Tag: teachers

My Teachers

I have always considered myself to be a positive individual especially where students are concerned.    I have always believed that I need to espouse the potential which is inherent in us all.

#29daysofwriting has made me reflect on this a little.   Lately I have been struggling to identify exactly what to write about so I have taken to using the very helpful list of ideas from @mrlockyer including his suggestion with regards writing about my best teacher as a child.

I have a number of teachers that I consider to have been my best during my formal schooling years, each playing some part in shaping my teaching beliefs and style.    One of these being my teacher of Accounting which I studied as part of an accelerated Higher grade course where I had never previously studied Accounting.

One of the sustaining memories of this teacher was the fact that she told me she didn’t think I would be successful in the course.   She, my teacher, told me I didn’t have the potential.    This is very much contradictory to my beliefs regarding the need for teachers to be positive however until now I have never really reflected on this.

By telling me I couldn’t this teachers spurred me on to prove that she was wrong.   My previous years results had been a little disappointing and had led to me continuing into my 6th year in high school as opposed to going to University at the end of 5th year.    As such I was a little despondent at the time.    Her message was a little bit of a kick up the backside which looking back may have been exactly what I needed at the time.

In terms of her teaching, she worked me hard so her comment was not the first sign of her giving up on me.   At the end of the year I achieved an A grade which I was proud of, proving her to be wrong.

I suspect she made her decision to tell me about my lack of potential based on her initial impressions of me, possibly some discussions in the staff room along with a variety of other data and factors.  I suspect she didn’t do this lightly.   I also suspect she believe this was the message I needed to hear to ensure I achieved my potential as she saw it, a potential she never identified to me.

I still believe positivity is very, very important in teachers of our students however I also believe we need to treat every student as an individual and in doing so maybe a positive, one size fits all approach, may not always be appropriate.    That said I am not sure I would have the confidence to use such a reverse psychology driven approach.

 

Merry Christmas and reflections on 2015

Once again it is December and another year is drawing to a close which makes for a good opportunity to stop and look back.

Personally this year has seen some major changes for me.  After over 7 years living and working in the UAE in the Middle East I have now relocated back to the UK to take up post as the Director of IT within an independent sector school.     As such this blog entry is being written in slightly less temperate conditions than last years posting which was written by the Burj Khalifa in Dubai.

This has proved to be a significant challenge in adapting to a new job while also trying to setup a new house.    It has meant that August, September and October passed in a flash filled with various stressful incidents however now in December I think things are starting to settle down.    My new post means that I am focussed on a single school as opposed to working across multiple school projects, plus it also means I am no longer driving for 2 hours plus per day.   I hope that this will allow me to spend more time on my own professional learning and on engaging and sharing with colleagues including via twitter, etc.

This year has seen me engage in some excellent online professional learning opportunities.   #teacher5adaysketch was very much about looking a teacher wellbeing which has been a reasonably consistent topic for discussion over the last year.    It is clearly important for teachers to deliver the best learning experiences for their students however it is equally important that in doing so teachers are aware of their own wellbeing and workload.   The need to identify bureaucratic requirements where impact on learning is minimal is key as given time is limited we need to focus on the tasks and activities which have the greatest impact.   Personally this is something I feel I need to work on.    The reduction in my daily travel times should allow me more time to focus on work/life balance and on my own wellbeing however I also feel I will need to learn to disconnect occasionally and also focus on working smarter rather than harder.   I have started using Buffer following a blog entry from @teachertoolkit which is just one step towards trying to work smarter.

Following from #teacher5adayskectch I ran #teacherappaday.   Sadly I was disappointed with how this went although I suspect that this was largely due to the lack of time I had available for this task and therefore the fact that the majority of the apps I shared where reasonably common and well know.   Where I attempt to undertake similar things in the future it will be key that I ensure I have the time available to undertake the task properly as otherwise the time spent may lack impact or ultimately be wasted and lost time.    Not long after though, in December, I came across #appsharelive, which was a much more advanced event from @ictevangilist.    This saw teachers from across the UK coming together via Google Hangouts to demonstrate app ideas.    I think this event was excellent and very useful so I look forward to seeing it repeated during 2016.   I also look forward to sharing this with colleagues at my new school so that they benefit from the excellent ideas on show.

2015 has also seen me engage in teacher vendor certification with me successfully achieving both the Microsoft Certified Educator and Google Certified Educator Level 1 status.    My hope is that during 2016 I will be able to build on this in terms of experimenting with the certifications which are available, developing myself professionally and also helping me engage and share ideas with others.

I will miss working internationally and also the ability to work across differing schools although I will also be glad to be able to be more focussed.    I regret not developing my Arabic language skills beyond very basic (and I mean basic) words.   I will also unsurprisingly miss the warmth of the Middle East although I will be glad to be away from the oppressive summer heat.

I look forward to 2016 and the new challenges which await including building on sharing and collaboration relating to educational technology, developing IT strategy within my new school and also furthering my own professional learning.   During 2015 I engaged more with my twitter PLN and started to experiment with other resources such as Staffrm.io however in 2016 I hope to build on this further.   I also hope to develop some consistency in my blogging which I had intended to do during 2015 however never fully realised.    In the Middle East I attended a number of educational conferences and I now look forward to engaging with the various conferences and events which are run within the UK including visiting BETT UK after a prolonged absence.

For me 2016 is very much a new start filled with new opportunities and I look forward to it with some enthusiasm.

Merry Christmas and all the very best for 2016!

 

Learning styles……yes please.

Learning styles has become a little bit of a discussion area as of late, including on twitter, with research showing that the assessment of students to identify their learning styles and then the use of this data to inform teaching has little or no value.   Meanwhile a number of trainers and training organisations still seem to be providing training and professional development either on learning styles or at least including reference to it.

So here I am wading into the discussion.

Firstly let me be clear that I am not about to enter into the discussion in terms of which of the two viewpoints mentioned above is correct and which is incorrect as I believe another option is possible.   I also see little value in an “I’m right, you’re wrong”  discussion (This is the title of a De Bono book looking into the tendency for discussions to be grounded in black and white or right and wrong as opposed to considering alternative viewpoints and ideas, in case you haven’t read it.   It is a personal favourite of mine).   This is about my viewpoint, based on my experience and the context within which I work and have worked.

For me the key question is what is the purpose of learning styles as a concept?   My answer to this is that the concept of learning styles is to highlight the fact that students learn in different ways such as through visual, auditory and kinaesthetic stimuli (I am using the VAK model of learning styles as this is the one which was originally introduced to me some many years ago as opposed to the later VARK model which I never really identified with).      An aspect of this may be the use of a questionnaire which shows students that they have differing tendencies, as part of a programme of developing students understanding of how they learn.    So for a teacher, and a student, it is about the fact we learn in different ways, and I would also add that these ways change depending on what we are learning and the context within which we are learning.

Just to be clear, I believe the use of a questionnaire to develop data on learning styles, which is then used to inform teaching is of little value as the learning style preferred by students will be affected by the intended learning, the activities designed to promote this learning and also other contextual variables.   In addition to this the divisions of VAK are artificial and only put in place in order to help or ease our understanding of the concept.   It amounts to classification of students into either 3, for VAK, or 4 if using VARK, arbitrary groups.   The use of this kind of approach at a time when there is continual discussion about students’ individual needs is very poor in my opinion.   It reminds me of a scene from a Monty Python movie where a man addresses a gathered crowd telling them that they should not follow him as they are all individuals to which the crowd chants back, “We are all individuals”.

That said learning Styles, as a concept, is useful in that it serves to identify that we all have styles of learning.    As such a teacher that uses a single approach is unlikely to cater for the needs of all students within their class and as such they must look to a variety of approaches and, increasingly, to making learning student centred where the students decide their approach to the learning, such that it suits their style in the given learning situation.   So learning styles is of value, as a concept, however learning styles, in terms of VAK and questionnaires to identify which students are visual learners, etc. is not.   Not sure where that puts me in the discussion I mentioned at the start, however that’s for you to determine.

Simplicity

The other day I was reintroduced to something I had seen a while back but forgotten about; the five minute lesson plan (http://teachertoolkit.me/the-5-minute-lesson-plan).   An excellent resource for planning lessons that is quick, focussed and clear yet effective.    I then came across a mention of the 5 minute lesson review (http://teachertoolkit.me/5minplan-series/the-5-minute-lesson-review), which is equally quick and focussed.

This reminded me of De Bono’s book, simplicity.   As a fan of some of De Bono’s books, I can’t say I found simplicity to be one of his better works however in this case it got me thinking. I remember starting teaching with lessons plans listing the objectives, time, student activities and teacher activities.   Not long later I remember being told to add differentiation as a section to my plan.  This was to improve my plan by making sure I referenced how my lesson was to include differentiation.   A little bit further into my teaching career and SEN students and G&T students were added as boxes to fill in.   The lesson plan was 2 pages by this point.   Again, a little further on in my career and yet more columns, rows and boxes were added in order to further “improve” the lesson planning process.  References to blooms taxonomy, learning styles, etc. had to be included.   The process of planning a lesson by writing a plan now took time I didn’t have plus was a complex process, having become so in the quest for improvement.

But what is the core point of planning?   To me its the quest for outstanding lessons where learning takes place for all students.   Does the filling in of 100 different boxes help?   I don’t think so and those adopting the 5 minutes lesson plan seem to agree.

If we can over complicate something as simple as the lesson plan,  what else have we overcomplicated in the sphere of education?

Continual professional development

Once upon a time……

CPD or PD was all about either inviting an educational expert into your school or about sending your staff to an event, a PD session, at which an educational expert would present.   Your teachers would then, hopefully at the conclusion of the session, have new ideas, concepts or approaches which they had added to their teachers toolbox.

Since then improved teacher training, professional standards, etc. have helped to improve the general quality of teaching however this is based on an education system which itself has changed.   By the time improvements were made, the needs which these improvements were meant to address, had changed.     In addition the students we teach have changed, as has the world in which we teach, the technology we use to teach and the pace of change is not slowing.  If anything it is quickening.

So the old style CPD session no longer delivers what is needed.   The experts cannot keep ahead of changes.   Too many CPD sessions involve teachers hunting for the single idea of note, which would save the session from falling into the category of being a waste of time.  So where do we look to for the solution?

Could it be that teachers can no longer wait for the solutions, the professional development to come to them.   Could it be that, now as things are changing so fast, that they need to go looking for their own solutions.   But where do you look?

An article sent to me by a colleague suggested that one possible answer was twitter (http://www.teachprimary.com/learning_resources/view/use-twitter-to-improve-your-teaching).   It provides access to people all over the world providing ideas and thoughts which can be quickly accessed and reviewed.   It provides 24/7 access to CPD opportunities.    In a tweet I recently read an educator agreed with the above stating he had learned  more from teach meets and twitter than he had ever learned  in traditional professional development sessions.        I suspect we could add Google to this, as well as Facebook.

So why is this the case?    I liken it to the concept of cloud funding; using the cloud, the Internet, to allow people to fund a idea or project.  Using the cloud to deliver CPD gives us access to a wider volume of people with more varied experience and differing perceptions and conceptual models.    The only issue is that the delivery model differs.   It is not the passive approach of listening to a so called expert or doing activities in a training session.   It is a personal activity.   You decide on what and when.   You explore the information available, disregarding that which you feel should be disregarded while exploring that which you feel is of value.   It is interactive, inviting others to contribute, discuss and share.   It is social as it involves groups of people albeit not sat in a room together.   It is dynamic as the content, information and ideas available are always been supplemented, complemented, contrasted, evaluated and revised.   At no point does it stop.  But it relies on you to be motivated to get involved rather than waiting for the next PD session to come along, hoping that something good will be included.

So why have PD sessions?  Maybe we should focus more on asking teachers: How are you developing yourself as a professional?

 

Bring back the magic!

For some years I have observed the argument within some education systems regarding whether it is qualifications or experience that teachers need to have before successfully gaining employment.   Many systems now require a Masters degree before a candidate will be considered, even when the candidate might have years and years of experience as a teachers.    What is important?

I had always sat on the Experience side of the fence, in that an experienced practitioner had a more developed set of teacher tools at their disposal.   Being in the classroom for a longer period allowed for more professional learning.   Now I am not ignoring the fact that some practitioners may end up stuck in their ways, however I believe most teachers, as professionals, would continue to develop from their continued experiences in the class with students.    How can studies in a university and a piece of paper compare with this?

I was quite happy in this belief until a colleague raised the issue of Qualification/Experience versus passion.   His comment grouped qualifications and experience together as opposed to seperate, against a passionate practitioner.   How could I agrue with this?      How can any number of years or number of pieces of paper compete against a person, passionate about what they do, about teaching and learning, about education?

Then I heard a gentleman from Google Education presenting at GESS 2013.   He mentioned making learning “magical”.   The term “magical” seems to match with my colleagues idea of “passion” but possibly building on it in terms of it being “magical” for the teacher and students.     I remember a comment I heard some year ago, that an Outstanding lesson “was one students will always remember”.    Isn’t this what teaching is all about, not about  Lesson Objectives on display on the board, 2 activities, a starter and a plenary; the checklist drive lesson?   Not dependent on whether the teacher has a Masters or 20 years of experience.   Teaching is all about a passion for supporting students to learn by making learning “magical”.

When was your last “magical” lesson?

 

Why attend PD?

Professional Development programmes are often guided by the perceptions of external agencies, such as inspection teams or by the perceptions of middle or senior managers however how often do we consider the perceptions of the teachers who attend these programmes?     Will the perceptions of attendees not impact on the success or the potential for success of these programmes, and the ability for these programmes to bring about professional learning?

One of the first issues in terms of the success of a PD programme may be how “worthwhile” it is perceived to be.   Now as mentioned earlier these programmes are often guided by forces external to the attendees.    Have the attendees been asked about the training they need?    In some cases the answer to this might be “Yes” as teachers are given the opportunity to choose or sign up for specific professional development events.   As such it may be assumed that as they are choosing to attend they must at least, in some way, consider the event to be worthwhile, however this fails to consider other external factors impacting on teachers.

The current environment in schools focuses on targets and methods of measuring progress or achievement.    This tends to therefore focus on those areas which are easier to quantify and measure, such as grades, scores, attendance, etc and less on more qualitative measures.    As such teachers may attend professional development because they perceive that they have to in order to meet “professional development” targets.     So is the choice to attend a professional development event driven by a perception of the “worth” of the event or by the perception that they need to attend events due to expectations of their school or school management team?

So how could we go about measuring the perceptions of teachers as to the predominant reasoning behind attendance at professional development events?       Also, how do we move to professional development sessions which all attendees see as being “worthwhile” as, in these circumstances, there is a high probability that success professional learning will occur.

Clearly perceptions of PD are important to ascertain however the issue is, how do we go about getting such information, given it is very personal plus is influenced by a multitude of factors including perceptions of others’ expectations such as those of school leaders.