As a mentor, you want to help your new teacher grow and improve their practice. But how can you identify their strengths and weaknesses effectively? Here are some tips to guide you through the process of giving feedback and reflection strategies.
The first step is to observe your new teacher in action and document their performance. You can use a variety of tools, such as checklists, rubrics, notes, or video recordings, to capture their teaching skills and behaviors. Try to be objective and specific, focusing on what they do and say, rather than what you think or feel. Look for evidence of their knowledge, planning, instruction, assessment, classroom management, and communication.
New teacher strengths and weakness can be understood by Observation Interaction Questioning Comfort in communication apart from this the passion, patience and care are the three import ingredients for the effective teaching method
In teaching and learning, the effectiveness of a teacher is largely measured by the learning demonstrated by the learner. Therefore, you need to check learners responses to the teacher and immediately that may give you insights into the teachers strengths and weaknesses. You may need to find a way of interviewing learners with key questions that may give you insights on what the teacher may need to adress to improve.
In a professional setup, feedback is vital for both the learner and the teacher. Your growth is directly proportional to the growth of your teacher, and in such cases, it is important to provide timely, constructive feedback to your teacher. In this process, your first step should be to observe your teacher. Observation isn’t just looking at or understanding their knowledge and behavior; it includes keeping them a part of the process by asking questions and understanding their perspective towards action as well. As a second step, do document your observations to use it later. Here is a list of essential activities by teachers that you should observe and document: - Knowledge - Engagement strategy - Assessment Strategy - Communication style.
It's interesting that a teacher does a lot of roles at the same time. It's not like a movie actor who is there to follow what the director says based on a script that someone else wrote. Teachers research, write, plan, act and assess students. In my school I usually try to understand where they are excelling and where there is space for improvement. Sometimes a teacher who is marvelous on stage is not a good researcher. My feedback would be to break down into different perspectives and advice to focus on what they do best.
To identify a new teacher's strengths and weaknesses I would look at three main points as a start point: 1. Classroom Management: Observe how effectively the teacher manages the classroom, maintains discipline, and keeps students engaged and on task. Strong classroom management skills are a key strength. 2. Communication Skills: Pay attention to the teacher's ability to communicate ideas clearly and engage students in discussions. Effective communication fosters a positive learning environment. 3. Adaptability: Assess how well the teacher adapts to different learning styles and the needs of diverse students. Adaptability is essential in tailoring instruction to meet individual student requirements.
The next step is to analyze the data you collected and prioritize the areas of improvement and development. You can use a framework, such as the Danielson Framework for Teaching, to organize and evaluate the evidence. You can also compare the data with the standards and expectations of your school or district. Identify the strengths and weaknesses of your new teacher, and rank them according to their impact on student learning and engagement.
Without diving into the specifics of analysis and prioritization frameworks, it's pivotal to approach the evaluation of a new teacher with a balanced perspective. Acknowledging areas where they excel will not only boost morale but also provide a solid foundation for further professional growth. Simultaneously, recognizing areas that require development should be approached as opportunities for empowerment and learning. The key is constructive feedback that aligns with their professional journey and the collective goals of student achievement.
As a teacher trainer, it's always so important to focus on what the teacher is doing well and their hopes and enthusiaams for the session. Standing up in front of students can be 100% demoralising when it doesn't go the way we planned. Making our new teachers feel good about what they do is pivotal. Too many leave the profession too early, weighed down by early expectations laid upon them before they'd found their way to teach effectively. Let people feel good in the room and we can work from there.
Peer Evaluation: Have experienced teachers or mentors conduct peer evaluations. They can offer a different perspective and valuable insights. Student Feedback: Collect feedback from students through surveys or discussions. Students can provide insights into the teacher's strengths and areas that need improvement. Professional Development Plans: Work with the teacher to create a professional development plan that focuses on improving their weaknesses while leveraging their strengths.
