Do you have MTSS for your teachers? We often think that we don’t have to differentiate for our teachers since they’re professionals, they’re adults, and they’re paid to come to work.
What if we could develop a more effective approach to helping our teachers grow by differentiating our work with them towards their development?
The following graphic is here to provoke your thoughts about the nature of professional growth for ALL of your teachers, and a framework in which you may find success. Share it with your administrative team. Talk about which of your teachers would belong in which tiers, and then consider the possibility of a more effective school driven by the recognition of the varying needs of your teachers towards their learning and growth!
OK! You’re convinced that the growth of your teachers is critical for success at your school and now you’re ready to do something about it.
You’ve been credentialed to evaluate teachers, you’ve been recognized as a good teacher yourself, and you have served as an instructional coach and/or a team or department leader.
In short, you’ve got game!
Here’s the challenge: what got you here won’t keep you here (and it won’t get you there >>> either!).
Your self-discipline, attention to details, and amazing work ethic got you through the door and into school leadership.
Your ability to lead adults (not always the most coachable learners in your building) is now the pathway to your continued success. However, one or more of your teachers isn’t doing what you want them to do.
Getting mad at them for not being “on it” at the same level as you isn’t very effective. What IS more effective is taking a look at the progression between the idea (whatever part of instruction you’re focusing on) and successful performance. Hopefully, the chart will lead to conversations between you and your administrative team, and will help you see the progression that happens for students in class… and for your teachers with you just as well.
The progression is:
Often as school leaders, we assume that our people can come right out of the gate into the fourth level of the implementation progression, Performance. That notion rarely works out like that, and we can spend more time going back through the steps than if we had began directly with an intentional awareness campaign, followed by checking for understanding, assessing for clarity by observing the application of the idea, and finally sharing in the joy of performance of a new idea, something of which you can celebrate among your faculty and staff.
As we begin the new school year, one of the most important priorities for us as Ps and APs should be the successful introduction of new Ts to our building and especially new teachers to the profession.
You know the data points… that within five years, half of new teachers have left the profession. You also know we are hiring from a deficit rather than from a surplus. Once it was true that effective hiring was one of if not the most important actions a P could take.
NOW, you would do well to consider developing and retaining your Ts as a priority. We can’t continue to work with new Ts as we did in the past. We need a fresh new approach to support, nurture, and encourage our new Ts.
Let’s take a look at several scenarios for you as a P in regard to your new teachers and consider which of those set your Ts up for success and which of them set them up to have a more difficult year.
In this episode, we look at ten different decisions that you as a P make regarding new teachers, and consider what those decisions do to encourage or discourage Ts as they begin their career.
Tonight’s co-hosts are Octavius Mulligan and Debra Murdock. They will be the co-hosts for ALL of the LIVE shows in this year’s series! That will be great for you to get to know them better, to learn more from them, and for us to share with the live audience and for those on the podcast as well.
EQUALLY BIG NEWS…
In addition to the 10 LIVE shows, we will be posting PODCAST only 30-minute episodes this year as well. During those 20 episodes, Mark will be talking one-on-one with a special guest and posting the convo here for you.
NONE of this is much fun unless someone uses it to support their work, so please know how grateful we are that you listen.
Hope to see you tonight LIVE or back here for the podcast after the show.