Tag Archives: Teacher Support

Getting on the waka

19 Feb

eotc

The job of a school leader is complex, broad, and challenging. We often focus on the notion that students need to be at the centre. I am not disputing this, I do believe that leaders need to focus a lot of their energy on the teachers. Happy teachers make great teachers.

As SLT we need to know staff as individuals. They are not superheroes. They are human. They have good days and bad days. Sometimes, they have really bad days that turn into really bad weeks. We need to connect on a personal level, understand what is going on in their lives.

When building an effective team in a school we can’t get the right people on the bus if someone is in their seat. I know it seems harsh but as SLT you owe it to a teacher who is stuggling to support them and let them find their way the profession. Do the math. A poor teacher in a secondary setting will impact over 150 students a year. Over a 25 year career that equates to more than 3,700 students. Is that the legacy you want to leave as SLT?

All that is required is a frank conversation. Talk to them. Most struggling teachers are miserable. Negative people never know they are negative. The same can be said for miserable people. Please, for the love of all that is holy, don’t just ship that person to the next principal. Think about the nearly 4000 kids you are saving.

Getting the right people on the bus is much easier than getting the wrong ones off the bus. Start with the positive. Any person of the street can write a good lesson plan and type a nice resume. Sustaining this in the classroom is hard and as senior leaders and middle  leaders we must support our people. Allow yourself to not just find the most intelligent person but the best person.

Having been in almost every educational setting from inner city to rural, I can tell you that relationships trumps rigor every day. I am not saying rigor is unimportant, just that kids truly don’t care what you know until they know that you care. All teachers have gone through a rough patch and it is important we support them.

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Talking About Your Practice

7 Jul

Data-word-cloud

The staff room is often the best PLD source you will get during the year. I see it every lunchtime. As teachers engage students in dialogue about their learning, the guiding principle must be looking at how student involvement in each teacher-created assessment reflects a bigger plan for involving students in their own assessment. The role of the classroom teacher is to help each student bridge the gap between where that student is and where that student needs to be. It is really important not to over assess. This requires specific assessment practices, such as differentiating instruction, re-teaching certain targets, or re-sorting students to allow for small-group work connected to teacher strengths.

For example, an analysis of the results of students on a common assessment may reveal that although some students struggled with certain concepts, Teacher A had great success with that concept with a class of students. Teacher A can then re-teach the key concept to the struggling students while the remaining teachers in the departmental or grade-level team moves forward with the other students.

It’s also clear that changes in teacher practice requires support from leadership. If Teacher A is going to be able to re-teach struggling students, for example, she requires a principal who supports flexibility in teacher and student timetables. School leaders can further support teachers’ effort to close the gap by providing common preparation time for teacher teams or subject-area specialists, ensuring that professional development is aligned with the goal of improving student success, and providing time at staff meetings for a focused look at results of recent assessments.

 

As Leader What Can I do

27 Feb

Leading Your School

I have been thinking of some ways I can interact and support staff as a member of the SLT.

Be a Support– Staff want and need to know I have their backs when they try new things, when faced with discipline issues, when they make mistakes, and during tough times. Support looks differently to many people, but the more visible, consistent, and clear I am, the more supported they will feel.

Clear Communication– This includes not only verbal communication, but my ability to actively listen. One of my mentors reminds me to listen to what they have to say, answer their questions, and show understanding. They will understand if I disagree and will appreciate me simply listening. My mantra needs to be  “listen to understand not to respond.”

Leadership Tips for any Organisation – Part One

10 Mar

It has nothing to do with being right or wrong.

I think being right is typically one of the least important reasons for getting something done. Far too often I have seen something “wrong” end up getting the green light because of the many variables and circumstances that ultimately have nothing do with what is right or wrong. Being right is not wrong, but understand that being right is not always right either.

Saying “no” is the most important word you could ever say.

“Yes” is so easy. Many times I have had to say no and it is not popular but it the best for the organisation.

Let it go. 

Sometimes you need to leave it for another day. Sometimes you need to swallow your pride and acknowledge I was wrong. Lose the battle in order to win the war is such fine advice.

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