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In my opinion that is the case in education. Educators and stakeholders alike have been brainwashed into thinking that a successful school or district is one who achieves through quantitative measures. How does the current process of observation and evaluation of staff ensure accountability while improving instruction and leadership?
As we navigate the shifting currents of the educational landscape, it's clear that transformative change is not just necessary—it's inevitable. To foster an environment where every student thrives, we must reimagine our approach to education from the ground up. Several key aspects underpin effective leadership in this context.
The catalyst for a significant portion of this growth was my embracement of social media as a powerful leadership tool. This is what I and others now refer to as Leadership 2.0. It is because of this evolved style of leadership that we have seen the significant change and transformation at my school on a variety of levels.
“ Leadership has less to do with position than it does disposition.” – John Maxwell I am currently working on a new edition of Digital Leadership for Corwin and I am very excited, as it will be in color. A great deal has changed since Digital Leadership was published in 2014. What should be removed?
This post is the seventh and last in a series that outlines the foundational elements of my new book, Digital Leadership: Changing Paradigms for Changing Times. Pillar #7 - Opportunity The interconnectedness of the Pillars of Digital Leadership leads to continuous improvements in school culture and professional practice.
It thrives under the guidance of a passionate, skilled educator who is constantly evolving alongside their students. Nevertheless, just like their students, educators thrive in personalized learning experiences. Online courses and learning modules allow educators to access content at their own pace and on their own schedules.
Education is currently at a crossroads as traditional methods and tools are changing as a result of advances in technology and learning theory. Image credit: [link] Even as we are seeing more schools and educators transform the way they teach and learn with technology, many more are not. Cross-posted at teach.com.
There has been a great deal of knocks on professionaldevelopment as of late and rightfully so. More often than not, professionaldevelopment is something that is done to educators as opposed to an experience that they truly value for growth. Learning is the ultimate goal for our students, not development.
Remember when we had to get all of our professional literature and information from journals, books, conferences, over the phone, or people that we came in direct contact with? Educators now have access anytime from anywhere to people, ideas, resources, strategies, and feedback. What specific challenges do you face in education?
The COVID19 pandemic unearthed many harsh realities for education across the globe. Inadequate WIFI and the availability of computers at home for kids to use for learning caught many educators off guard. Leadership must and will be different. Drive-by professionaldevelopment did not work in the past.
No matter your position in education, you have gone through some form of professionaldevelopment. In many cases, the act of being “developed” comes in a variety of standard types such as workshops, mandated PD days, presentations, conferences, book studies, or keynotes.
Cross-posted at The Educator''s Royal Treatment. As I mentioned in a previous post I have been working on a educational technology presentation for principals in a NJ school district. 21st Century Leadership Shift Happens (must see video for any educator unfamiliar with the tends and impacts associated with technology and social media.
The COVID19 pandemic has radically disrupted both society and education as we know it. Through it all, though, we have seen triumph and perseverance that serve as powerful motivating forces that can be used to collectively develop a new normal that might even be better. Hence, it is crucial to start to develop critical supports now.
Continue to advance learning and equity in your schools with professionaldevelopment. We have seen so many educators innovative their practice in such a short period of time, especially regarding the purposeful use of technology. Learning is the fuel of leadership. Prioritize time, standards, and SEL needs.
At the individual level, intrinsic motivation drives educators to actively seek opportunities that support their diverse learning interests and needs. Professionaldevelopment days, mostly packed into the beginning of the academic year, are still the preferred mode to support staff while adhering to specific mandates.
During my ten years as a school leader I dreaded professionaldevelopment days in my district. I am not sure any educator looks forward to these monotonous experiences (developed under the guise of learning!) I attended many of these events just to meet the required hours of professionaldevelopment.
The pandemic has really put a strain on educators, yet they continue to rise to the occasion on behalf of kids. The majority of educators fall into the latter. If you can't, consider developing a schedule where administrators and other support staff can fill them in lieu of teachers. Something has to give.
We can all agree that professionaldevelopment is essential in any profession, especially education. It is an opportunity to become better at what we do as well as gain knowledge on new pedagogical techniques, learning theories, leadership strategies, technologies, and federal/state mandates. Something has to give though.
Looking back on my educational journey, I recently reflected on my classroom experiences from kindergarten to fourth grade. The summer before I entered the fourth grade, my mother informed me that I would be attending a new school in my same community with one caveat: it was a class in the gifted and talented education (GATE) program.
Ensure ongoing professionaldevelopment – I cannot overstate the importance of this suggestion enough. Teachers need training on how to develop pedagogically sound lessons and quality assessments aligned to higher standards. Professionaldevelopment should be ongoing and embedded throughout the school year.
Inclusion is essential for special education (SPED) because it promotes the social and academic development of students with disabilities, fosters a sense of belonging, and prepares them for life outside of school. It aligns with legal and ethical imperatives, is often cost-effective, and encourages teacher development.
It is really about helping kids develop many of the qualities and characteristics in life that cannot be measured with an actual number such as leadership, commitment, perseverance, motivation, self-discipline, teamwork, resilience, enthusiasm, and reliability. Coaching is so much more than the result of a game, match, or competition.
