The following post was submitted by a New York City educator. The author has chosen to remain anonymous. You’ll understand why.
I am an educator, and I am desperate to be taught.
Credit: PhotoPin, licensed under CC by 2.0
I have been working in schools for eight years as a teacher, department lead, and instructional coach. I am by no means a veteran of the field. Despite this, by and large, I have been left alone to independently seek resources to improve my practice or received coaching that was ineffective and misaligned to the realities of my classroom.
I’ve always felt this disconnect, but it hit me even more concretely this week in a professional development session for instructional coaches. We were asked to describe the best mentor we’ve had as educators — what were the qualities that allowed us to learn from them, the structures they used to teach us, and the lessons we learned from them? As I scanned my memories of the last eight years, the officially assigned coaches or mentors did not come immediately to mind. Instead, it has been peers, books, online forums, and my students that filled my head with lessons and pushed me to improve.
As I reflected more deeply, going year by year, I realized how much of my lack of professional development stemmed from greater issues in public education: lack of financial resources, inexperienced teachers and administrators trained by alternative certification programs, high staff turnover and burnout, and the heavy focus on standardized tests.
In my first year teaching, I was assigned a mandatory mentor to meet with biweekly. She rarely observed my classes or asked for lesson plans as a source of data to develop my personalized goals; she usually asked me how I was feeling about my own practice. Much like a doctor asking a patient to diagnose themselves, she left it to me, a twenty-one year old novice, to pick a focus area for my learning. I gave the answers that “felt” right, but I was never confident I was seeking the right resources. Most of our sessions focused on classroom management, but since she hadn’t seen my students’ behavior or my delivery, her feedback consisted of things I had already found in books like The First Days of School or Teach like a Champion: stand at the door and greet students, circulate around the room a lot, don’t put your back to the class while writing on the board, etc. It was disconnected from what was actually going on in my classroom and my planning, and it flat out didn’t work to make me better or help my students. I usually left those sessions feeling more exhausted and confused than before we met. I want to go back and coach myself like Ebenezer Scrooge, the ghost of PD future. “Stop focusing on behavior. Look at your lesson plans. Script your questions ahead of time. Pick more engaging content. Get to know the kids better. Really listen to what they’re saying in class.”
In my second year, it was assumed by administration that as I had survived my first year, I was competent enough to be left alone. The principal (who had taught for only four years before being fast tracked into administration through the Leadership Academy) came once mid-year, observed for fifteen minutes, and left. We never had a post-observation meeting. At the end of the year, I was asked to sign off on five “Satisfactory” observations for my file towards tenure. I survived that year, and learned via trial by fire. I came out feeling grizzled, and wondered if teaching was for me. I had no idea if I was doing a good job, and though I had strong relationships with my students and their academic results seemed solid, I felt unmoored in my career. I thought about leaving teaching, but stayed because I loved my students and the community I worked in.
Fortunately, in my third year, a group of veterans formed an informal peer observation group. The plan was to pick a partner, observe them every other week, then meet in the off-weeks to debrief and give suggestions and discuss. This was the most important group I have ever been a part of professionally. Throughout the year, I was paired with teachers across grade level and content area with varying levels of experience and teaching styles. Through spending time in their classrooms, I learned an infinite number of lessons — everything from how to use the physical space in my classroom more creatively to how to infuse engaging multimedia into the most mundane lessons. I am eternally grateful to the teachers who voluntarily gave up lunch breaks to meet with me, who welcomed me into their classrooms, and allowed me to question their methods with a generosity of spirit that made me the educator I am today. Their lesson plans, their teacher voices, and their passion for the true work of teaching lives in every class I have ever taught or PD session I have led.
