SuperVision Platform Brennan A. Morris Western New Mexico University Gallup Graduate Studies 'We must act as if our institutions are ours to create, our learning is ours to define, our leadership we seek is ours to become. Peter Block Philosopher

“My job is to provide the resources needed to let my teachers do what they do best, teach!” K. Bosscher

Collaboration

September collaboration meeting with principal. Plan of action for professional development Timeframe for completion Resources needed Duties given to all involved with development “…based on the understanding that the teacher desires to grow professionally”

Teacher Development Team

Teacher Development Team “Team development is the cohesiveness of the team and the ability of the group members to satisfy their own needs while working effectively with other team members!” (Northouse, 2010, pg. 252) Teacher Development Team

Teacher Development Team If teachers own the process and believe they are making a positive difference in their career, they will put forth the effort to reach their goals, vision. “[teacher’s] motivation is the [teacher’s] perception of their own ability to perform a specific task. As the [teacher’s] perception of their own abilities and competence goes up, the need for directive leadership goes down.” (Northouse, 2010, pg. 129) Teacher Development Team

1st Meeting-Sept. 2nd Meeting – April Decide personal goals and objectives for the year Decide and schedule one- on-one observations Connect with principal for any scheduling conflicts 2nd Meeting – April See if the goals have been met. Personal reflection of the year Hand in notes to principal for comments “Ownership is the key, if staff feel they are part of the process, they will most likely get more involved with the vision.”

Effective “Walk-throughs!” The principal gains more information if a he or she walks through looking for specifics. When you collaborate with the principal, you give him or her the opportunity to help you become a better teacher. No more performances, and the principal should be visible and engaging. Effective “Walk-throughs!”

Classroom Management Offering advice for creative techniques…especially new teachers

Teaching techniques Offering resources on different effective methods…

Creative Lessons and Assessments Resources of different methods out there to increase learning…

Mentorship Program

Exit Interview

“Tell them that they can change the world, and they will” Principal and teacher meet to see if goals were met; discuss strategies if goals were not met. BRIEFLY go over the professional development growth. Turn in personal reflection. “Tell them that they can change the world, and they will”

“After all, this is the primary reason we chose to be educators – to practice what we believe.”

Fullan, M. (2001). Leading in a culture of change Fullan, M. (2001). Leading in a culture of change. San Francisco, CA: Jossey-Bass. Glatthorn, A. A., & Jailall, J. M. (2009). The principal as curriculum leader: Shaping what is taugh and tested (3rd ed.). Thousand Oaks, CA: Corwin Press. Glickman, C. D., Gordon, S. P., & Ross-Gordon, J. M. (2010). SuperVision and instructional leadership (8th ed.). Boston, MA: Pearson. Nelson, J. L., Palonsky, S., & McCarthy, M. (2009). Critical Issues in Education (7th ed.). Boston, MA: McGraw Hill. Northouse, P. G. (2010). Leadership: Theory and practice (5th ed.). Los Angeles, CA: Sage Publications. References