Principal’s perceptions of effective professional development in schools

2016 ◽  
Vol 54 (6) ◽  
pp. 703-726 ◽  
Author(s):  
Crystal Brown ◽  
Matthew Militello
Keyword(s):  
Professional Development ◽  
Professional Growth ◽  
Q Methodology ◽  
School Leaders ◽  
School Administrators ◽  
Active Role ◽  
Service Development ◽  
Content Type ◽  
Statistical Correlations ◽  
Group Interviews

Purpose Principals play a pivotal role in teachers’ professional growth, which impacts student outcomes. The purpose of this paper is to understand the perceptions principals have about effective elements of professional development (PD) and the role they play in facilitating the growth of teachers, and how this affects student learning. Design/methodology/approach Q methodology was utilized to investigate the subjective views of public school administrators about PD. A post sort survey was used to interpret demographic and perceptual data. The Q sorts were factor analyzed to reveal statistical correlations among the administrators. Focus group interviews representative of each emergent factor were then conducted with eight of the 34 principals who sorted the statements. Findings In total, 31 of the participants loaded on one of three factors. Though there were perceptional differences about which PD elements are effective, all of the principals expressed a desire to take an active role in teachers’ professional growth. These distinct viewpoints of PD included the themes of sustainability and collaboration. Originality/value School leaders are commonly named as the most important influence on teachers and their practices. PD is among the significant strategies that principals employ to impact teachers. Thus, studies that provide insights into how school leaders perceive PD are crucial to the in-service development of school teachers.

Developing effective professional development programs: a case study

2014 ◽  
Vol 115 (11/12) ◽  
pp. 542-557 ◽  
Author(s):  
Shu Guo
Keyword(s):  
Professional Development ◽  
Needs Assessment ◽  
Professional Growth ◽  
Development Program ◽  
Professional Development Program ◽  
Development Programs ◽  
Need Assessment ◽  
Content Type ◽  
Effective Professional Development ◽  
Professional Development Programs

Purpose – This paper aims to investigate the practices of a well-established professional development committee (PDC) at an academic library to reveal the development of effective professional development programs with various themes and the diversified delivering formats and the assessment of library employees’ training needs and the effectiveness of professional development programs with Needs Assessment Surveys and Program Follow-up Employee Opinion Surveys. Professional development programs are widely adopted in academic libraries to support the professional growth of library employees and improve the quality of library services. Developing, promoting and administering professional development programs are main responsibilities of the PDC. Design/methodology/approach – The study is based upon the PDC’s recent practices since 2011. The Needs Assessment Surveys (in 2012 and 2013) are conducted electronically, so are the Opinion Surveys since 2013 which are formerly conducted in paper. Findings – The well-planned professional development program themes with special designed delivery formats have demonstrated their effectiveness through high attendance of each professional development event. The positive results and high compliments from both Need Assessment Surveys and Opinion Surveys also endorse their values to employee’s professional growth. Originality/value – This paper classifies various professional development program ideas into six program themes and three special delivery formats, and each is presented with intention, planning and organization. This paper also provides details of using different Need Assessment Surveys and Opinion Surveys for evaluation, which is also lacked in published literature.

Promoting professional development in new school principals

2014 ◽  
Vol 28 (3) ◽  
pp. 28-30
Keyword(s):  
Professional Development ◽  
School Principals ◽  
School Administrators ◽  
Real Life ◽  
School Principal ◽  
Good Time ◽  
Head Teachers ◽  
Content Type ◽  
New Principal ◽  
The Usa

Purpose – The purpose of this paper is to examine the use of coaching for newly appointed school principals and head teachers as they establish themselves in their new role. Design/methodology/approach – To examine the use of coaching for newly appointed school principals and head teachers as they establish themselves in their new role. Findings – Teachers in a number of countries receive coaching to improve their effectiveness. It is also now being offered to newly appointed school administrators – the school principal in the USA, the head teacher elsewhere – to help them settle into their new role. Surprisingly, there has been little research assessing the effectiveness of executive coaches or find out what benefits – if any – result from coaching. It seems, then, to be a good time to look at new principal coaching and ask what does or doesn't work. And who better to ask than the coaches themselves. Practical implications – Distinguishes between the coaching needs of newly appointed teachers and those of school administrators. Suggests a requirement for more process-oriented training for new principal coaches. Social implications – Highlights the emphasis that these coaches place on process rather than content and discusses their use of real-life, real-time issues to promote reflective enquiry and professional development. Originality/value – Considers coaching from the perspective of the coach. Demonstrates how coaching can support recently appointed school principals as they adapt to their new work environment and develop the skills needed to take on complex tasks.

