation forward.
Follow Up with Respect and Consistency
Open communication doesn’t end when the conversation does. Always follow up. You can choose a brief email, a hallway check-in, or scheduled feedback, but no matter what, it shows you’re invested in ongoing dialogue rather than just a one-time correction. It also reinforces your role as a supportive leader. When teachers know that you’re going to stay involved and keep listening, they’re more likely to remain engaged themselves. This consistency builds credibility over time and creates a more communicative school culture.
Conflict Resolution Strategies That Actually Work
Even in high-functioning schools, conflict is inevitable, but not all conflict is destructive. In fact, when you manage it the right way it can lead to deeper understanding, stronger relationships, and positive change. The challenge lies in how principals respond. If you ignore the issues or handle them too aggressively, they fester. If you approach them with clear strategies and a calm mindset, they can become teachable moments for staff and leadership.
Use Restorative Conversations to Rebuild Trust
Restorative approaches focus on understanding and efforts for repairing harm rather than assigning blame. When a teacher’s behavior has affected others, or when you need to address an incident that damaged trust, bring them into a structured conversation where everyone can share perspectives. You should frame these discussions around shared values and the impact of actions instead of punishment. When you do this correctly, restorative practices can help rebuild damaged relationships and prevent recurring issues. It’s not always going to be easy, but it sends a clear message that everyone’s voice matters, and repairing relationships is part of your school culture.
Create a Safe Space for Honest Feedback
Conflict escalates when people don’t think they can speak freely. Establishing regular one-on-one check-ins with staff can help surface small frustrations before they turn into major problems. Make it clear that these meetings aren’t evaluations but, instead, they’re opportunities to exchange ideas, raise concerns, and talk through challenges. Teachers who feel safe giving feedback are less likely to disengage or act out. As a leader, you’ll gain early insight into issues that might be quietly spreading across your education staff.
Stay Focused on the Behavior, Not the Personality
It’s easy to feel frustrated or even disrespected when a teacher is being oppositional, but conflict resolution starts with separating who someone is from what they’ve done. Focus your conversation on specific behaviors or teaching outcomes, the missed meetings, inappropriate comments, refusal to collaborate, rather than character traits. This approach makes it easier for the teacher to process the feedback without feeling personally attacked. It also keeps the discussion grounded in professionalism and shared expectations about the job.
Offer Mediation Before Escalation
If tension between colleagues, or between a teacher and administrator, is disrupting the work environment, mediation can be a powerful tool. Bringing in a neutral third party to facilitate dialogue can lead to resolution faster than a string of disciplinary notes or meetings that the teacher tries to avoid. Mediation gives each party the opportunity to explain their side, identify miscommunications, and work toward practical next steps. It’s extremely useful when both parties want to move forward but don’t know how to start. Peaceful Leaders Academy offers mediation guidance tailored to education settings in addition to conflict resolution training for teachers, which many principals find effective.
Recognize Patterns Before They Become Crises
Not all conflict is all about yelling or confrontation. Sometimes, it shows up as a teacher with passive resistance, quiet avoidance, or repeated policy violations. Pay attention to patterns and document what you see the teacher do. You don’t want to do this to build a case, but to better understand what might be triggering the behavior. Addressing small issues early makes it less likely that you’ll have to intervene in a high-stakes situation later. When the teacher knows you’re paying attention and willing to have hard conversations early, they’re more likely to course-correct before serious breakdowns occur.
Supportive Leadership: Leading Difficult Teachers with Empathy and Authority
Leading with empathy doesn’t mean avoiding accountability, it means staying grounded while addressing what’s really going on. Often, behind challenging behavior is a teacher who feels unsupported, unheard, or overwhelmed. Your role is to hold space for those emotions while reinforcing that expectations still apply. Use one-on-one conversations to ask direct but compassionate questions. Framing feedback as collaboration can soften defenses and open space for growth. When teachers see that you’re genuinely listening and still holding the line, it changes the tone from confrontation to partnership.
Establishing Professional Standards: Setting the Tone for Accountability
Challenging behavior thrives in environments with vague or inconsistent standards. If you’re dealing with teachers who disregard school policy, show up late to meetings, or undermine leadership in front of others, clear expectations are essential.
Start by auditing your current staff protocols. Are your expectations for communication, collaboration, and conduct specific, documented, and reviewed regularly? If not, now is the time to clarify. Outline what professional behavior looks like and what it doesn’t and make space for staff input so there’s a shared sense of responsibility. Then follow through. Enforcing standards fairly and fast sends a powerful message that everyone is accountable, including you.
Training and Development: Using Professional Development to Address Difficult Dynamics
Sometimes what looks like defiance is actually a skills gap. A teacher who resists feedback, avoids collaboration, or struggles with classroom control simply might not have the tools to do better. Ongoing professional development is a necessary intervention when dealing with difficult teachers.
Offer training that addresses practical gaps, such as classroom management refreshers, communication strategies, or emotional regulation under pressure. Tailor sessions to support your educators who are struggling. If possible, use coaching models where teachers can reflect privately, ask questions, and build trust with a neutral guide. Making development part of your improvement plan communicates that you’re invested in helping every teacher improve, not just penalizing the ones who fall short.
Practical Support Through Peaceful Leaders Academy Resources
At Peaceful Leaders Academy, we offer targeted resources designed to support school administrators through the toughest interpersonal challenges on campus. Whether you’re navigating a long-standing staff conflict or trying to rebuild trust after a breakdown in communication, our training and coaching programs provide strategies you can put into practice immediately. Here’s what you’ll find available through our programs:
- Conflict Management Courses Designed for Leaders: Our leader’s academy online modules give you frameworks to approach teacher conflict with confidence. Learn how to identify the root causes, de-escalate power struggles, and redirect negative behavior constructively while maintaining your authority.
- One-on-One Conflict Coaching: If you’re dealing with an especially complex or sensitive situation, personalized coaching can help you plan your next steps and improve your communication approach. This is a safe space to talk through strategies and build your own skills as a leader.
- Group Coaching and Staff Development Workshops: We offer customized staff training to address communication gaps, classroom behavior issues, and team dysfunction. These programs can ease tension, build buy-in, and reset group expectations in a way that encourages shared accountability.
- Emotional Intelligence and Self-Regulation Tools: Our leadership training includes emotional regulation techniques to help you stay grounded during stressful conversations and decision-making moments when you’re faced with resistance or pushback from staff.
- Flexible Online Scheduling and Custom Delivery: All programs are offered virtually so that you can adapt them to your calendar and school’s unique needs. Whether you’re looking for individual growth or team-wide change, the flexibility is built in from the start.
Start Creating Stronger Teacher Relationships Today with Peaceful Leaders Academy
When you’re dealing with a difficult teacher, the pressure to manage it on your own can feel overwhelming but support is available. Our programs are built specifically for school leaders like you, who need practical, real-world solutions that work in high-stakes classroom environments. You don’t have to choose between empathy and authority. With the right tools, you can lead from both. Contact us today to find out more about our conflict management programs and de-escalation training for school teachers.
