Tag: education

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An Online/Blended Teaching Approach to Staff Meetings and Professional Development

teacher_cartoon-257x300After spending seventeen years of my career as a classroom teacher, four years ago, I was hired for my first administrative position. Nevertheless, I continue to find that at the core of my being, I am a teacher. Having had the chance to mentor both new and experienced teachers in my administrative role, I have become aware of the skills and insights that I have as a part of my repertoire and how to share these with other educators. I am also highly cognizant of the fact, that once out of the classroom we, as educators, must stay knowledgeable with current as well as innovative practices that have the potential to be “disruptive” to our profession. Disruptive is used here to reference the work of both Clayton Christensen and Michael Horn, both of the Christensen Institute, who have collaborated to explain how new technologies can enter a market such as education. Through success with a previously untapped base, “disruptive” technologies and practices can grow to introduce effective innovations in a market that previously may have been inaccessible.

Online and blended teaching models have been a “disruptive” force in education. These models have tapped into students who have experienced struggles with the more traditional brick and mortar school system and traditional lecture style approaches to education. Online programs tapped into the market of students requiring credit recovery to graduate from high school. Given the opportunity to learn at their own pace, at a time that worked for them and with access to a computer and the internet, online learning made a significant impact in assisting students to earn their high school diplomas. This same approach was used by students who were receiving home school instruction or who required accelerated course work.

The successes did not go unnoticed and educators began to incorporate online learning within the more traditional education structure. Thus the blended learning model was born. As I reflect on how I might incorporate a blended model of instruction into my own practice as an administrator in the field of education, I see the opportunity to use this pedagogical structure to enhance professional development opportunities for staff and model how to incorporate a blended approach to a previously more traditional classroom.

Let the days of boring staff meetings be gone. Let those of feelings of our time as educators being wasted disappear. Welcome, the blended model of teacher professional development and staff meetings. I believe face to face time with staff and as a group continue to be essential components of site based communication and identity, however, using a blended approach, similar to the rotation model of a blended learning environment, could allow staff to more effectively use their preparation and professional development time. Let’s give staff access to announcements via video (and let’s make those videos entertaining), engage in discussions through a Google+ Community and focus on personalized learning to enhance individual teaching practice via internet modules and readings. In-person meetings and professional development or guest speakers via Skype or Google Hangout can be enhanced through back-channeling via Twitter discussions or by using Today’s Meet to comment and ask questions. Staff can comment, ask and answer questions for one another and share resources without ever interrupting the flow of a presentation. The level of engagement increases dramatically when the learner has the opportunity to actively engage in a presentation. These approaches offer a more effective method than the previous, “Write your question down on a piece of paper so you don’t forget it and wait until the end of the presentation,” expectation.

In order to engage staff in a blended approach to staff meetings and professional development, it is essential that the staff know how to access and use each of the technologies that will be incorporated. This requires planning and training in addition to well prepared materials to present to staff. It was not uncommon in my teaching experience to hear from the principal during lunch on a staff meeting day that the agenda for the afternoon had not yet been set. This led to the perception that administration did not place a high value on the opportunity to meet with the staff which was often reinforced by overly general agendas with a lot of “discussion” topics being made available at the time of the meeting. By incorporating a blended approach to staff meetings and PD, administration has to engage in thoughtful planning. Creating a rotation to include activities such as meeting as a large group, taking on online courses, creating an innovative lesson to share in an online community or reading an article and discussing it in a community create opportunities for increased engagement and personally relevant PD.

The intention would be that by modeling the skills and strategies used in an effective blended model of staff development and communication, staff would feel positive about their higher level of engagement as well as feel increased respect for their personal expertise within the profession. This would allow for discussion on how students could share in the same experience. Using the tools of the blended model, part  of the PD would be to learn, discuss, create and share lessons and ideas for relevant, rigorous and engaging learning.

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The Common Core – A Challenge or an Opportunity?