In my experience as a mentor, prioritising areas of growth is critical because the new teacher will need one or two areas of focus and to improve on them first. We should not expect the new teacher to be proficient in every aspect of teaching and it takes time to hone our pedagogy and classroom management skills. One key area to focus on for new teachers will be teacher clarity and checking for students’ understanding
Emphasising improvement based on feedback is essential in teaching. Teachers should carefully analyse feedback data, considering various aspects from different segments. This involves identifying areas lacking in effectiveness and pinpointing areas for enhancement. There are numerous frameworks available to categorise feedback, allowing teachers to organise and prioritise suggestions effectively, enabling targeted improvements in their teaching methods.
The third step is to share your findings and discuss them with your new teacher. You can use a feedback model , such as the Sandwich Model or the STAR Model, to structure your conversation. Start with positive feedback, acknowledging their strengths and achievements. Then, move on to constructive feedback, explaining their weaknesses and areas of improvement. Finally, end with positive feedback, reaffirming their potential and confidence. Be respectful, supportive, and specific, and avoid judgmental or vague comments.
Collaborative Learning: Encourage the teacher to collaborate with colleagues. Peer learning can help identify strengths and weaknesses. Data Analysis: Analyze student performance data. If certain areas consistently show weaker results, it might indicate a teaching weakness. Feedback from Parents: Consider gathering feedback from parents about their child's experience in the teacher's classroom.
Adding on, while sharing feedabck one should be very thoughful in order to convey the message without offending the concerned person. For example: "Your efforts are evident, but with few adjustments in XYZ, the learning graph may reach even greater altitudes"
Sharing your findings and engaging in a constructive discussion with your new teacher is such an important conversation. Utilize a feedback approach that begins with acknowledging their strengths and achievements, followed by discussing areas for improvement based on observed teaching practices. Using specific examples and feedback models like the Sandwich or STAR Model can help structure the conversation effectively. End on a positive note by reaffirming their potential and fostering confidence in their development as educators. This approach ensures a supportive and respectful environment conducive to professional growth.
To increase teacher ownership in professional growth, before sharing our findings to discuss with the new teacher, we can give the teacher some time and space to reflect about their lesson by stating one highlight of the lesson and one area of improvement. If the reflection by the new teacher is similar to the observations by the mentor, this would encourage the new teacher to be more reflective in their future teaching practice.
one has to be self motivated, all the feedback are for your self development, be open for feedbacks and have a quality and healthy discussion with student representatives/ collogues and other fellow members about there perspective to understand a thought from different perspective, a strategic approach to get connected to the students will give you a broader view about there mental modal.
The fourth step is to plan and monitor the actions and goals for your new teacher's improvement and development. You can use a SMART goal setting technique, such as the SMARTER Model, to help your new teacher define their objectives and strategies. You can also use a coaching cycle, such as the GROW Model, to guide your new teacher through the stages of goal setting, reality checking, options exploring, and will doing. Monitor their progress and provide ongoing feedback and support.
Continuous Assessment: Remember that identifying strengths and weaknesses is an ongoing process. Regularly revisit and update the assessment. Curriculum Alignment: Assess how well the teacher aligns their curriculum with educational standards and learning objectives. Differentiation: Evaluate the teacher's ability to differentiate instruction to meet the diverse needs of students in the classroom. Assessment and Feedback: Review the teacher's methods of assessment and how effectively they provide timely and constructive feedback to students.
In my experience as a mentor, regular check in with the new teacher is critical to build more confidence so that they know that they are making progress.
Based on the previous comments, a table can be created and filled together, put some homework or practices and a date to review again to see improvement "Stop doing it", "Continue doing it", and "Recomend to do it" can
The planing aspect goes beyond the scope of identification of strengths and weaknesses of a new teacher, but it is the next logical step in from a supervisory standpoint. Smart goals are great, when the teacher has buy in on smart goals. Otherwise I would consider letting them have the reigns for what tools to use for planning their improvements and to be there as a coach. If the tools they are using are not working to encourage and track improvements, then you can step into give further guidance.
