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- Professional development for teachers: how can we take it to the next level??
Lately, the teaching profession has never been given so much limelight. We can thank a couple of gentlemen for this, but this is not the main purpose of my retort to Tim Brighouse's article on teacher CPD continued professional development in The Guardian on Tuesday. What I would like to do, is impart an objective and balanced leadership perspective on staff professional development, from trainee teacher to headteacher, in order to present to you what I really think of staff development for our profession.
Over the past 20 years, I have developed, evolved and grown; I have increased, shed-skin and reincarnated myself as a teacher each year, every term and every other day, in some cases. Predominantly, for the greater good of my students and for my own career, in order to maintain on-the-pulse professionalism for the benefit of the schools I have worked in.
Professor Carol Dweck calls this a 'growth mindset' in her fabulous book Mindset. Recently, I counted the training that I had received, which I believed had made a significant impact on my career. The number barely reaches the first finger on my second hand. I would not be the teacher I am today if I did not reflect on my practice; remain open to critique and simply want to do better.
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Ultimately, what attracts the teacher to the profession is our innate disposition to impart knowledge, inspire and to continue to learn for ourselves. However, this is not the case for all of us and perhaps where we may let ourselves down. In Dweck's book, this would be called a 'fixed mindset'.
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I ask you, is this the curse of the profession? Are we so open for self-reflection and critique from others that some of us have shut down? Are we baulking at whole staff training and the latest fads, because we are so micro-managed?
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I would agree with any teacher, that the number of effective training sessions is rare. Teachers, young and old, new and established should be given the time to develop; to share and to train in order to meet the needs of an evolving audience. This should not be left to those joining the profession, nor those 'on a course' or on some sort of 'leadership pathway'.
Training and good quality development should be available to all.
I recently wrote about this universal panacea here , in which I describe that regular and sustained staff training is part of our daily diet. My work is never complete. I never finish the to-do list; I always have something new to learn, something else to share with others or another strategy or resource to create, disseminate and evaluate. Find out more about mentoring - what good mentoring relationships look like, the benefits and considerations and advice about how to set up a local scheme.
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Interested in job shadowing? Take a look at these job shadowing guidelines to learn about the benefits and practical considerations of job shadowing. Development at your desk Our KnowHow library contains thousands of online self-development and management resources for when you only have a few minutes to spare.
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