Standard 8: Present professional practice for the review of
colleagues
It has
really been an amazing experience going through this Teacher Leadership program
here at Seattle Pacific. I look back at initial posts and reflections I wrote
at the beginning of the program and realize how far I have come and how much I have
grown as a teacher leader. We did a post back in Accomplished Teaching about
our strengths and some challenges we face as educators. I am going to use phrases
from the initial post and add some
updates/new thinking to it.
Finishing
this program and my 4th year teaching I have noticed that I am a
very reflective individual, not just in my career of being a teacher, but in
most aspects of life. As a teacher, I am constantly reflecting on lessons and
conversations that I have with students and coworkers. I am the one that takes
the job home and lays in bed at night thinking of lesson plans, creating anchor
charts, which kids need to work on such and such strategy etc. My goal as a
teacher is to be the best I can be, for my students. Working in a Title 1
school in a high poverty area, they NEED and deserve me at my best. Which
sometimes causes my reflections of myself to be extremely high and criticizing.
My strength in my individual self-reflection is that I am very goal and data driven.
I am able to take the data and noticing’s I collected during my lessons and use
them to drive my instruction further that would be best for my students. As for
collaboration with peers, I find I do some of my best learning from my fellow
teammates and colleagues. I love listening to their ideas and fresh
perspectives. My first taste of taking on a “leadership” role, was last year being
my grade levels representative on our buildings Instructional Leadership Team.
This role allowed me to lead our grade level’s PLCs. I was the one to receive
extra Professional Development on the new reading curriculum our district
adopted and came back to my team and taught them how to use the curriculum with
more ease. It was also a place that my team was be able to analyze data to
drive our team goal for our students. My strength in this role was I am
extremely passionate in curriculum and analyzing data to drive instruction. I always
came to the meetings well organized and with a set agenda on what our team
needs to accomplish during our time together, which I feel we don’t get much
of. Taking on a leadership role is a
little outside of my comfort zone. I am known to be a listener and an observer,
rarely voicing my opinion and thoughts out of nerves or fear of being wrong. I
am learning that even though I am the youngest and have the least amount of
experience on my team, I still have a lot to offer. Reading this last line
of my old post now makes me smile. Because this year I was the only 4th
grade teacher that was left at Horizon since I started 4 years ago. I really had to step up and take on, not
only being on the leadership team as a representative, but as a team leader
too.
Before
reading the Hilty text, I have never heard of the different types of teacher
leadership in schools. The three different types emphasize the importance of
collective verses individual leadership. As stated on page 272, “Ogawa and
Bossert argue that leadership occurs not though the actions of individuals but
through the INTERACTIONS AMONG individuals. Because it occurs through the
interaction, influence that is exerted through leadership cannot be assumed to
be unidirectional; it can flow up and down levels and between units of
organization...leadership is not confined to certain roles but is distributed
across roles, with different roles having access to different levels and types
of power and influence.” What I really liked about this paragraph was that it
informs the reader that leadership doesn’t always have to fall on certain,
established people at our schools. I have really taken this to heart this
year and learning how to delegate tasks amongst my team, has definitely been a
great learning experience. Seeing that some people need more “supports” in
place to help them accomplish tasks. Just like our students, adults also need
gradual release of responsibilities!
One of my
strengths in teaching is my planning and organization skills. My classroom is
well organized where my students know where materials are located and are
easily accessible. I tend to have high expectations for my 4th graders
and work with them to be self-mangers and leaders within the classroom. In
order for them to become that, it takes set procedures and expectations. I am
known as the “sticky note” planner. I write all my plans on sticky notes, so
that they are not “locked” in. You never know how a lesson is going to go. It
may take two days, it may take another day to reteach and try and new approach.
With my sticky notes, I am able to self-reflect and MOVE my day’s forwards or
backwards depending on how each day went. I am the teacher that has the entire
week and its materials planned and set in designated containers in case of
emergencies and anyone could come in and find all materials and plans laid out.
Another strength I feel that I have is building a safe, positive,
learning environment. I have had many peers tell me, “your class is like a
family, and they all really love and care for each other. They support each
other in their learning.” I always smile and think that this really does exist
in my room. Each one of the classes I have had, we create this amazing bond. I
am not really sure HOW I do it, but I am extremely proud that I am able to
create that type of learning and supportive environment for my students.
