What are the most effective ways to support faculty members after professional development?

Feedback, coaching and accountability are the three key factors that help continue the development of the teachers' skillset and mindset after they have finished their training. If this is done consistently and with specific structure, the effects can be mind-blowing.

The effectiveness of professional development efforts for faculty members can be significantly enhanced by providing ongoing support post-training. Firstly, establish regular follow-up sessions or meetings to address any questions, concerns, or challenges that may have arisen from the professional development sessions. Offer opportunities for peer collaboration and mentoring, allowing teachers to exchange ideas and strategies that have proven successful in their classrooms. Provide access to resources and materials that complement the professional development content, enabling educators to continue exploring and implementing new techniques.

As in any other profession, teaching needs mentorship. I believe that feedback and coaching are essential, especially for new teachers. These two factors can make a novice teacher outstanding if they are applied objectively and consistently.

I believe in 2/2/2 rule post PD. After every 2 weeks, 2 hours of discussion to be held on the previous PD topic and 2 people must co-host to foster meaningful collaboration and sharing of ideas ...??

In my journey as an educator, I've discovered that education is a profound experience that goes beyond textbooks and lectures. This article is a glimpse into my perspective on the essential role of infusing a personal connection into student training, creating an educational atmosphere that celebrates individuality and sparks inspiration. From where I stand, education isn't just about transferring knowledge; it's a deeply human experience. The personal touch allows for tailored insights, acknowledging that each learner possesses distinctive strengths, faces unique challenges, and holds personal aspirations. In essence, this viewpoint encapsulates the belief that education, enriched by a personal touch.

It's my experience to create a group, where we can share our ideas for further collaboration and discuss the areas of research interests to work with.

When people feel trusted to try new things, they usually thrive! Sharing your passion and good practice with colleagues can boost everyone’s confidence and inspire them to improve their knowledge and skills.

??In my experience, community can be built anywhere with a specific purpose. For an instance, LinkedIn acts as an excellent platform to gain priceless interactions and foster trustworthy support. I am mentors to 5 connections of LinkedIn, and I have 2 mentors whom I met through this platform. ??

Supporting teachers with post-professional development through feedback, implementation of plans, peer collaboration, mentoring, resources, regular check-ins, and recognition. Establishing professional learning communities for ongoing support and learning.

After professional development, I support my faculty members effectively by fostering a collaborative environment for sharing insights and experiences. I encourage ongoing discussions to apply newly acquired skills in their specific teaching contexts.

??Providing faculty members with access to a diverse array of resources and tools post-professional development is crucial for translating theoretical knowledge into practical application. Offering books, articles, videos, and other materials enhances accessibility and relevance, bridging the gap between learning and implementation. Additionally, creating customized resources like lesson plans and checklists based on PD content ensures practicality within specific contexts.

To effectively support faculty members after professional development, institutions can organize follow-up sessions, offer coaching and mentoring, provide resources and materials, promote peer collaboration, gather feedback for program improvement, encourage faculty learning communities, allocate time and resources, offer recognition and incentives, promote ongoing professional development, and maintain a continuous feedback loop to address evolving needs and foster a culture of continuous learning.

Providing resources and tools is crucial for empowering individuals and fostering success. Whether in education, work, or personal development, offering relevant resources equips individuals with the knowledge and capabilities needed to excel. This includes access to educational materials, professional tools, and support networks. By ensuring the availability of resources, organizations and institutions contribute to the overall growth and effectiveness of individuals in their respective endeavors.

This allows them to further explore and implement what they've learned... Whether it's online libraries, educational websites, instructional videos, or sample lesson plans, having these resources at their fingertips can make a big difference. It empowers educators to dive deeper into the concepts covered in PD and gives them practical tools to enhance their teaching practice. By offering these resources, faculty members are given the support they need to bring their learning to life in the classroom.

Enlist the help of Instructional Coaches or other trusted experts to gather relevant resources. Including representatives from across different disciplines will ensure every content area is receiving the support they need to effectively employ what was learned during the PD session.

??I believe journal writing is a revolutionary way to gauge our own progress. One of my mentors asked me to express on a daily basis and it has helped not only to organize the ideas, but also to declutter a lot of things.

I strongly believe reflection is the key. After any training , one must reflect through self assessment first and then evaluate 'where we are in place and time' to 'where we will be in place and time'. This will enable us to direct our path towards new learning. If the same PD is attended by many team members , it's a good practice to collate the learning and then conduct an in-house PD session so that it becomes an exercise of 'revisiting learning.' Fortnightly review of the implementation of learning by the superiors will further strengthen this process. I have experienced ample number of times, after a new learning , if you kick start applying them immediately, the 'take aways' get register in our next actions.

Reflection is key to healthy interactions. It is essential for growth and development. I would recommend self evaluation though.

Dentro do contexto educacional, faz-se muito importante a pausa para avaliar-se o trabalho pedagógico realizado. Dessa maneira, pode-se, com muita tranquilidade, ir orientando-se, melhorando e desenvolvendo as capacidades e potencialidades do profissional.

It is helpful for teachers to engage in Inquiry/KWL charts to gauge what is already known about a topic and what they want to learn. As more learning and practice occurs, teachers can add to, or update the charts to reflect on new learning or areas of opportunity.

Fazer o reconhecimento em meu ver, é mais importante que o recompensar, s?o dois pontos que andam juntos, a partir do momento que você enaltece o crescimento a recompensa vem junto!