When looking at the Common Core, I see more opportunity than I do challenges. I see the opportunity for teachers to engage more in the “art” of teaching. I see the opportunity for greater focus and financial support to integrate the 21st Century tools our students use in their personal lives. I see the opportunity to take all students to application and synthesis as part of their learning.   I see the opportunity for teachers to engage in the art of teaching. As a profession, we have spent significant time and resources on training our teachers in the science of teaching, direct interactive instruction and implementing researched based curriculum in a structured and consistent manner. The importance of this can not be understated as we consider Bloom’s taxonomy and providing our students with the foundational skills needed and acquired through gaining knowledge and developing skills to support comprehension. However, as we get into the higher levels of learning that support students as critical thinkers where they begin experimenting, comparing ideas, evaluating outcomes and imagining possibilities, we need to engage with them from the heart. Teaching and learning involve emotion. We can inspire a student. We can also bore a student. The Common Core with it’s focus on critical thinking, creativity, communication and collaboration create opportunities for teachers to engage the mind and help students understand the “why” of their learning and the “why” of what they are learning.   Part of the transition to the Common Core will be in changing the mind-set of educators on how they approach the presentation of lessons in the classroom. There will have to be a shift in professional development, the tools used to support the learning of both the teacher and the student and how we teach students to express their understanding. It will take a while to adjust from a long-held practice of filling in bubbles and circling the correct answer to supporting students in articulating how they have arrived at their conclusions, but this approach will ultimately engage the learner in much deeper learning.   Transitions can cause trepidation. Thirteen years after the No Child Left Behind Act, a policy that strongly encouraged a very regimented approach to teaching, our educators are being asked to make quick shift in their practice. It will take time to make the mental adjustment, to engage in professional development and reading that support our teachers’ expertise and to implement changes in the classroom that support the Common Core. Educators are by a nature a conscientious group of people. They want to do what is best for their students. They want to meet the expectations set forth by their profession. It can however feel challenging to have to sway with the winds of both the State and Federal legislature as politicians define the focus of instructional expectations and the funding that is allocated to support the changes of those expectations.   It is our responsibility as administrators to teach our teachers and our communities. It is our responsibility to support our educators in understanding the origin of and the “why” behind the Common Core. It is our responsibility to assist our teachers in understanding the caliber of input that was provided by our professional colleagues toward informing this educational policy.   In order to successfully make this shift with buy-in from the teachers who are charged with modifying their current practice, we need to provide them with the knowledge, tools, professional development and time to adapt their practice. This will be done through an allocation of resources that will allow for the opportunity to engage in study and professional collaboration combined with the sharing of ideas, successes and failures. A well-organized Professional Learning Community focused on the successful implementation of the Common Core can support this. As the teacher’s pedagogical approach shifts they will need access to 21st Century learning tools that will support their instruction in conjunction with on-going professional development on how to incorporate these into the classroom instructional model.   Ensuring and monitoring the success of Common Core implementation will be measured not only by the data collected from students’ Smarter Balance testing results, but also by how teachers’ instructional practices change, the tools they use, their knowledge base and comfort level with teaching to the higher level of learning that the Common Core has set forth as well as student work samples and projects. In order to evaluate on-going progress and success, site leadership should take time at the beginning of the year to collect baseline information on their staffs’ comfort level with the new standards, how confident they feel in the professional development they have been provided with, what tools and instructional strategies are currently being used in the classroom, the level of buy-in they have to the Common Core. After gathering this information, site staff and it’s instructional leadership team can decide on goals for the year and what type of professional development should be provided to support the goals for the site as a whole and for individual teachers looking to gain specific areas of expertise. The same survey given at the beginning of the year should be given to the staff again at the end of the year. Once the results are analyzed, they should be presented to the site’s instructional leadership team and then to the full staff. This process should be cyclical and can become a part of the planning done during the spring to plan for the following school year.   Are these challenges or opportunities? I understand the mind-set of viewing these as challenges, particularly in terms of funding a transition of this magnitude, but I do see great opportunity in the process of making this change. It appears that as educators, we may be participating in a revolution of our education system; a revolution that may have a similar impact on how we teach as the industrial revolution did. I suspect this period of history will one day be studied for the influence it is having on society in the same manner in which the impact of the industrial revolution is studied for its effect on our culture. This is an exciting time.