After reading the article
“Developing a Growth Mindset in Teachers and Staff” by Keith Heggart, I made a
realization that I need to practice what I preach to my students. He states
that “the crucial point for individuals is that these mindsets have a large
impact upon our understanding of success and failure. Fixed mindset people
dread failure, feeling that it reflects badly upon themselves as individuals,
while growth mindset people instead embrace failure as an opportunity to learn
and improve their abilities” (Heggart, 2016) I am always telling my kids to
take their mistakes and learn from them. That it is okay to make them because
we learn so much more and become stronger learners. Just as James Morehead
states “That struggling means you’re committed to something and are willing to
work hard” (Morehead, 2012). I have really had to embrace that growth mindset
as a teacher-student within this Teacher Leadership program and in the work
environment. However, my experience with my past principal of 3 years, my
team members at work, and my classmates with this program, have really put my
fears to rest. That there is a correct way to deliver and receive feedback.
I personally love the section of
‘Errors need to be welcomed” in the Hattie text. I think that it is so ingrained
in students that it is bad to make mistakes. That if they make an error, they
will be viewed as stupid or incapable of completing tasks. It is important for
us as educators to relay the message that errors are opportunities for further
learning, and should not be seen as embarrassments, signs of failure, or
something to be avoided-so they don’t participate (139). Which goes back to
previous chapter readings of, creating a learning environment where it is safe.
A place where students are respected and know they can trust their peers.
Hattie informs us, that we need to consider the ‘nature and dosage’ of
feedback. He states that “…it is more effective when provided in incremental
steps…So often, feedback is dished out in long screed, encompassing so many different
ideas and prompts, and this allowing the receiver to be selective or to miss
the priorities, and possibly leading him or her to become more confused.
Feedback needs to be focused, specific, and clear” (151). There is an
importance of delivery, in which we need to teach our students to value and
appreciate the feedback they receive, such as taking it as a new goal or
challenge to complete, not as a criticism towards them as a person, something
that I had to learn very recently myself and have become much stronger with.
Some challenges I have as a teacher is during some
lessons following Gradual Release of Responsibility. Math is an area that I
feared and “struggled” with as a student growing up. I had one teacher that
instilled that fear and it has followed me up to my profession, where I
sometime fear teaching math. Hoping that the strategies and skills I am
teaching are reaching my students. So with GRR, I struggle with the “you do.” I
have a hard time letting them go…knowing that they seem to be getting it with
me. However, I am learning that letting them work together and on their own, is
the time to gather evidence and data to guide further instruction for all or
some students. I also feel that I struggle with differentiation with the wide
span of learners that I have. I have to figure out how to offer the best support for my students who are
new to America and just learning English to challenging my student who is at a 6th grade
reading and math level. Really setting those differentiated supports in place.
Reading
about past challenges I have definitely gotten a lot better with these. It has
taken a lot of work, but I have definitely allowed my students to take on a lot
more responsibilities. My room has become a lot more student directed than me
constantly directing them. During my time with this program I have had the opportunity
to work with two student teachers, which allowed me to be very reflective in my
own practice, as well as, guide someone in learning/discovering their own
teaching practice. I have learned so much with working with the team of them,
bringing fresh ideas to the table and their approach to certain lessons. It was
such a privilege to be a part of their learning as teachers.
I have
also learned so much with working with the members of this cohort. The opportunities
to work together, discuss, provide feedback, really lent a hand in me growing
as a person who is okay to share thoughts and ideas, and also receive constructive
feedback. With working with many people from different districts, schools,
grade levels, I was able to gain so much insight! This upcoming school year I am
taking a step out of my comfort zone and teaching a different grade. I am
looping with my current 4th grade class up to 5th grade. Joining a
new team and learning new curriculum is going to be a lot of fun. I am going to
continue my work with the district implementation guide committee with our
curriculum and I also have been asked to be my building ELA Coach with the
curriculum. Lots of new and fun opportunities await as I wrap up this chapter
and begin the next!
References:
Hattie, J. (2012). Visible learning for teachers: Maximizing impact on
learning: London: Rouledge
Heggart, K.
(2015, February 03). Developing a Growth Mindset in Teachers and Staff. EduTopia. Retrieved December 4, 2016, from https://www.edutopia.org/discussion/developing-growth-mindset-teachers-and-staff.
Hilty
Morehead, J.
(2012, June 19). Stanford University’s Carol Dweck on the Growth Mindset and Education. One Dublin. Retrieved from https://onedublin.org/2012/06/19/stanford-universitys-carol-dweck-on-the-growth-mindset-and-education/.
Ogawa, R. T., & Bossert, S. T. (1995).
Leadership as an Organizational
Artifacts: