What are some cost-effective professional development strategies for faculty members?

2 Peer coaching and mentoring

Another cost-effective professional development strategy is peer coaching and mentoring. This involves collaborating with colleagues who have similar or complementary skills, interests, and experiences, and providing each other with feedback, guidance, support, and encouragement. Peer coaching and mentoring can take various forms, such as co-teaching, lesson study, observation, reflection, discussion, or project-based learning. Peer coaching and mentoring can help faculty members improve their teaching practices, share their expertise, learn from each other, and build trust and rapport . Peer coaching and mentoring can also foster a culture of continuous improvement, innovation, and collaboration within the faculty.

4 Self-directed learning

Self-directed learning is a professional development strategy that empowers faculty members to take charge of their own learning goals, processes, and outcomes. Self-directed learning involves identifying one's learning needs, interests, and aspirations, designing a personalized learning plan, selecting appropriate learning resources and activities, implementing and monitoring the learning plan, and evaluating and reflecting on the learning outcomes. Self-directed learning can help faculty members develop their autonomy, motivation, and confidence as learners, and tailor their learning to their specific contexts and challenges. Self-directed learning can also enable faculty members to explore new topics, perspectives, and methods that may not be covered by other professional development options.

5 Micro-credentials and badges

Micro-credentials and badges are digital credentials that recognize and certify the achievement of specific competencies or skills related to education. Micro-credentials and badges are usually awarded by reputable organizations, institutions, or platforms, based on the completion of a series of tasks, assessments, or projects that demonstrate the mastery of the competency or skill. Micro-credentials and badges can help faculty members showcase their professional development achievements, update their resumes and portfolios, and communicate their value and expertise to others. Micro-credentials and badges can also motivate faculty members to pursue lifelong learning, and to acquire new and relevant competencies and skills that can enhance their teaching and career prospects.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?