The fifth step is to reflect and celebrate the outcomes and achievements of your new teacher's improvement and development. You can use a reflection model , such as the Gibbs Reflective Cycle, to help your new teacher review their actions and results. You can also use a celebration model, such as the Appreciative Inquiry Model, to help your new teacher appreciate their successes and learnings. Encourage your new teacher to recognize their growth and celebrate their milestones.
Classroom Environment: Consider the overall classroom environment, including organization, engagement, and student participation. Professional Development: Discuss the teacher's engagement in professional development opportunities and their willingness to learn and grow. Lesson Planning: Examine the quality and effectiveness of the teacher's lesson plans, including clear learning objectives and appropriate resources.
While we want the new teacher to grow, sometimes we forget to celebrate small successes. We should recognise and affirm the new teacher’s progress in order to increase motivation and build confidence.
Based on the plan created, you need to focus on tracking the progress and measuring effectiveness. If they achieve something, celebrate small wins and success.
Survey and feedback sessions from peers and students and follow up of the progression table will provide a good sense of the teacher progress.
I will echo what LEE Jing Xiang Eric, says, lift up the little things. They are as important...sometimes more important than the big things.
The sixth step is to review and revise the process and the goals for your new teacher's improvement and development. You can use a review model, such as the SWOT Analysis, to help your new teacher evaluate their strengths, weaknesses, opportunities, and threats. You can also use a revision model, such as the PDCA Cycle, to help your new teacher plan, do, check, and act on their improvement and development. Adjust your feedback and reflection strategies according to their needs and challenges.
Technology Integration: Assess the teacher's ability to integrate technology into their teaching and how it enhances student learning. Time Management: Evaluate how well the teacher manages their time, balancing instructional time, transitions, and classroom routines. Conflict Resolution: Observe how the teacher handles conflicts or challenging situations with students, colleagues, or parents. Adaptability: Assess how the teacher adapts to changes, whether they are curriculum updates, new teaching methods, or diverse student needs.
It is also important to evaluate if the teacher has strong adaptability skills that helps identify what's working or not for their students and also be able to cope with dealing with new students as they come in from different backgrounds and cultures.Tjis also helps assess each students styles and strengths for more effectiveness. By their nature teachers must also cope with change brought about by transfer to new stations and new environments.teachers must have a passion for learning and continuously growing as professionals by reading widely. They must also communicate effectively with other teachers parents, students administrators and practice patience. More importantly they must love their students and keep them engaged.
Remember that the goal is not only to identify weaknesses but also to recognize and celebrate the teacher's strengths. Providing support and opportunities for improvement can help new teachers become more effective educators.
I believe, the first and foremost step should be acknowledging the "WHY" like why we actually want to access the weakness at first step, only it is for improvement we should engage further otherwise if its for destructive reason, we should step back!!
There are a few EI tests that specifically measure teacher strengths and weaknesses .In my point of view every month and before recruitment schools should take these tests 1-The Emotional Intelligence for Teachers Questionnaire (EITQ): This test measures a teacher's emotional intelligence in four key areas: self-awareness, self-management, social awareness, and relationship management. It also includes a section on teacher strengths and weaknesses.2-The Teacher Emotional Intelligence Questionnaire (TEQ 3-The Teacher Emotional Intelligence Scale (TEIS 4-The Emotional Quotient Inventory 2.0 (EQ-i 2.0): 5-The Bar-On Emotional Quotient Inventory: Short Form (EQ-i:SF): This is a shorter version of the EQ-i 2.0 that takes about 15 minutes .
Becoming a new teacher is both exciting and daunting. Therefore it’s important to make time to consider each new teacher’s wider needs to ensure they are comfortable and confident. Wellbeing of new teachers is vitally important when seeking to ensure they are supported and transition from new to longstanding teacher.