December 17. 2008 14:46

I think that when it comes to sharing at staff development or at teacher's meetings, the key word to consider is openness. Often times everyone does not pay attention, nor are they open to new ideas. Some are just ready to get out of the meeting as quickly as possible to get back to their own room and do what they have "always done".

However, on the other hand, there are those who absorb new information like a sponge, and are eager to find out new things that they can use in their classroom to enhance student learning as much as possible. Some enjoy learning new things that they can apply to their content area like 6 Traits or technology. I think we all can be more open to new things and try to step outside our boxes and be willing to give something new a try if it is going to benefit us and/or our students.

F44AD

December 30. 2008 09:26

Openness should be our New Year's resolution for GC in 2009. I read with excitement about restructuring faculty meetings into working sessions with an emphasis on open, honest discussions. Too often our meetings have digressed into a laundry list of housekeeping issues. Because of the time wasted on such items, we are unable to have open discussions.

I know that it will take some time to move away from the traditional model for faculty meetings. Many of our colleagues will not understand the shift in focus. I do believe though that this shift must take place in order for our school to continue to improve.

Chamekka makes an excellent point about staff development. I would like to see us move toward having more "optional" sessions with the understanding that everyone must complete a set number of sessions. This might help make staff development more meaningful for those that attend.

Just a thought.

5F0BD

January 1. 2009 11:15

As I read this chapter I felt that the author had come to our school and was writing about the events of the last couple of years. I think that trust has to start from the top and that teachers have to know that they are trusted by administrators to do what they were hired to do. It is such a happier working environment when you are not being "watched" constantly, but instead you can do your job and be trusted to do so... and for the record, I think that this is improving.
We teach very diversified subjects and it would be wonderful if we shared more of our experiences with each other and used our differences to help each other in the classroom. I like the idea of the survey on page 22 so that we all KNOW what our peers have to offer. We tend to be isolated within our departments or because of our locations, so something like this might help us to know more about each other.
As a CTE teacher, we have heard alot about EOC Integration. I would love to see us really do this, not just have it on paper.
We all have alot to offer. I agree that we need to be open, step away from our "cliques, and see what others have to offer.

FC0EF

January 7. 2009 22:50

I agree with all of the comments made in response to Chapter 2. Trust is essential to creating a positive environment here at Greene Central. So often we work in isolation and rarely collaborate with others beyond our departments. There is a great deal that we could learn from and about one another.

The author has some good ideas for getting to know each other and building relationships on page 21. Most of these suggestions are quite simple. I especially like the ideas of name cards at faculty meetings, having a website where we could post social gatherings and share photos and news, and the Faculty Interest Inventory that Lisa mentioned above. Just doing simple things like this can make a great difference in our attitudes about work and each other!

Holly

January 8. 2009 10:40

Holly,
I'm going to speak to Susan about these ideas you like, and to Michael about setting up our social/professional website that we can easily add to. Thanks for specifics!
Brenda

F0B5A

January 11. 2009 18:33

Wow, your comments are great. We all know what a wonderful school we would have if everyone did their job. I trust you to be honest with me, and I will do all that I can to make Greene Central a great place to work. Remember that I look at my role as a "leader of leaders."

35A7D

January 13. 2009 10:24

I think a major obstacle for creating trust and collaboration are people's attitudes towards time, ie "I have other things to do." Unfortunately this is something that I am personally guilty of and working to overcome. I agree with the comment above, "that our meetings often become a laundry list" I think this adds to peoples resentment of forced attendance. I for one would find it a lot more meaningful if we spent time discussing things that were successful in our classroom and how we incorporated them.
I feel one key to developing trust is changing the view that administration is out to "judge" us. Instead we should look to administration, and fellow teachers, for guidance and real world solutions to problems with behavior management and planning without fear that we will be penalized for not dotting our i's.
Once a month at Ayden Grifton a group of teachers went out to lunch. The teachers were picked at random, everyone got a turn, and the school paid for lunch. After having time to relax and enjoy a meal together the teachers were asked to discuss specific issues. It was a great chance for us to talk about our interests and experiences as well as have input on school issues.

Covey

January 13. 2009 10:35

I like the idea about lunch. Our budget is so tight right now that I do not think the school could pay for lunch. It may be something that we can budget for next year. Do you think teachers would be willing to pay for their lunch? I would really like to try this idea.

Susan

January 13. 2009 10:56

I think they might, if only to get off campus for a little while. The school either paid for subs or got others with planning to cover our classes, I'm not sure. Maybe it could be worked into staff development funds, I think that a lot of us decided not to attend conferences in order to conserve money.

Covey