7 Comments

  1. Susanne

    I fully believe in the importance of relationships, and often in professional development, there is a one-size-fits-all approach. My school has an outstanding Technology and Learning Coach. She is innovative, creative, and hard working, and she is willing to do anything she can to support her teachers. She has set up what we call TEE Times, which sounds quite similar to what you did. She schedules TEE Times to meet with 3-5 teachers at a time to discuss what they’re already doing in the classroom and what they’d like to improve upon. This is also an opportunity to collaborate and bounce ideas off each other. Unfortunately, only about 20% of our faculty takes advantage of these opportunities. Many teachers either don’t show up, or they don’t engage when they’re there. Do you have any recommendations on how to get that other 80% interested in trying new things in their classrooms?

    • Susanne,
      For better or worse, it sounds like you have some teachers with a bad case of WIIFM.
      On the flip side, it looks like a perfect example of the Pareto principle.
      With that said, 20% may be all the you will get. To try to increase the number, you could try answering the WIIFM question for the other teachers.

  2. From this great (as usual) post: “As Covey would say, if we are to “begin with the end in mind”, the “end” should be that people move forward and grow, not just simply do what they think they should do. This starts with listening.”

    Any leader – official or unofficial – must be what others have so appropriately labeled a ‘Servant Leader’, dedicated to helping others determine and address what will grow, make a difference. The closer that leader gets to becoming a manager, the more certain the best outcome will be doing what they THINK they should do!

    Thanks for bringing Covey into this discussion. An early influence on my thinking and pedagogy, he has continued to be so meaningful for me. I quote him frequently!

  3. George, as usual, you hit the nail on the head. I totally agree with what you’re saying here. We have to find out where people are, meet them there and then move forward together. I do think there’s another part that’s implied with what you’re all about–that is the need for leaders to be connected and to have information about current practices so they have valuable things to teach staff members.

  4. Great post, George. Here’s a story about having the end in mindm starting with the goal and working backwards in order to move forward. Man in office finally screws up his courage to ask a co-worker out on a date the next night for dinner. She says, much to his surprise, “yes, I would love to do that.”
    He starts thinking, I will have to leave work early to go home and get ready. To do that, I’ll have to come to work earlier and to do that I’ll have to get up earlier. That means I’ll have to go to bed tonight earlier and get home earlier today and leave work sooner and it’s already too late, I can’t do it.
    I agree about meeting people where they are, understanding and appreciating that and in conversations, see what the possibilities might be for working together. Thanks!

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