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Investing in Motivated Lead Learners

Screen Shot 2013-10-12 at 2.44.34 PMInvesting in teachers, support staff and their professional development is one of the most important responsibilities of the educational leader. I have been blessed to work in an organization that believes in people in the number one resource for student success and when hiring uses the motto, “Hire for character, teach for skill.” This philosophy has created a culture of motivated adult learners who continually seek to improve their professional practice and knowledge base.

Four  years ago, under the vision of a gifted program specialist and assistant superintendent who believed in investing in employees as professionals, what is now referred to as the Core 7 Professional Development Model began. The goal was to develop teacher expertise in evidence-based practices for students on the autism spectrum. (See the National Professional Development’s Center AIM Resources – http://www.autisminternetmodules.org/user_mod.php). Since the onset of this vision, the program has grown to include one full release day per month for morning teacher collaboration directed by the teachers themselves. This is followed by an afternoon of group training which includes the expectation that management staff participate in the learning of the practice being focused on for the month. In addition, monthly staff meeting time has become a focused professional development session on the topic of the month. Parents, community members and educators from other districts are invited to attend as well as classified staff who are paid for their time.

One of the greatest discoveries of diving into these practices was finding out that these effective strategies are not limited to success with students on the spectrum. Rather, these practices are a foundation for good teaching in general. For example, looking at classroom structure as an antecedent based intervention to support positive student behaviors is effective in all educational environments. We see evidence of video-modeling across skill and subject matters as the Flipped Classroom grows in popularity, not to mention how often youtube videos are used on a daily basis by the average learner to support picking up skills such as learning how to tie a tie.

It is now the fourth year of implementation of the Core 7 Model. The results are a certificated and classified staff of motivated adult learners, as well as the ability to attract highly motivated applicants for open positions. During the interview process, when we begin with the question, “Tell us about why you are interested in this position?” it is not uncommon to hear responses such, “I’ve heard that you in invest in the professional development of your people and they’re trained to be successful.” “I want to work with children and I heard you have good training that would be help me do a good job.” These results and responses serve as a powerful testimonial of the importance of investing in our educators as Lead Learners who are than able to collaborate, coach and train with each to become expert educators.

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Building Trust – The First Step

ImageI recently had an experience in which my trust relationship with an employee was broken. The experience has been cause for a significant amount of reflection in which I’ve been asking myself what was missing in the foundation of the expectations. How could I have responded differently to the situation? The trust wasn’t just broken from my perspective. I feel comfortable that the employee feels the same way. Knowing this has led me to ask several reflective questions: How do I lead in repairing the relationship? Why is it important to repair the relationship? What was missing to start with that allowed the event to occur? The more thought I give the situation, the more I see that there is a crack in the foundation.

The Crack in the Foundation

ImageAs a principal and instructional leader, there is an inherent responsibility to provide staff with a clear understanding of the organization’s foundational values and vision. The larger vision on which our education system is built is to teach students to become independent citizens. In this case the instructional goal that supports that vision was to have students with severe handicaps participate in a general education lunch while developing skills to be able to transition to participating in this activity independently. Yet, as I reflect on the practice that was occurring, it strikes me that the goal wasn’t clearly communicated, the steps provided in the training weren’t being implemented and the materials to support the training weren’t available. There is a huge crack in this foundation.

