Presentation on theme: "Steve Barkley Executive Vice President Performance Learning Systems "— Presentation transcript:
1 Differentiating Professional Development Principals’ and Leaders’ Roles Steve BarkleyExecutive Vice PresidentPerformance Learning SystemsPick a particular topic – area of focus i.e. – 90 minute reading block, project based learning, higher order thinking skills, eel student needs
2 AnalysisIdentify classrooms in your school that are closest to full implementation of your vision for learning.Describe in detail the observable students behaviors.Describe in detail the observable teacher behaviors.What is it you are looking for?In many cases we may not have a classroom that is the ideal – so we need to create the picture in order to identify what we need.
3 AnalysisIdentify classrooms in your school that must change the most to reach full implementation of your vision for learning.Describe in detail the observable students behaviors.Describe in detail the observable teacher behaviors.What is happening in classrooms where there is no implementation?
4 AppraiseConsider one area of teacher practice that is crucial to your desired student achievement. Rank your classrooms along this continuum.Most FullChange ImplementationNeededThis is NOT an evaluative process – can be used as an anonymous needs assessment – it is about figuring out what needs to happenThree goals:increase positive parental involvement in student learning,show the need of differentiated staff developmenthave staff development that impacts teacher practice and student learning.How has the leadership put models of effective practice in place to move the staff along the continuum?It is OK to be a 1 or 2 on the developmental continuum as long as you know it and have a plan for improvement and learning.Teachers should observe teachers within the next two levels up.
5 AnalysisConsider the bottom half of the implementation continuum. You might want to select one area… What skills do teachers in those classrooms need to internalize in order to obtain the student behaviors you desire?
6 Evaluation/Appraisal Select one skill set that you believe is most important. ________________Rank teachers according to this system:UnwillingUnawareGetting ReadyStartedDevelopingUnwilling: unwilling and don’t careUnaware – don’t know what they don’t know
7 Gordon’s Skill Development Ladder The Art of Teaching UnconsciouslyTalentedUnconsciously SkilledConsciouslySkilledConsciouslyUnskilledChange and growth occur in consciousness – consciousness causes discomfort. It is the job of school leaders and teacher leaders to bring discomfort. The culture within a PLC is one in which participants are comfortable with discomfort – you are vulnerable. Discomfort goes along with growth. Teachers create a classroom in which students are comfortable feeling discomfort – how do you create a classroom where discomfort causes growth?I look forward to bringing you discomfort and look forward to you doing the same for me.What do people need and how do we provide it?Coaching and professional development bring discomfort. Instruction should drive the schedule.Discomfort = positive devianceUnconsciouslyUnskilledGordon’s (1974) Skill Development Ladder
8 Learning Dip pg45Good is the enemy of great. When teachers are good, a new skill is introduced and they get to the implementation dip, they get worse. If not supported they will revert back to old skills and give up on the implementation of new skills.
9 Analysis What is needed for the teachers at each spot ? Unwilling UnawareGetting ReadyStartedDevelopingThis is not evaluative – this is a way to look at isolated skills and provide the necessary training and professional learning.
10 What’s needed? Who provides it? EVALUATIONOutside CriteriaMENTORINGSUPERVISIONPEER COACHINGTeacher’s ChoiceEvaluation: evaluate performance and put a score on itSupervision – balance evaluation and coachingMentoring – supporting a new teacher in a non-evaluative manner, not voluntaryPeer coaching – voluntaryThe principal is a head coach and is responsible for the entire continuum.Avoid the deficit model. Our approach is this a profession in which we are growing and improving.
11 KEY ELEMENTS KNOWLEDGE MODEL PRACTICE OBSERVATION WITH FEEDBACK ONGOING COACHINGJoyce and ShowersPLCs study learning. Teaching is simple – learning is complex.
12 KNOWLEDGE WHY HOW TO RESEARCH FORMAL INFORMAL COMPLEX to SIMPLE Make the complex simple while respecting the complexity. Learning is complex…..
13 MODEL Environment Skills Teachers need to experience everything they will use in the classroom. Model the skills and environment (i.e to teach cooperative learning – engage in it)What you do speaks so loudly, I can’t her what you say. - EmersonSkills
14 PRACTICE SAFE ENVIRONMENT FEEDBACK Twenty to thirty repetitions over an eight to ten week period.Practice and apply
15 Two Opportunities for Observation with Feedback Practice Environment:ex. WorkshopsClassroom Situations:ex. CoachingThe PLC culture is not about deficits – it is about growth through coaching and learning.
16 Joyce/Showers Research Figure 5.2Training Components and Attainment of Outcomesin Terms of Percent of Participants— OUTCOMES —ComponentsStudy of TheoryDemonstrationsPracticePeer CoachingKnowledge(thorough)10306095Skill(strong)5206095Transfer(executive implementation)595PLCs should push for coaching.Beverly Joyce and Bruce Showers (2002) Student Achievement Through Staff Development 3rd Edition. Ch. 5: Designing Training and Peer Coaching: Our Needs for Learning. Alexandria, VA: Association for Supervision and Curriculum Development
17 Understanding the Connection… In order to see the link between teacher behavior and student achievement let’s use an example of:Higher Order Questioning Strategies
18 Examine the relationship between students and teacher in questioning
19 Higher Order Questioning: Skill Analysis Teacher Behavior(T1)Write questions into plans and start asking questions in class discussionStudent ResponseParadox of simple to complex and complex to simple is shown in this. Record the story of how this skill and learning is implemented.
20 Higher Order Questioning: Skill Analysis Teacher Behavior(T1)Write questions into plans and start asking questions in class discussionStudent Response (S1)Confusion, Reluctant to respond
21 S1:Confusion, reluctant to respond; S2:Attempt to answer posed questions;T1 Write questions into plans and start asking questions in class discussionT2:Continue asking, increase wait time, model thinking;
22 T1:Write questions,start asking;T2:Continue asking, increase wait time, model thinking;T3:Provides encouragement, probing, pausing;S1:Confusion, reluctant to respond;S2:Attempt to answer posed questions;S3:Successfully responds;
23 T1:Write questions,start asking;T2:Continue asking, increase wait time, model thinking;T3:Provides encouragement, probing, pausing;T4:Withhold recognition for correct answers, cause students to assess each other and dialogue;S1:Confusion, reluctant to respond;S2:Attempt to answer posed questions;S3:Successfully responds;S4:Students debate;
24 T1:Write questions,start asking;T2:Continue asking, increase wait time, model thinking;T3:Provides encouragement, probing, pausing;T4:Withhold recognition for correct answers, cause students to assess each other and dialogue;T5:Provide supportive and conflicting data;S1:Confusion, reluctant to respond;S2:Attempt to answer posed questions;S3:Successfully responds;S4:Students debate;S5:Students pose higher level questions;
25 Higher Order Questioning Student ResponsesTeacher Behavior ChangesStudent Achievement
26 Professional Development in Teacher Behavior… …Leads toStudent Achievement
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