5 Things That Your Best Teachers Are Thinking
Dr. T.J. Vari
Author of 6 Books on Educational Leadership | Speaker | Co-Host: FocusED | Host: College & Career Readiness Radio | School Leadership Coach | Executive Officer at TheSchoolHouse302
Your newest teachers and your best teachers are your most vulnerable teachers because they're the most susceptible to outside influences that have them tempted to give another school or district a shot. We all know that new teachers leave the profession at the greatest rate in years 1-5, and there are strategies that school leaders can employ to retain them. That's why we wrote Retention for a Change.
As for your best teachers, they have the most opportunities of any group to jump ship. The minute that they catch wind that another school might offer them a better culture in which to work, they have to consider their options. These folks are known in the community, and they have connections through all of the work they do outside of the school--professional learning, committees, focus groups, etc.
Let's take a look at 5 things that they're likely thinking that school leaders can respond to with action.
They Want to Know that You Are Growing
Your best people want to know that you're growing as a leader. They want quality leadership at the helm of the school and district, and they want evidence that you're taking steps toward your own growth and development. They don't want to work for a stagnant or status quo principal. In fact, they like to see you taking calculated risks by trying something new and innovating. They're not sold on old practices, especially if the results and outcomes aren't producing high levels of student achievement.
What are you doing for your own leadership development?
They Want to Know that There Are Opportunities to Grow
Your best people are the ones who are most likely looking to get even better. They don't want average or blanket professional learning. They want unique offerings that are tailored to their needs. They want to make progress on a regular basis, and they are constantly tweaking their practices, working to get as close to perfection as possible. They're never satisfied with their performance, and they crave meaningful feedback in any way that they can get it.
What are you doing to support the growth of your best teachers?
They Want to Know that You Treat Them Differently
Your best people are probably not looking for all kinds of public praise, but they do want to know that you have your eye on them as someone who is different than the rest. They know that they're different. You know that they're different. They want to know that you know that they're different, and the way to do that is to treat them differently. They should get a greater degree of respect. They should get access to a greater level of information. And, they should be given opportunities to weigh in on key decisions.
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What are you doing to treat your best teachers differently than the rest?
They Want to Know that You Hold Others Accountable
Your best teachers don't want to work in an environment where anyone is just allowed to break the rules. They're going to follow the rules and perform their duties to a standard of excellence, and they want to at least know that people aren't allowed to have bad behavior. The worst things that you tolerate are what define the culture, and your best people want a positive and productive setting. They're aware that everyone else is not going to work to their standards, but they want to know that you're setting a basic standard for everyone.
What are you doing to set the standard of acceptance and the standard of excellence?
They Want to Know that There Are Incentives for Working Hard
Your best teachers want to earn some type of incentive for going above and beyond. Again, they don't want public recognition, but they do expect a few creative considerations. Maybe they don't need to attend a professional learning session on a topic that they've already mastered. Maybe they have the ability to travel to a conference once or twice a year. Maybe they get preference with budget considerations for new technology and classroom resources. Maybe they get selected to be on the leadership team (with compensation for a position like department chair). They need to know that they're work is paying off.
What are you doing to provide creative incentives for your best teachers?
If you like this content, check out our book, Invest in Your Best: 9 Strategies to Grow, Support, and Celebrate Your Most Valuable Teachers
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I transform writing programs in schools to create classrooms of students who flourish as writers! Literacy Consultant, Podcast Host
1 个月I completely agree with "investing in your best"! I resonate strongly with both the points in your article of "that you treat them differently" and that "you hold others accountable". As a teacher, I wanted to know that my supervisors could see my hard work and success with students and with that, I wanted to know that those who are not either working hard or doing what they should be doing are not getting away with it- for lack of a better term! As a consultant, I often think about the leader's capability of determining who needs to attend certain trainings and who does not, based on their "instructional strength". All too often, the idea of "fair being equal" for staff members is at play.