The “glitch” in the goal was the difference in understanding that the expectation for achieving independence is expected in all activities on campus, not just the classroom. Directions have been given over a series of years that support a generalized concept of taking students to lunch which is very different from, “Use the prompting model and visual supports (training and materials provided to meet expectations) to support students in walking to the cafeteria, getting their lunch, sitting at the assigned table and taking in their meal with 100% independence by the beginning of February.” This goal than needed to be broken into clearly defined objectives to provide staff with an understanding of the process that it will take to get there. For example, an objective such as, “Support students in getting their food by using visual and gestural prompts after oral directions have been given. Provide 5 seconds of wait time in between prompts.” In clearly defining the goal and the objectives, staff would have had more knowledge on how to apply the training they have received in this specific situation. Clear expectations go a long way toward building trust.

In this particular situation, I noticed that staff didn’t have the visual prompts that have been created to support the prompting model built into the training they have received on how to support students with both receptive and expressive communication. It struck me that staff may not be clear that these materials are to be used at all times and not just during specific curricular activities. Again, clear expectations go a long way toward building trust. Staff need to understand what is expected of them at all times in order to be successful.

The situation has turned out to be blessing in disguise. We continuously look at how to improve programs and while the situation was incredibly uncomfortable, it has allowed for the realization that there are cracks in the foundation. The expectations were not as clear to staff as management thought they were. We’ll side step for a moment, fix the crack in the foundation, continue to build trust and grow strong programs for students.

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21st Century Pedagogy

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There are times when we all come across something that we know must be shared and shared widely. As part of my coursework for IEASC (Innovative Educator Advanced Studies Certificate) I came across a math video put together by Dan Myer. I was so intrigued, I googled him and discovered his fabulous web page – http://blog.mrmeyer.com/

Regardless of what subject you may teaching, your student may be learning or you may be supervising, I encourage you to watch the Youtube video above explaining how video can, perhaps should, be used to support instruction.

If you are interested in learning more about IEASC, this excellent certificate coursework is on-line instruction.  It is offered by CUE and Fresno Pacific University and includes a Leading Edge Certification. http://www.cue.org/ieasc

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Diving In – Why Lead?

ImageIt’s time…time to finally start the blog, to share the thoughts and the inspirations that are helping define a career in education. 

Let’s start with, “Why Lead?” There are many reasons one may end up in a leadership role, but why the choice? For myself, leadership is the venue in which I find the opportunity to serve others, specifically other educators and students. After 17 years of teaching, I had experienced the good, the bad and the ugly when it came to education leadership. The most inspiring leader to come across my path during those this time was a middle school custodian who I imagine would not characterize himself as a leader.

Oscar is a man who does dive right in. If there is a need, he makes sure it is met. If there is a student who needs something, he quietly makes it happen, if there is a classroom that needs some extra attention, he is there to provide it and most profoundly, I watched Oscar take one at risk student after another under his wing for many years. Quietly, understated, never looking for attention or credit, Oscar connected with students who found themselves not being successful in the classroom. He modeled what it means to be a servant leader.

As a teacher of the “intervention” and special education students, I had frequent opportunities to connect with Oscar. While I often struggled getting the support I was looking for to help my kiddos when I sought this from administration, I quickly found that if Oscar knew there was a need, I or my student would end up being connected with the right person. Ultimately we ended up with a team of four. None of us ever spoke of what was being provided for our students. Nobody saw it as being anything special – just helping kids out. Now that I am in a new role with a different organization and focusing more on the study of leadership, I see the power and the impact of the leadership Oscar provided.

Students were provided with clothing, food, groceries, showers and mentors in jobs in which they could see themselves aspiring to. I suspect several of my “at risk” students will end up being custodians, school cafeteria workers and school office administrative assistants. They are likely to model this same style of leadership, have the same impact on another generation of children and do it in a quiet, understated manner, never seeking credit.

So, why lead? I have chosen to lead through the role of an administrator. I lead to support the work of and clear the paths for the the teachers, custodians, bus drivers, classroom assistants, cafeteria workers and volunteers who aren’t just showing up for work, but showing up because they believe in giving to others and supporting the potential of each student they come into contact with.