7 big problems Today’s education system includes ingrained practices, including policy and decades-old methods, that prevent schools from moving to competency-based models. Solutions to this problem include: Creating and making available educational resources on competency-based learning. These resources might be best practices, rubrics or tools, or research.Convening a coalition of League of Innovative Schools districts that are working to build successful competency-based models.Creating a technical solution for flexible tracking of competencies and credits.
Ohio Council of Teachers of English Language Arts February 26-27, 2016 Featuring 2016 Call for ProposalsSynergy: Cooperative Interactions Among Content Area Teachers Reflecting on the Teaching of Reading and Writing Calling all content area teachers to present reading and writing in the classrooms: STEM, Social Studies, English Mirror Neurons and Motor Memory Formation Mirror neurons have been hailed by scientists as the most significant finding in neurology in the past decade, the key to understanding the secrets of human interaction and learning, and as significant to psychology as DNA is to biology. Mirror neurons are a newly-discovered structure of the brain responsible for the firing of neurons during both physical movement and the observation of physical movement. It is these firings during observation of movements that has scientists excited about their relation to learning and interaction. While mirror neurons have been found in both primates and humans, their role in terms of learning and perfecting motor skills is still unclear.
Learning leaders matter This article is based on extracts from the report Literature review: learning leaders matter, prepared for the Australian Institute for Teaching and School Leadership (AITSL) by Dr Philip Riley of Monash University. © Australian Institute for Teaching and School Leadership, used with permission. The Australian Professional Standard for Principals sets out what principals are expected to know, understand and do in their role. One of the key expectations of principals under the Standard is the professional practice of developing self and others. As well as helping their staff to learn, principals are called upon to model effective leadership.
Getting people to take ownership of their jobs Job ownership is a simple business concept that many managers and employees misconstrue. Coming up through the ranks, we may have heard some old-school managers tell an employee that he/she needed to take ownership of their job. When the confused employee asks how to do that, the classic copout was, “If you don’t know how to take ownership of your job you shouldn’t be working here.” Fearful of getting fired or demoted, the employee said they knew and quickly hid. Adding to their uncertainty, they’d ask other employees, only get a slew of different answers. (Have you been there?) Meetings as relationship-building opportunities Meetings in many organizations have unhealthy hidden agendas, unhealthy conflict and competition, and a rush to action without appropriate dialog. It’s every person for themselves, with those who speak the loudest all too often getting their way while the rest feel like they weren’t heard. Participants leave these meetings depressed, angry, or worse, and their mood spreads throughout the organization. I hear a lot about how we need to eliminate meetings in the workplace because they are tagged as “unproductive.” Perhaps there are some meetings that are without redeeming value, but rather than outlaw them, what if you found ways to make at least some of them more engaging, interesting and helpful to build the relationships that make your workplace thrive? What we really need is to have meetings that allow relationships to deepen, where participants help each other to grow and succeed together.
Building a culture of trust Is your organization built on a culture of trust? Look around you; there are plenty of clues as to whether trust abounds. How quickly are decisions made? How many people do you copy (or worse, bcc) on e-mails? Why Your Company's Worst Performers Are Happy As Clams Your slacker employees may be going to great lengths to avoid doing much at work, but they actually love their jobs. A new study by Leadership IQ found that in 42% of companies, low performers report high levels of engagement. These employees are more motivated and more likely to enjoy working at their organizations than middle and high performers do. When I first heard this news, I couldn't believe my ears. And then, the light bulb went on.
Getting Classroom Observations Right - Teacher evaluation research It is widely understood that there are vast differences in the quality of teachers: we’ve all had really good, really bad, and decidedly mediocre ones. Until recently, teachers were deemed qualified, and were compensated, solely according to academic credentials and years of experience. Classroom performance was not considered. Ways to Improve Your Creativity at Work It is easy to get into a rut at work. The longer you have been doing the job the greater the tendency to keep doing things the way you have always done them. That is easy and straightforward – and boring.