I’ve participated in a few conversations lately about professional development for teachers.
Most folks, including me, say that the professional development opportunities provided teachers by school districts and/or educational institutions are, putting it politely, less than optimal.
(Such opportunities are usually what they want you to have, when they want to provide it, at a level that lets them cross “Teacher PD” off their to-do list.)
Kimo Kippen, Chief Learning Officer of Hilton Worldwide, speaking at a webinar sponsored by College for America in March, had advice for “upskilling” employees that struck me as being as relevant to education as to the business world.
First, “establish a culture and expectation that individuals take ownership” of their own development.
Second, convince each employee that she or he is the heart of the organization.
Third, make resources available to help employees with their career path.
The third step would be relatively easy within schools.
The first and second take work.
Those steps might require a new mindset among the leadership because, if the teaching staff is to be responsible for their professional development, the leadership has to demonstrate what taking charge of one’s own development looks like.
Moreover, if the leadership is going to convince each teacher to believe and behave as if the school’s success depends on her/his work, the leadership has to make each teacher believe their work is valued.
At the same time, the leadership also has to make sure administrators don’t slack off on training just because they’ve shifted professional development from do-it-to-me to help-me-do it.
Is your school using a framework like Kippen’s?
Would it be useful in your school?
Is it doable?
What are your thoughts on this?