Tuesday, November 16, 2021
Chapter 17 - In Every Situation, Ask Who Is Most Comfortable and Who is Least Comfortable
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Chapter 20 - "Make It Cool to Care" and Chapter 21 - "Clarify Your Core"
On page 118, the author describes "The Great Teacher" he identifies as "Mrs. Heart." How did Mrs. Heart motivate Dari...
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Reflect back on your own journey as a student. Think of 2-3 teachers who still stand out as people with whom you had a great relationship...
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At the end of the chapter, the author shares a key question he posed to teachers at a school wishing to raise its reading scores: "Ar...
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Whitaker notes that "in one way or another, every classroom is heterogeneous." Think about the students you teach (or have taug...
This chapter applies what is said to treat those you do not know well, because those you know already know how they are going to treat you. And as you treat you will be treated. It is very important to address others with respect and cordiality, it is very important to communicate cordially with others in the case of the letter addressed to the parents informing them that they had to be on time or they would have consequences, that is a way to create hostility and negativity between teaching staff and parents. The most important thing is knowing how to communicate effectively and clearly and with mutual respect. In this way there will be a good impression of both the parents and the teaching staff.
ReplyDeleteCommunication is so important to our profession. Being able to keep those lines open is not easy. In my previous job, I taught that "approach determines response". This means that the way you approach someone determines the way they will respond. If communication is negative, then you will receive negative. If your communication is positive, you will receive positive back.
DeleteBy looking at the snapshot of the desired behavior, you are trying to keep them positively motivated while hopefully impacting the others to follow. As for personal experience, I have not seen it at use, but I do think that there is an overwhelming expectation that the team grows in a positive manner each year, and progress is measured individually. I like that as a new teacher, the amount of assistance offered by not just Admin but fellow teachers makes it such that you want to grow and improve.
ReplyDeleteI agree that it is wise to keep looking for the "snapshot of desired behavior". Positivity can spread with constant reinforcement.
DeleteThe author suggests counting the top third because the top third would be the most comfortable verses the bottom third who would be the least comfortable. This relates to the title because the top third are comfortable about being paid more while the bottom third are the most uncomfortable. When a person is uncomfortable, they change or leave. I had one principal, more than a decade ago, who would lose his cool on the small things. When it came to staff meetings, we were quite and really only participated when we needed too. I do since here that we look to the best and are quite helpful towards each other.
ReplyDeleteAgreed, the top third would be more inclined to like whatever it is as they are more comfortable than most others. Those that have different ideas would either count as a lower third or remove themselves from the environment, which is again why I don't necessarily agree that using the top third is the best since it is a biased viewpoint.
DeleteI cannot think of a situation at my school where I was uncomfortable that would relate to this.
ReplyDeleteHowever, I can see why the author would prefer receiving feedback from people who give and get positive feedback instead of those who are less likely to have anything good to say regardless of the actual quality of the experience. This whole "you get what you give" is fairly accurate, although I also think that if you ask the top third they may be overly positive in their feedback and skew the results a little as well.