1. Mentoring CTE Teachers
2:10-3:00pm Webb Room
Cristina V. Santos, M.Ed.

2. Introduction Attended CTE courses in high school BS in Dietetics
Dietary Manager/ Private Practice Dietitian
CTE FCS teacher for 8 years/S CTE Dept. Chair 4 years
M.Ed. / Leadership program

3. CTE Teacher Mentor Program
Region 20 by a grant
Began March 2017
TEA recruited 60 teachers for Cohort throughout Texas
Support CTE teachers .
Texas Education Agency 2017

4. Topics covered Stages of beginning teachers
Building trusting relationships
The Scaffolded Solutions Framework / online communities
Benefits of cognitive coaching
Questioning Strategies
Establishing Rapport
The Wisdom/Evidence Cycle
Use of guided dialogues/ coaching self assessments
Diverse needs of of new CTE teachers

5. Activity 1-Stolen Identity
Look for someone with same type of SHOES 1. introduce yourself 2. what industry you worked in 3. what do you teach Re-introduce yourself to another person but you have now stolen the previous person’s identity, introduce yourself to the new person as your last person. DO this 5 times
Getting to know all staff

6. Behavior management- Traditional ACP
Traditional Alternative Certification Programs

7. Framework More than ACP Building relationships Asking for help
Finding a mentor that fits
Building leaders
Building on a support system

8. New CTE Teachers
May be the expert in their field May be the go-to trainer in the business Lack experience with high school students Lack the strategies learned with an education background

9. Why Use a mentoring program for CTE teachers?
Not an education background
Educational strategies
School lingo- ARD, LPAC, BIP
School culture for “Vocational” teachers
Handling multi-tasks
Plan in isolation

10. CTE mentors
Orientation
Problem-solve
Motivate
Shadow
Model
Support

11. Why should CTE mentors be put in place?
CTE teachers can still work/ are still working in the industry.
HB5 supports our industries with intentional career plans
Early College / Project/ Problem Based learning
Workforce relevance/ RGV LEAD & Academies
Our expertise matters (not stereotype)

12. Stages of New Teachers Anticipation phase- excitement
Survival Phase- overwhelmed
Disillusionment Phase- why am I here
Rejuvenation Phase- I could do this
Reflection Phase- what can I do different
Anticipation Phase- Let’s try again

13. Attributes Activity 2 Write down 3 attributes that you have
Discuss with your table why were these important as a new teacher
Share the most common attribute in your group
Why is this attribute important
How will it help new CTE teachers

14. Important factors of mentors
Trust – use team building strategies used in industry
Coaching- do not give them the solution
Confidentiality- do not discuss
Modeling/ shadowing- support
Reflection – two-way benefit
Strategy to teach/ lead

15. Mentors are aware of their peers
Generational differences Cuspers
Traditionalists
Baby boomers
Generation X
Millennials (Gen Y)
Generation Z present

16. Generations
Traditionalists- acknowledge experience, proud, use of technology is limited
Baby boomers- observers, social bugs, better use of technology but be patient
Gen X- rely on technology, don’t waste their time, balance lives, intrinsic
Millennials- multi-task, flexible, need feedback (extrinsic), combined work and play, glued to their technology
Gen Z- relationships, social media stars, independent, go-getters, do not micro-manage, work remotely (technology is the world).

17. Activity 3- Do your ears hang low
Count out 1-3
All ones go to the hall
All 2-3 stay in conference room
Bring back the 1 and do activity

18. Mentor purpose Power of conversation Building rapport
Establishing trust
Listening
Pausing / paraphrasing
Reflecting

19. Scaffolded Solutions Network to help mentors and mentees
Survey 3 times a year
Online forums
Coaching suggestions
Helps with T-TESS/ evaluation systems

20. Closing Thoughts
In learning you will teach, and in teaching you will learn.
Phil Collins

21. Thank you