Recognition and rewarding staff after professional development training are crucial for motivation, reinforcing positive behavior, wellbeing and creating a culture that values ongoing improvement and growth. It also helps retain talented employees and maximise a feeling of belonging.

?? ?Reconocer y recompensar! ?Por qué? Porque aumenta la confianza, la satisfacción y el compromiso. ??? 1?? Elogios y reconocimientos: No subestimes el poder de un "?buen trabajo!". Un simple elogio, ya sea verbal o escrito, puede hacer maravillas. ????? 2?? Certificados, insignias y trofeos: reconocimientos tangibles. ????? 3?? Visibilidad en medios: Compartir sus historias de éxito en boletines, sitios web o redes sociales inspira a otros. ???? 4?? El objetivo es claro: celebrar el crecimiento y los logros en el desarrollo profesional. Fomenta una cultura de aprendizaje continuo y excelencia. ???? ?Aplaudamos a nuestros educadores por su dedicación y logros! ?????????? #ReconocimientoDocente #DesarrolloProfesional #Educación"

Acredito que o reconhecimento em si, em determinados casos, já pode ser uma recompensa. Profissionais dedicados e que atuam com comprometimento entendem que o resultado satisfatório da sua dedica??o já pode ser, por si só uma recompensa pessoal e profissional. Mas o reconhecimento trás consigo o olhar do outro e o impacto que o seu esfor?o gerou na comunidade onde se está inserido. Penso que trata-se também da humaniza??o dos processos. Dizer que o profissional faz a diferen?a, que é um profissional dedicado, ou agradecer pelos servi?os prestados, trazem resultados internos e pessoais que fortalecem as rela??es de trabalho em qualquer instancia.

Aradhaya Najhawan Recognizing and rewarding the efforts and achievements of faculty members is the cornerstone of fostering a motivating academic environment. Acknowledging their dedication not only validates their hard work but also serves as a powerful catalyst for continued excellence. Rewards, whether tangible or symbolic, act as affirmations of the significant impact educators have on shaping future generations. This recognition not only boosts morale but also cultivates a culture of innovation and passion within the academic community. In essence, the importance of recognition and rewards lies in their ability to fuel the motivation.

Encouraging continuous learning among faculty members post-professional development is paramount for fostering a culture of lifelong growth. By offering opportunities like courses, workshops, and conferences, educators can delve deeper into their fields and stay abreast of emerging trends. Incentives further motivate them to actively seek new knowledge and skills throughout their careers. In summary, promoting continuous learning is an investment in the ongoing excellence of faculty members and the institutions they serve.

?? Learning is a continuous process. It cannot be stopped. It can be learnt by any person of any age and gender. There are no restrictions in acquiring knowledge. ?? Indeed, learning is a never ending process for those who desire it. A man should not feel shy while learning something from juniors or younger in age which is good and / or useful because no one knows who is blessed with what type of knowledge he / she possesses. And moreover, knowledge is neither an asset of a particular person nor inherited through inheritance. ??? So, never have a feeling of inferiority or superiority over others while learning and / or imparting knowledge to others. Be a helping hand in sharing knowledge to others. Let us enjoy the journey of learning.

In my opinion, fostering continuous learning after professional development has a ripple effect, benefiting both faculty and students significantly. Faculties benefit by staying relevant and engaged, enhancing teaching skills and effectiveness, developing a growth mindset, and building stronger relationships with students and equally important for students as they have exposure to diverse perspectives and expertise, and develop critical thinking and problem-solving skills.

O mundo está em constante transforma??o. E assim também deve ser o nosso conhecimento. A forma??o contínua se faz necessária para todo e qualquer profissional. Novos conceitos s?o discutidos. Projetos inovadores s?o criados. E uma série de certezas s?o descartadas. Portanto, se manter atualizado é um dos nossos grandes desafios!!

As teachers are lifelong learners, continuous learning and development enable them to stay updated on latest educational trends, adapt to new methodologies, and provide students with the best possible teaching practices and leverage their learning outcome.

??Different Sources of support faculty members after professional development: ???Your Manager. ???Your Co-worker. ???Your Mentor. ???Formal and Informal Training. ???Team meetings. ???Seminars. ???Workshops. ???Volunteering.

Self improvement plan: A self improvement plan of an employee should be planned, exercised and executed by himself or herself for his or her personal development at the end of workshops or training programs, etc. He / she has to plan it well in advance, followed by effective practice of it, clarification of doubts with colleagues and share your knowledge with others. So, analyze and review it periodically in order to know the progress and the outcome of your learning.

??One of the schools that I know has implemented BOB (Basket Of Benefits) to promote regular professional development. BOB is an amount provided to all educators at the beginning of each year which can be used to take tests such as IELTS or attend workshops and forums. Basically, more you use BOB each year, more amount you get next year to keep you motivated.

Ideally I’d hope my team would identify what support they, as individuals and the group, would benefit from most. Too often, I feel, we assume that PD, and the subsequent follow up, is something that should be ‘given’ and rarely is beneficial to all. As professionals, I have confidence that teachers can identify and target required areas for their own professional development and produce a plan that identifies the support opportunities that will be most suitable for their goals and personalities.

Overall, the most effective ways to support faculty after professional development trainings may include providing ongoing specialist mentorship, creating a healthy atmosphere for collaboration, offering resources for implementation, and fostering a culture that values and recognizes their efforts in applying the newly acquired knowledge and professional skills.