If there is one thing many of us can agree upon, it is that being evaluated is a stressful and anxiety-filled experience. Knowing the person observing you is watching your every move, listening to your every word, and seeing how the students respond to your teaching can make even the most distinguished teacher tense up with nervousness. It is hard not to respond with anxiety and stress when the process for teacher evaluations is set up in a way that makes teachers feel like they are being judged more than supported. (more…)
Guest post by Amber Rudolph
It’s that time of year again when parents count down the days until school begins, while their children sleep until noon, fight with their siblings, and abuse their screen time. Kids might not tell you, but they too are ready for the school year to begin. They miss their friends and school life. (more…)
Guest post by Tim Carver
Increases in our socioeconomic diversity and bullying data caused us to rethink how we do business at Urbandale High School (UHS) in Urbandale, IA. We decided to develop a new approach centered around three key areas that define our culture: advisory through connections, student management through relationships and responsibility, and a focus on learning through quality and continual improvement. (more…)
Guest post by Anthony Scannella and Sharon McCarthy:
Which do you think helps individuals and systems flourish during these transformational times: a bit of risk, a bit of failure and a good deal of feedback–or safely doing what has always been done? If you favor risk, failure and feedback, please read on. If you choose safety in complacency, save yourself some time and make a different decision.
We define effective feedback as a tool that supports professional growth in your school or system. But before we talk about what makes feedback effective, it is essential to consider the much celebrated belief that “there is no such thing as failure—only feedback.” In theory, this is supposed to help our egos cope with our mistakes. In reality, most of us secretly hope to be told how amazing our teaching or leading is, and hearing otherwise makes us both uncomfortable and defensive. Keep that very real human tendency in mind when sharing feedback.
Below are 8 suggestions for leaders whose focus is growth, in folks and in systems:
- Ask others how they prefer to receive the feedback. This is the baseline for respect.
- Know that while sharing feedback will help you and your colleagues improve, it will also cause most folks to squirm a bit—that is OK.
- Differentiate feedback based on the rating of the performance. (Please see: http://www.bloomberg.com/news/2013-03-15/the-ideal-praise-to-criticism-ratio.html)
- Provide feedback in a way that caters to the receiver’s value system. People pay attention more to things they find important.
- Follow feedback basics: Feedback should be timely, specific, actionable, and connected to goals and practice.
- Create a structure for feedback—one that consistently communicates how things are going.
- Keep in mind that people generally change their behavior when provided with an environment that encourages change and specific cognitive maps that outline a “plan” in their heads. Therefore, the onus is on the leader/evaluator to ensure that the environment and maps, which Art Costa refers to as “mental rehearsals,” are clearly communicated in a culture of high expectations. (Costa, Arthur & Garmston, R. Cognitive Coaching. Norwood, MA: Christopher-Gordon Publishers, 1994.)
- Remain keenly aware of the fact that the meaning of your communication is the response that it elicits, regardless of your intentions. As many have experienced, the intended message is not always the received message.
How educational leaders model the practice of effective feedback for teachers not only helps teachers in improving their own performance but also provides mental models of effective practices for teachers to use with their own students. Feedback matters in every relationship in the schoolhouse! Synthesizing more than 900 educational meta-analyses, researcher John Hattie has found that effective feedback is among the most powerful influences on how people learn. (John Hattie, Know Thy Impact. Educational Leadership, Feedback for Learning, September 2012, Vol. 70, No. 1.)
Please join us at Ignite’14 to share thoughts and practices regarding this most fundamental of educational practices for positive transformation.
Anthony Scannella (@edufea, firstname.lastname@example.org) and Sharon McCarthy (@ienvision, email@example.com) will present Sustainable Results for Great Schools on Saturday, February 8 at Ignite ’14. For more information visit www.nasspconference.org.
Guest post by Steven Korr:
Educators face so many challenges today. The pressure to foster student achievement at higher and higher levels is enormous. At the same time, educators find that students don’t seem to be socially and academically prepared to excel. Students often don’t know how to work successfully in groups. Many lack a sense of caring about others that can result in hurtful and even violent behavior.
The upshot is that we’re all seeing more disrespect and disruptions in classrooms. Many teachers wonder, “How can I teach when the problems are so great?” After all, learning requires risk-taking. But if students don’t feel safe, how can they be expected to take necessary risks?
Clearly, these conditions have a detrimental impact on learning. Still, when educators go into the classroom they are expected to teach. And students, for all their challenges, need them to do just that.
The old answers for handling these problems are failing. The current trend across the country is to repeal zero tolerance policies. The data shows that those policies weren’t working anyway. But if we can’t just throw kids out of the classroom or school when they disrupt learning, what are we going to do? Our answer is to institute “restorative practices.”
At the International Institute for Restorative Practices (IIRP), a graduate school based in Bethlehem, Pennsylvania, we start from the fundamental premise that people are happier, more cooperative, more productive, and more likely to make positive changes when those in authority do things with them, rather than to them or for them.
In a school building, this means that we have to take a look at how we can build connections and strengthen relationships between everybody in the school – teachers, students, administrators, staff, and even secretaries, bus drivers, hall monitors and cafeteria workers.
This doesn’t mean instituting yet another new program that’s going to be forgotten in a few years’ time. Instead, restorative practices provide a framework for changing the thinking and behavior of those in authority, to consistently do the things that good educators and leaders have always done—thereby changing the way everyone in the school building relates to one another.
Restorative practices provide ways to address student behavior when things go wrong. More importantly, they improve the learning environment so that kids feel safe and effective learning can happen.
Steve Korr is a trainer and consultant for the International Institute for Restorative Practices (iirp.edu). He was a counselor and principal at an alternative school for at-risk youth for more than a decade. He has helped schools across the country, both urban and rural, implement successful restorative practices programs to improve school climate and positively impact learning. He will be presenting a breakout session at Ignite ’14 on Saturday, Feb. 8th from 8AM to 9:15AM.
To learn more about restorative practices and whole-school change, visit SaferSanerSchools.org. The article “What Is Restorative Practices?” by IIRP Founder and President Ted Wachtel also provides an excellent introduction to the topic.
Join noted author and Stanford University professor Linda Darling-Hammond for a webinar sponsored by The Wallace Foundation. Darling-Hammond will examine how principals and other school leaders can work directly with teachers and staff to improve instruction and student achievement.
During this webinar, participants will learn strategies to shape a vision for academic success, create a hospitable climate, cultivate leadership, and manage staff data and processes.
Darling-Hammond is the Charles E. Ducommun Professor of Education at Stanford University and co-director of the Stanford Center for Opportunity Policy in Education. She is the author of more than 400 publications, including The Flat World and Education: How America’s Commitment to Equity Will Determine Our Future (2010) and Powerful Teacher Education (2006).
Date: Wednesday, November 6, 2013
Time: 3:30–4:30 p.m. ET