Blog Archives

10 Demands For Professional Learning – A Ransom Letter

Dear administrators, 

Listen carefully! We are a group of individuals that represent a large faction of educators. While we respect the way you have run the training methods of your organization in the past, it is time for a change. As such, we are holding your teachers’ learning hostage. Their learning is safe and unharmed at this time, however, if you would like to release their learning, you must meet our list of demands when it comes to how you provide training for adults. Failure to meet these demands will result in the wide-spread lack of professional growth and lack of improvement in pedagogical practice by your staff. 

 

 

 

It doesn’t hurt to spend a little energy and effort promoting professional learning and getting teachers excited for it. Come up with a theme and make it feel like an exclusive “members-only” type event. While some of them may come because they “have to”, it helps start the training off with excitement and energy. One example would be to send out a video or graphic that highlights the training in a fun way. Here’s one that takes a “Point Break” theme to make learning about High Quality Assessments just a tad more exciting:

 

 

 

Building on the buzz and excitement from your promotion, take some time to create an atmosphere for your training event. This can be as simple as having some appropriately-themed music to adding some simple decorations around the tables. When someone walks into your room, they should be excited about being there, not dreading it. Know that many educators are entering your room with the expectation that this will just be another 6 hours of “sit n’ get”, which is why it’s important to create that exciting first impression when they walk in. Have fun activity for them that involves more than just making a name card like “tweet what your first job ever was” or “find a picture of what super hero best represents you”. This will give you as the trainer an opportunity to connect with the attendees as well as give you some material that you can use later.

 

 

 

Research shows that hunger affects the brain and cognitive development. While we know funding is always tight and food is the first thing to get cut, this is a list of demands. If you want your staff to learn, make sure they are not hungry. This doesn’t mean you have to provide a 5-course meal, it can be as simple as a basket of chocolate or some protein-heavy snack mix. Having protein in your diet not only creates better avenues for neurotransmitters to help with learning and retention, it increases happiness according to this study.

 

 

 

And this doesn’t mean have 10 minutes set aside for walking around and adding notes to those giant sticky chart papers on the walls. Take a moment and put yourself in the shoes of the attendee. Would you attend your own professional learning? “Fun” can sometimes be a negative word when it comes to learning and it shouldn’t be. Making learning fun, even for adults, will not only increase engagement in the learning, it will keep them coming back for more.

 

 

 

Having periods of movements or “brain breaks” throughout your training not only provide some much needed breaks from what is being input into the brain, research shows that movement facilitates brain plasticity (essentially the science of having the brain learn something new). Doing a brief improv activity or having your attendees move and stretch increases oxygen flow to the brain as well as this plasticity. A side-effect of doing a group improv activity is that it creates an environment of trust and risk-taking as well as collegiality between staff that might not normally be working along side one another.

 

 

 

How many times have we heard that adults shouldn’t lecture children all day? Do we think that what’s best with pedagogy wouldn’t also apply to what’s best with andragogy? Who’s doing the work and talking during professional learning? If it’s more the instructor than then the attendees, you need to rethink how you are engaging your adult learners. When outlining your day for professional learning,  try and employ somewhat of a “chunk n’ chew” method to the day. Break the day up into 20-30 minute segments that involving both introduction of a new skill, but also time for attendees to try it out and discuss ideas for application.

 

 

 

Taking into account the demands for engagement, movement, and making things more student-led, you must create opportunities for staff to collaborate on an idea or solve a problem. Providing time for collaboration in your professional learning allows opportunities for staff to discuss best practices around a topic or share strategies around a particular pedagogical problem.

Taking time for collaborative conversation at a recent training

 

 

 

Learning new things and skills takes a lot of cognitive ability. Having a training where all you do is show a series of new tools or tricks can be overwhelming to the brain and makes it nearly impossible to internalize all of it. As mentioned in demand #6, creating “chunk n’ chew” learning opportunities throughout the training will give staff an opportunity to try out the new skill as well as plan for application. Taking time to plan for application of the skill when it is learned, has a greater chance to translate into actual practice in the classroom.

 

 

 

We try to differentiate for learners in our classrooms, why not do the same for staff? Every single person comes into a training session with a different set of prior skills, knowledge, and preferred learning methods. When planning your professional learning, you need to allow opportunities for both the struggling learners and the high-flyers to be successful. This can be as simple as sharing your outline for the day ahead of time on Google docs or a website so that some can go at their own pace, while others can revisit a newly learned strategy.

 

 

 

Our final demand is that you provide some time for staff to reflect on what they have learned.   When planning the professional learning experience for your staff, make sure there is time to reflect throughout the day. This doesn’t mean just spend the last 5 minutes reflecting on something they learned that day, but rather actual pockets of time throughout the day where they can reflect in the medium of their choosing. After all, educational reformer John Dewey once said, “We do not learn from experience…we learn from reflecting on experience.”

We feel our list of demands are not unreasonable. Please secure these demands prior to your next professional learning event or your teachers’ learning will suffer the consequences. 

Sincerely,

The E.B.P.L. (Educators for Better Professional Learning)

Giving Parents a Voice in a 1:1 or BYOD Environment

Our focus in education has always (or at least should always) been on the kids.  They are the reasons the school building exists.  However, we’ve blurred the lines in modern education between school and home. Once you start inviting technology into your school (via BYOD) or you start supplying the technology (via 1:1) you instantly put some pressure on parents to not only comply but be on board.

Where most districts fail (and where we failed initially) is that thinking a “parent night” type meeting or newsletter would be enough to notify parents of this disruptive change. I use the word “disruptive” here not as hyperbole, but to really drive home the point that many parents are not ready for the digital world that lies ahead for their teens.  Whether you are doing any type of mobile device initiative or not, there NEEDS to be conversations taking place on your campuses about this from elementary through high school.

I feel like as a district, we’ve improved from the unidirectional communication methods to more of a collaborative conversation with our parents around technology usage and their kids. I’ve written in the past about our Digital Parenting 101 course.  This semester’s 6-week course had over 130 parents involved and one of the best parts of the course is the discussion forums.  As an administrator it’s such a blessing to be able to have insight on the struggles of the community with screen time, gaming addiction and social media troubles.  It helps me stay informed as well as finding resources to help parents in this digital era.

Yesterday, we took the discussion a step further.

With the help of a parent (Jeff Brantley – father of 3 boys and a guru at facilitating discussion) and a couple of my team members (Tim Yenca and Kacy Mitchell), we started our first of many parent-led collaborative workshops.  In the spirit of sharing,  here’s just a few highlights and a fabulous infographic that Kacy designed to summarize the meeting.

Sticker Dot Activity (before the meeting begins) –

As parents walked into the meeting they were presented with some sticker dots.  Around the room, we had posted the top 5 biggest issues for parents (based on the discussions in the iTunesU course and informal discussions with community members).  Those 5 issues were:

Screen Shot 2014-11-19 at 9.15.27 AM

We gave every parent 5 stickers and told them they could place as many as they wanted on the posters.  In retrospect I would have only given them 3, which would have forced them to decide on just their top three topics.  Doing this tells the facilitators which topics are the most pressing for the parents.

Line-up Activity:

B2u6gOECUAAj3TC.jpg-large

Social Media partner activity

Following some brief introductions, we asked parents to line-up based on how “Social Media Savvy” they felt they were.  I first saw this done by Tim Lauer at iPadpalooza last summer.  Once the line was successfully flattened (they tend to group in the middle) we folded the line in half so that the least savvy person was paired up with the most savvy person.  Once in partners, they discussed their views on social media both with themselves and their kids.  After a few minutes, we had the pairs group into quads and continue the discussion.  This served a couple of purposes:

1. It forced the parents to be in groups with people other than their friends, thus avoiding the “echo chamber effect.”

2. It opened up discussion amongst each other around ideas and strategies when it comes to social media.

Round-robin Activity:

Staying in their teams of 4, the groups then went to one of the 5 topic posters around the room. It worked out that there were 5 teams in the room, but you could have them combine if there are more. Once at their poster they were given three different color post-it notes to relay either strategies, problems, or quotes they hear around their house about these topics.

Screen Shot 2014-11-19 at 9.15.36 AM

B2vBInZCcAAG25K.jpg-large Parents discussion strategies, problems and quotes.

The discussions within these groups were incredible!  After rotating every 5 minutes and insuring that every group had time in front of a station, we had them come back and regroup for a final activity.

Final Report Out:

Now that parents had spent time in at a station, we let them choose the one that they were most concerned with and regroup with “like-troubled” parents. The final group’s job was to discuss the problems and report out some final strategies that parents can use to solve the challenges presented.  While we didn’t solve everything we did open up several connections within the community and came away with a wealth of discussion and resources.

Here’s an amazing infographic that Kacy Mitchell captured and created to synthesize the day’s activities:

aef7a944d35da84f0b5c4ec2624c2bc3

I’m looking forward to continuing these parent-led collaborative workshops throughout the year and the data that they will yield.  One word of caution is that it may be necessary to frame the day for parents prior to starting. Mentioning the goals of the workshop are to find solutions rather than ranting about issues would be a good thing. It could be easy for one or two parents to turn this from a positive experience to a negative one if they have an axe to grind so going over norms would be good.