RSA2- Walking the Talk: Tools for Continuous Improvement in a Professional Development School

http://20.132.48.254/PDFS/EJ915880.pdf

Our current module looks at the challenges that PLCs can face along with how to develop a culture within a PLC.  Developing PLCs within a school is not easy. “Real change is real hard.” (DuFour, DuFour, Eaker & Many 248).  There are many shifts that need to take place, as our text outlines.  Shifts in thinking as well as planning and doing need to occur; teachers have to learn to work within a group to develop common lessons and assessments as opposed to working in isolation to develop curriculum.  As seen in successful PLCs, more individuals are needed to take on leadership roles, so shared leadership is a common practice.  Flexibility needs to occur, leaders need to stay true to goals and purpose, whereas group members need to work together and show flexibility in execution.  In order to be successful and to create a positive climate, staff involved need to show sustainability in focus, work ethic, energy and leadership. 

The article Walking the Talk: Tools for Continuous Improvement in a Professional Development School (Ballock 2010) describes ways in which groups like PLCs can be supported and can best develop and grow.  Using the steps outlined in this article can give PLCs the ability to identify strengths and weaknesses, set goals, and record progress towards the achievement of specific goals.  The first step involves using “self-assessment tools to reflect on strengths and areas for growth” (Ballock 49).  The end result of this stage is for a professional development group to write one or more goals based on areas to improve as well as where the group agrees it would like to go.  The second step incorporates accountability and progress monitoring.  All group members clarify goals, decide what the end product should look like, and discuss how everyone will stay focused and how the group will collect data.  Finally, during the last stage group members share progress, celebrate success and plan for the future.

Our current topic of study relates to this online article in many ways.  Goal setting holds a major part in each resource.  Setting attainable and realistic goals as well as using data and focusing on outcomes are discussed in each.  Sustaining efforts and making sure all members of a group are on the same page are also present and reported as very important steps in group success.

References

Ballock, E. (2010). Walking the Talk: Tools for Continuous Improvement in a Professional Development School. School-University Partnerships, 4(1), 47-55.

DuFour, R., DuFour, R., Eaker, R., Many, T. (2010). Learning by doing: A handbook for

professional learning communities at work (2nd ed.). Bloomington, IN: Solution Tree

Press.

RSA1- Project Summit: A cooperative effort to effect teacher change

RSA1- Project Summit: A cooperative effort to effect teacher change

http://findarticles.com/p/articles/mi_qa3673/is_2_127/ai_n29321101/

            Professional Learning Communities are in essence about sharing.  Teachers share a vision for improvement, goals to help ensure student learning, common assessments and common planning time.  Administrators share responsibilities in the passing of information to staff, assisting with teacher buy-in, allotting time and resources for teachers, and following through in regards to group participation and growth.  A school wide commitment to effectively enact change, increase student achievement and professional growth is a shared responsibility of all.   Through Module 2, understanding the foundation for PLCs has been the focus. 

            The article “Project Summit: A cooperative effort to effect teacher change” (2006) describes an attempt by a district to increase teacher interest and endorsement of staff development and to boost staff morale.  Ensuring teacher change and cooperation in a school wide development plan can be very difficult.  As teachers, we have all been subjected to long meetings consisting of an overload of data and grand ideas that we feel we have little connection to and little desire to follow through with.  As described in this article, there are many reasons why teachers are not buying into staff development and why teachers are not implementing practices learned.  These reasons deal with resources, lack of leadership, problems disseminating information and inadequate implementation procedures.  One theme of this article is that schools should emphasize “the importance of collaboration of participants” (Gerla, Gilliam & Wright 283), which directly connects with our discussions regarding PLC.

            Through the article by Gerla, Gilliam and Wright (2006), similarities were seen when compared to the current module of study.  In this article, teachers were asked to accomplish a common goal through instruction, implementation, ongoing supervision and feedback, formative and summative evaluation, and results.  These components were also presented in our Module 2 readings and are parts of our PLC model.  Both our readings and this article discuss staff feelings of empowerment and how often teachers are asked to perform tasks that they do not believe will benefit themselves or students.  Both readings emphasize teachers working together collaboratively as well as “reciprocal accountability” (DuFour, DuFour, Eaker & Many 69), which looks at administrations role in helping educate teachers as well as being responsible to ensure teachers know why the PLC or staff development theme is important to all.   There is a focus on common assessment, common planning time, and working through content.  “Collaborative teams of teachers work together to build shared knowledge” (DuFour, DuFour, Eaker & Many 65); teachers are not expected to carry the burden of change and growth as an individual, but as an active member of a group. 

References

DuFour, R., DuFour, R., Eaker, R., Many, T. (2010). Learning by doing: A handbook for

professional learning communities at work (2nd ed.). Bloomington, IN: Solution Tree

Press.

Gerla, J., Gilliam, B., & Wright, G. (2006). Project Summit: A Cooperative Effort to Effect Teacher Change. Education, 127(2), 280-286.