Coaching for professional growth in one Australian school: “oil in water”

2016 ◽  
Vol 5 (2) ◽  
pp. 66-86 ◽  
Author(s):  
Deborah M. Netolicky
Keyword(s):  
Professional Growth ◽  
School Leaders ◽  
Cognitive Coaching ◽  
Australian School ◽  
Content Type ◽  
Coaching Model ◽  
Danielson Framework ◽  
School Based ◽  
Oil In Water ◽  
Framework For Teaching

Purpose – The purpose of this paper is to build knowledge around the use of coaching to develop teachers’ professional practice in schools. It surfaces insider perspectives of teachers and school leaders in one Australian school, during the development of a model for teacher growth, which used a combination of cognitive coaching and the Danielson Framework for Teaching. Design/methodology/approach – A narrative approach to interview data were used to examine the perspectives of 14 educators – teachers and school leaders – involved in the implementation of a school-based cognitive coaching model. Findings – This study found that being a coach is an empowering and identity-shaping experience, that coaching for empowerment and capacity building benefits from a non-hierarchical relationship, and that coaching can be enhanced by the use of additional tools and approaches. Implementing a school-based cognitive coaching model, in conjunction with the Danielson Framework for Teaching, can have unexpected impacts on individuals, relationships, and organizations. As described by a participant, these butterfly effects can be non-linear, like “oil in water.” Originality/value – In examining teacher and school leader perceptions of a coaching model that trusts teachers’ capacity to grow, this paper shows what coaching and being coached can look like in context and in action. It reveals that cognitive coaching and the Danielson Framework for Teaching can be congruent tools for positive teacher and organizational growth, requiring a slow bottom-up approach to change, an organizational culture of trust, and coaching relationships free from judgment or power inequity. It additionally shows that the combination of being a coach, and also being coached, can facilitate empowerment, professional growth, and changes in belief and practice.

Sustained Positive Behavioral Interventions and Supports Implementation: School Leaders Discuss Their Processes and Practices

2020 ◽  
Vol 23 (1) ◽  
pp. 30-41
Author(s):  
Michael Scaletta ◽  
Marie Tejero Hughes
Keyword(s):  
Behavioral Interventions ◽  
School Leaders ◽  
School Administrators ◽  
Leadership Teams ◽  
Leadership Team ◽  
Successful Implementation ◽  
Focus Group Interviews ◽  
Team Members ◽  
Positive Behavioral Interventions ◽  
Group Interviews

The purpose of the study was to investigate the leadership practices that elementary school administrators and leadership teams utilize to promote effective, successful, and sustainable schoolwide positive behavioral interventions and supports (SWPBIS). The study focused on the practices, processes, and challenges that administrators and school leaders indicated led to the successful implementation of the SWPBIS framework. Twenty-four school leaders (six administrators; 18 leadership team members) from five elementary schools with platinum recognition for their high-quality SWPBIS implementation participated. School administrators participated in an in-person interview, and leadership team members participated in focus group interviews. Results revealed that successful SWPBIS framework implementation was promoted by establishing a distributed leadership approach that leveraged teachers as leaders while shaping their buildings’ systems of practices and processes, providing training and professional development to staff, establishing buy-in by stakeholders, and engaging stakeholders in their PBIS efforts.