Educators across America are grappling with what the Common Core State Standards (CCSS) mean for their instruction and have key questions around successful implementation: What are the core components of the CCSS and how do they impact me? Educators will leave with tools, including lessons and assessment tasks for immediate use.
I recently read this Education Week post by Jill Berkowicz and Ann Myers titled We Have 21st Century Learners Who Need 21st Century Leaders. They go on the summarize the following: "Essentially, the 21st century leader has to develop a renewed understanding of how children are learning now. The tenets of leadership still apply.
It represents a sound piece of advice for any leader, especially in the field of education. However, a convergence of styles separates generalists from specialists when it comes to leadership. Moving from Specialist to Generalist Below are some common styles prevalent in leadership today.
The same can be said about drive-by professionaldevelopment. When it is all said and done, the best experiences are ongoing and job-embedded so that the needed support, application into practice, feedback, and accountability for growth lead to actual changes to teaching, learning, and leadership.
On a professional level excuses can, and often do, have dramatic negative impacts when it comes to change on many levels. If education is good for one thing, it is for making excuses not to move forward. The feeling is that our system of education has worked so well during this time why change now.
They have utilized me as a keynoter, coach (leadership and teaching), and workshop presenter. Recently the district asked me to be a part of their professionaldevelopment day, which consisted of seven different learning strands specific to the needs and interests of their teachers.
In early spring this year, the local chapter of my teacher professionaldevelopment organization held our first in-person conference since the pandemic. Having served on the leadership team of our local PD organization for many years, I’ve planned numerous conferences and knew what needed to be done, but this year was different.
As a classroom teacher, I always tried to improve my practice by reading academic and practice-based articles, attending trainings and connecting with fellow educators to share resources and troubleshoot challenges. Despite my love for learning, I strongly disliked most professionaldevelopment sessions.
Yesterday I was granted an opportunity to deliver a keynote at the NYSCATE Leadership Summit in Troy, NY. The topic of my talk was, "Leadership in the Digital Age." Change in the field of education is as elusive as the Lock Ness Monster. Educators must be willing to take risks, learn from mistakes, and put in the time.
For more information on various hybrid models, check out this detailed piece from Education Week. If you are already in a hybrid model, time can still be added with approval from the Board of Education. They should not be mandated to attend meetings, participate in PLC's, meet with parents, or attend professionaldevelopment.
So many exciting things have happened recently as a result of my own learning and growth in educational technology and leadership. As a result, I have seen my own knowledge increase in these areas, participated in exciting professionaldevelopment opportunities, presented at both my school and at other events on web 2.0,
There are many digital tools available to educators these days, which often creates an overwhelming feeling. Professional Learning Typical means of professionaldevelopment (PD) such as drive-by events, one-off workshops, or book studies, while having value, will not lead to impactful virtual learning at scale.
The construction of a PLN enables educators to harness the power inherent in 21st Century technologies in order to create a professional growth tool that is accessible whenever, wherever. LinkedIn : Professional networking site that allows educators to connect, exchange ideas, and find opportunities.
Change is a word that is thrown around in education circles more and more each day. We are made to think that education is in a downward spiral and that students are ill prepared to succeed in college and/or careers that require students to think and apply learning differently. Image credit: [link] ?The Forced change rarely works.
With the suggestions in hand, the leaders were empowered to review what we had seen and my recommendations to determine the focus for an upcoming professionaldevelopment day I would be facilitating. Feedback is a critical catalyst for professional learning and growth.
The desire to increase agency in the form of voice, choice, and advocacy should be viewed as just as important for educators (teachers and administrators) as it is for students. For sustainable change and innovative practices to take hold let’s evaluate the level of educator agency in our schools. Image credit: www.peoplematters.in
With all of the disruption we see as a result of the 4th Industrial Revolution, changes to how we educate kids have to be considered. The result has been districts, schools, and educators making a great deal of investment in an array of ideas, strategies, and solutions with the goal of improving learning for all kids.
For the better part of my educational career, I always referred to any type of learning to assist me as a teacher or administrator as professionaldevelopment (PD). The experiences where I had some level of choice were the most meaningful to me and resulted in real changes to my educational practice.
Change in education seems to be as illusive as the Loch Ness Monster. Through my work over the years as a teacher, educational administrator, and learner through I have identified common roadblocks to the change process. There is more talk about change in the field of education than actual change.
This past April I was fortunate enough to have been asked to speak at the Moanalua High School ProfessionalDevelopment Conference in Honolulu, HI. It was an incredible opportunity to get back to Hawaii for a professional event as opposed to a vacation. Talk about making a commitment to grow and get better!
The onset of the process is typically fraught with challenges such as overcoming the status quo, a mentality of if it isn’t broke why fix it, fear, a void of leadership somewhere in the hierarchy of schools, lack of knowledge on initiating change, no clear vision, too many initiatives at once, naysayers/antagonists, and a one size fits all approach.
Its the best-kept secret in education, to be a school librarian, Rhue says with pride. I had earned my masters in the art of teaching elementary education. My mantra now is: I'm a successful educator and businesswoman. I'm a second-year doctoral student in educationalleadership. I'm an educator.
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