After my third year, I moved to a brand new school as a founding team member. The school had not been planned well from its inception, and amidst the chaos of figuring out new systems for everything from collecting attendance to choosing curriculum, our administration had less than zero time for coaching. The only instances that an observer ever came to my class were reactive, in both negative and positive ways. If there were conflicts between certain students, a visitor might come for a little bit and stay in the room, but the focus was never on instruction, only physical and emotional safety. Conversely, I would frequently invite the whole school community into my class to see presentations, debates, or readers’ theater my students were sharing to celebrate success. Rarely did anyone, especially from administration, take me up on my offer. I was so disappointed I couldn’t foster the same “open-door” policy among the new staff that had become so important to me at my old school. Once or twice, the principal popped in and complimented my classroom management, but the content or structure of my lessons was not a point of discussion. Still, I could only judge from my students’ reflections and my own research that I was learning to become a better teacher. Again, I didn’t receive any formal feedback for an entire school year.
Finally, the following year, I got a coach. She was an experienced, passionate, and purposeful educator who asked me early in the year, “What do you want to work on? What should I look for when I observe?” She came to my class, stayed for entire periods, took detailed notes, and videotaped my lessons. This Cinderella with a ragged unit plan got a fairy godmother full of probing questions and content knowledge. She let me drive my goals — I wanted to learn how to question better, how to flip my classroom so I could be a facilitator and my students would be accountable for accessing the knowledge they sought. This coach pushed me to consider how to increase the number of minutes students were speaking to each other in class, and we researched techniques and strategies together. We watched taped footage of my class together, attended external PD workshops together, and re-wrote curriculum together. I had never felt more effective or energized; I knew my decisions in planning were grounded in evidence-based strategies, my students were performing at extremely high levels in both standardized tests and project-based assessments. I was able to use the innovation and pilot strategies we had come up with to teach others in my department. It was exactly the teaching utopia I had dreamed of. And then, because of nasty political decision-making at the administrative level, my fairy godmother left to work at another school. I was devastated, but I didn’t blame her. I knew the coaching she had given me was rare, and I was still craving her expertise and constant challenges to improve.
In my last year at this school, I experienced a slow decline in my emotional engagement in the work of teaching, despite having extremely high test scores and a greater leadership role in the school. I was observed the most I had ever been in my career, but it was the least helpful time I’ve spent in meetings. While my previous coach had tracked things like percentage of student vs. teacher talk, rigor of questioning, and text complexity in her observations, my new coach was checking items off on a list, exactly the same as he had in every other class he visited: Were rules posted? Was there common formatting on worksheets? Did I have a behavior tracker on the wall? And most importantly, was there a standardized test question embedded in every lesson? The deep, personal inquiry into student learning was replaced with questions of compliance and testing. I pushed back in feedback meetings, and was reminded repeatedly that our students would only graduate if they passed the state exam. I wanted to shoot higher than the state test. I wanted my students doing college-level work, thinking beyond a simple multiple choice test question. I wanted them to question me, the texts, and each other. I wanted them to argue, reflect, and create authentic artifacts of their learning. But the resistance I faced was strong, and it drove me out of the classroom.
Today, I work to mentor new teachers-in-training, and much of my drive for coaching is rooted in a desire for them (and most importantly, their students) to have what I did not. This year, I’m challenging myself to plan my coaching with the three major things that worked for me in mind: personalized development goals grounded in classroom observations and student data, opportunities for peer-to-peer observation and feedback, and use of coaching time to seek new resources and work side by side with a mentor, rather than receiving top-down feedback. I hope to be transparent about these goals with my team, so that when fatigue hits in March, they’ll hold me accountable to what I said I would do, and refocus me as the facilitator of a community of adult learners.
I challenge you, educators of all types: do what you can to support your colleagues’ growth to help prevent burnout and turnover.
New teachers: find a veteran and hang out in their classroom while they teach. Ask them questions about their practice and take risks to try some of their techniques.
Veterans: instead of chatting with them in the teacher’s lounge, open your classroom door to the fresh-faced teachers joining your staff this year. Show them how you balance all of the hats you wear as a teacher. Create a community of teachers who support and learn from each other.
Administrators and coaches: ask questions of the teachers you coach. What do they see as their biggest challenge? Where do they want to grow? Work alongside your teachers to develop a culture of inquiry and learning. Seek feedback from them all along the way, instead of just providing yours.
Let’s make this school year one that fosters development for all, so our children can reap the benefits.
Originally published at Teacher Voice.