Your staff member is struggling with school's inclusive practices. How can you provide the support they need?

Begin with a candid conversation with your staff member to identify specific challenges in inclusion. Approach this discussion with empathy and without judgment to encourage openness. Understanding whether their struggles lie in differentiated instruction, classroom management in a diverse setting, or adapting materials for varying needs will help tailor your support effectively. The goal is to identify hurdles, not to assign blame, fostering a collaborative environment for overcoming challenges.

Universal Design for Learning (UDL) is my preferred approach to creating learning environments purposefully thought out in anticipation of diverse needs and where staff are active participants in the design process they are better placed to understand why things are designed how they are designed and also, they develop better understanding of which adaptations and/or adjustments are needed to include which learners.

The suggestion to begin with a candid conversation may lead leaders to think that it is sometimes appropriate not to be candid. Leadership and the ability to communicate go hand in hand, and being candid is always a must. "?????? ???????? ???????????????? ???????? ???? ???????????????????? ???? ??????????????????????????. ???? ?????? ??????'?? ??????????????????????, ?????? ??????'?? ????????." Communication involves clarity, honesty, having your team's best interests at heart, and sharing information/context at the right time, place, and with the right audience. Inclusion should not be controversial; nonetheless, we must recognize that employees come from different backgrounds. Listening to understand and addressing concerns matters.

Start by building rapport with the teacher. They need to see and feel that you hear their frustrations and care about how they are feeling. They need validation that inclusive classrooms (the way they are currently organized) are extremely difficult to manage and teach. Once the staff member knows that you are on their side, then you can start to pick apart the issue.

To support a staff member struggling with inclusive practices, provide: 1. **Professional Development**: Targeted training on inclusive teaching strategies. 2. **Collaborative Planning**: Work with experienced educators. 3. **Mentorship**: Assign a mentor to guide them. 4. **Resources**: Ensure access to necessary materials and support staff. These steps can help build confidence and skills, fostering a positive school culture.

I agree that training is necessary but this must not be kept as a once off occurance. The training must focus on emphasizing why the teacher needs to be inclusive. Bite sized locally provided training where teachers share good practice as well as have discussions about challenges they face with inlusivity in the classroom can be useful. Targeted PD for the particular teacher arising from a goal setting session can also help.

Coaching conversations and professional mentoring are supportive ways to support staff to develop their understanding of a specific areas such as adaptive teaching, pre-teaching or over-learning. Sharing good practice and sessions with all team members where people can reflect on what works well and what could be done differently to provide even more effectively personalised provision.

The inclusive classroom must be a way of being and that encompasses approaches that are intrinsic to classroom practice as well as adaptations such as overlays, weighted cushions, move and sit cushions, pen grips and more.

I facilitate ‘Revisit & Reflect’ sessions with the Team where within a psychologically safe space, staff can talk about successes and challenges.

- Have an open, non-judgmental conversation to understand their concerns and challenges. - Listen actively and validate their feelings, showing that you genuinely care about their perspective. - Offer targeted professional development opportunities, such as workshops or mentoring, to enhance their understanding and implementation of inclusive practices. - Provide clear examples of successful inclusive strategies and encourage them to observe or collaborate with colleagues who excel in this area. - Reinforce positive efforts by acknowledging their progress and celebrating small wins, which can boost their confidence and motivation. - Foster a supportive environment where they feel comfortable seeking help and sharing ideas.

1. Have a conversation that will assist in your understanding of why they feel the way they do. 2. Address the root of the feeling via conversation, partnership, PD, but don't make it obvious that's what you are doing. 3. You are trying to change a thought process. You can only facilitate this change. You can't force it. Use transitional skills, not transformational.