In more than nine years of working in the CODDY network, we have encountered hundreds of conflict situations. Each one taught us something important. We share three of the most telling stories that changed our approach to managing an education business.

At one of the first CODDY branches, the strongest programming teacher left in his third month on the job. The reason? “I can't work when every parent is telling me how to teach.”

Then we found an unexpected solution: we changed the format of working with parents. Now at the end of each month, the children show the family their project. Parents see a concrete result - and there are no more questions about the methodology.

Results:

• Teacher turnover at the branch has decreased from 40% to 5% per year
• Season ticket renewals are up 70%
• Parents have become our main advocates

In another branch of CODDY, two approaches collided. An experienced programmer insisted on deep theory. A young teacher promoted the game format.

Instead of choosing the “right” approach, we launched an experiment: we opened two test groups. A month later we compared the results.

It turned out that both methods work in their own way: one gives depth of knowledge, the other gives motivation to learn. Now in CODDY, a lesson consists of two parts: theory through practice and reinforcement through play.

In one of the CODDY branches, a dispute arose between trainers. Some insisted on individualized training, while others insisted on group training. Each side presented strong arguments.

The individualists argued that each child needs a different pace. The supporters of groups insisted on the importance of teamwork for future programmers.

We decided to conduct an experiment. We created a mixed format: basic classes in mini-groups of 4-5 people, plus individual consultations for those who want to go deeper into the topic.

The results exceeded expectations:

• Achievement increased by 40%
• Children are more likely to help each other
• 90% of parents said their child became more confident
• Average check increased due to additional counseling sessions

Now this format has been implemented in all CODDY branches because it takes into account the individual characteristics of each child while developing teamwork skills.

Over the years at CODDY, we have developed three principles of conflict resolution:

1. Any problem is a signal to improve processes
2. The best solutionis often beyond the obvious
3. The team needs to be given the opportunity to test their ideas in practice

Running an education business is not easy. But when you see the results of students and the satisfied faces of parents, you realize: it is worth it.