Mindfulness training for school administrators: effects on well-being and leadership

2018 ◽  
Vol 56 (6) ◽  
pp. 602-619 ◽  
Author(s):  
Julia Mahfouz
Keyword(s):  
Professional Development ◽  
School Administrators ◽  
Development Program ◽  
Care Program ◽  
Well Being ◽  
Emotional Reactions ◽  
Professional Development Program ◽  
Self Awareness ◽  
Social Emotional ◽  
Content Type

Purpose Based on a need to utilize strategies and develop social-emotional competency skills of school administrators, the purpose of this paper is to explore the influence of Cultivating Awareness and Resilience in Education (CARE), a mindfulness-based professional development program, on the leadership and well-being of 13 school administrators. Design/methodology/approach The empirical data consist of in-depth interviews with 13 administrators before and after the implementation of CARE program, observation notes from shadowing their activities during school time and attending the CARE program as a participant observer. Employing the pro-social classroom model (Jennings and Greenberg, 2009) as a theoretical foundation, the paper is based on an ongoing, iterative data analysis process, following the coding and interpretive techniques of grounded theory. Findings The positive outcomes that emerged from the data relate to improved leadership skills, such as increased self-reflection, better relationships and attendance to self-care. These skills are tied to increased self-awareness, self-management and self-compassion. Participants also reported an improved ability to recognize their emotional reactions, which enabled them to better understand their leadership roles in shaping their school climates. Research limitations/implications The findings reveal significant insights about the implementation of social-emotional, mindfulness-based professional development with school administrators and potential outcomes. Implications for professional development that fosters school administrators’ social-emotional competencies are discussed. Originality/value As a study of one of the first implementations of mindfulness-based professional development programs among school principals, this research illuminates the specific benefits of such programs for school leaders and how mindfulness could be integral in their lives and education. Specifically, this study is one of the first to reveal how the CARE professional development program influences principals’ well-being and leadership.

Instructional coaches’ perceptions of professional development

2017 ◽  
Vol 6 (4) ◽  
pp. 266-284 ◽  
Author(s):  
Youmen Chaaban ◽  
Abdullah Abu-Tineh
Keyword(s):  
Professional Development ◽  
School Context ◽  
Comparative Approach ◽  
Ministry Of Education ◽  
Focus Group Interviews ◽  
Content Type ◽  
Instructional Coaches ◽  
Social Settings ◽  
Education Levels ◽  
Group Interviews

Purpose The purpose of this paper is to examine the development of a professional development (PD) model for educator growth and learning that is embedded into the school context in Qatar. Because the success of a PD program in practice cannot be judged against its theoretical underpinnings, the paper goes on to examine the perceptions of instructional coaches on the effectiveness of the PD model. Design/methodology/approach Through the use of a qualitative, constant comparative approach, data were collected from 19 instructional coaches through open-ended surveys followed by focus group interviews. The instructional coaches provided information about the strengths of the PD program, the challenges they faced in their day-to-day implementation of the program, and their suggestions for the improvement of the program’s implementation and outcomes. Findings The instructional coaches reported several strengths, which were compatible with the literature on effective PD. However, the challenges they faced were deeply rooted within the inherent structure of the program, in addition to external challenges at both the school and Ministry of Education levels. Thus, a general consensus on the way that the program should be implemented was reached. Originality/value The study revealed the complexity inherent in transferring research-based principles and theory into practice. It indicated that the components of PD programs interact within complex social settings.

From the Editorial Panel: A World of Ideas at Your Fingertips

1996 ◽  
Vol 89 (6) ◽  
pp. 454-455
Author(s):  
Roberta K. Koss
Keyword(s):  
Professional Development ◽  
Extracurricular Activities ◽  
Mathematics Teacher ◽  
Professional Growth ◽  
Active Role ◽  
Professional Standards ◽  
Teaching Mathematics ◽  
Student Activities ◽  
Professional Journals ◽  
Reading Professional

A teacher's workday is filled with so many tasks—planning and presenting lessons, giving help to individual students, contacting parents, acting as advisors for extracurricular activities, serving on committees, assessing students' work—that adding another responsibility seems impossible. However, professional development is a necessary task that affects all aspects of a teacher's work. The Professional Standards for Teaching Mathematics (NCTM 1991) calls for teachers to take an active role in their own professional development and lists “reading and discussing ideas presented in professional publications“ (p. 16g) as an activity that will enhance professional growth. The necessity of reading professional journals can be a blessing in disguise because teachers can gain myriad ideas to help with their work. I shall share a few of the ways in which I plan to use the 1996–1997 Mathematics Teacher to help me plan my lessons, prepare student activities, and grow professionally.

Micro-credentials: the potential of personalized professional development

2019 ◽  
Vol 34 (2) ◽  
pp. 33-35
Author(s):  
Tiffany Hunt ◽  
Richard Carter ◽  
Ling Zhang ◽  
Sohyun Yang
Keyword(s):  
Professional Development ◽  
Professional Growth ◽  
New Technologies ◽  
Skill Development ◽  
Systems Change ◽  
Group Instruction ◽  
Content Type ◽  
Individual Level ◽  
Content Assessment ◽  
The Individual

Purpose The purpose of this article is to introduce micro-credentials as an innovative, personalized professional development modality. With traditional time bound professional development (PD) offering largely whole group instruction with little feedback or a focus on skill mastery, micro-credentials have the ability to develop educator skills, provide relevant content, encourage flexibility, and measure earner mastery. Although relatively new, state leaders and administrators are exploring the use of micro-credentials to improve educator practice at the individual level. Such efforts encourage systems change aligned with new technologies and advancements. Design/methodology/approach This article is designed to review the impetus for the use of micro-credentials in education and the potential this personalized professional development has to change and improve traditional support of educators' professional growth and skill development. We structured the article to first introduce the possibilities micro-credentials (MCs) have in initiating systems change in education. We then define MCs and explore their use in state policy. Additionally, we present the benefits MCs offer and how an individual would select and complete one. To conclude, we connect all elements in the article and emphasize the need for further research and analysis. Findings Findings from our review indicate that 9 states are currently exploring the use of micro-credentials in their state ESSA plans. We recognize that there are several benefits of micro-credentials that make them appealing to state leaders and administrators. These include personalization, competency, flexibility, cost efficiency, and collaboration. It is noted that a large number of organizations are offering micro-credentials and it is most often the responsibility of educators to determine which micro-credentials meet their needs and may be utilized for continuing education credit. Steps in earning micro-credentials are similar across platforms, though content, assessment expectations, and depth vary widely. Originality/value Rapid strides in technology have created change and advancements to societal norms, required workforce skillsets, and personalization. As a result, leaders in education are exploring new and innovative ways to provide professional development to educators. This article will introduce the concept of micro-credentials and explore their focus on personalization, competency-based learning, flexibility and skill development. Individuals interested in shifting the delivery and methodology of traditional PD will be intrigued by the potential micro-credentials offer and the work that is currently being done to explore this PD option.

Self-reflective mentoring: perspectives of peer mentors in an education doctoral program

2019 ◽  
Vol 8 (2) ◽  
pp. 86-101 ◽  
Author(s):  
Kat McConnell ◽  
Rachel Louise Geesa ◽  
Kendra Lowery
Keyword(s):  
Professional Development ◽  
Focus Group ◽  
Professional Growth ◽  
Peer Mentoring ◽  
Small Sample ◽  
Public Institution ◽  
Mentoring Program ◽  
Full Time ◽  
Peer Mentors ◽  
Content Type

Purpose The purpose of this paper is to discover peer mentors’ perspectives of an education doctoral (Doctorate of Education) peer mentoring program implemented in a mid-sized public institution. Design/methodology/approach Data from one focus group and an interview collected from peer mentors as part of a larger case study of mentors and mentees in a peer mentoring program for education doctoral students are presented. Four (n=4) peer mentors participated in a focus group (n=3) and an interview (n=1). Participants were asked about their perceptions of the program and their experiences as mentors. Findings Four themes were discovered within the data: mentors relate to social, emotional and academic life balances of mentees, mentors provide support and reassurance to mentees, mentors guide mentees to focus on the future, and mentors gain personal and professional growth from the peer mentoring program. Results indicated that mentors believed that the program was helpful for their mentees and beneficial to their own personal and professional development. Research limitations/implications Limitations of this study include the small sample size (n=4) and the short period of time in which participants were asked to be a part of the mentoring program and reflect in focus groups and interview (one academic year). Implications of this study include the benefits of peer mentoring for both mentors and mentees alike. Originality/value In contrast to many other studies of peer mentoring programs, this peer mentoring program targeted scholar-practitioner students who were balancing full-time careers with their coursework and family lives. Thus, peer mentors focused more on career and work-life balance with mentees than mentors may in other programs, as well as finding benefit to their own professional development.

Sign in / Sign up

Export Citation Format

Share Document