#wischat Archive
#wischat is a great way for Wisconsin educators to share teaching strategies, educational resources, and more.
Sunday January 24, 2016
8:00 PM EST
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Welcome to the latest edition of . Our topic is Developing Strong Teacher-Leaders. We hope that you consider joining us tonight.
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We will be following a Q1, Q2 ... A1, A2 format. Remember to include in all of your tweets.
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Please begin by introducing yourself and let us know where you are joining us from tonight.
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It's been way to long since I've . Happy to be back! Teresa from WI, District Instructional Facilitator (teacher leader role).
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John Gunnell, Principal of Jack Young Middle School in a cool little town called Baraboo.
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- Happy to have you back here on
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Jason Dreier from Ashwaubenon HS in GB, WI. Social studies. Bouncing in and out tonight
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- Thanks for being a part of tonight.
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hello from Springfield, MO
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- Thanks for joining us tonight on
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Q1 - What are the main characteristics of strong teacher-leaders?
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A1: in a word, they are the do'ers. Continually learning and leading by example.
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selfless, learners, model risk taking, collaborators,
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A1. Perseverance, empathy, growth mindset, trustworthy, entreprenueral...to name a few.
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A1 open-mindedness, listener, team builder, positivity.
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A1: Strong teacher-leaders are courageous, passion driven, innovative, willing to change. They are engaged learners.
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Hey sorry a little late , Mike from Chicago.
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A1: Strong teacher-leaders move beyond playing it safe. They continue to learn and grow and they keep their focus on kids.
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A1 Innovative lead learners who provide the grass roots buy-in and focus on the students as opposed to teaching to the standards
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A1: Strong teacher leaders don't settle for good. They push beyond good and relentlessly pursue better.
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- I like that term, lead learner. They are leaders of Å‚earning.
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A1:Driven, focused, growth mindset, open to change, innovative.
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Q2: What opportunities currently exist for teachers to assume leadership roles in your school or school district?
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A2. We have a lattice of opportunities which are strongly supported and promoted, from stipend to salaried roles.
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A2: As leaders, admin has the responsibility to provide teachers with opportunities to lead (1/2)
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A2: I'd like to think that we provide many opportunities for our teachers to lead, both formally and informally.
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A2: Teachers should be able to approach admin with an idea and lead the change movement (2/2)
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& sorry for cutting out. Working on a manuscript review for
Deadline is looming. . .
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A2. PS-Teachers can be leaders in our district without compensation. Many, many embrace the opportunity to lead through passions.
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A2: a few contracted positions, but with the changes in budget and lack of funds, many roles have been cut.
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Every teacher is a leader...The question are they just a leader of their classroom or the school or beyond
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Best leadership opportunities are self-made. Leading by example is key.
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A2: When teachers (like students) are afforded voice and choice, it leads to higher levels of personal engagement.
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A2: great teachers find a way to lead regardless of 'opportunities in district'.
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A2 Best leadership opportunities are self made. Leading by example is key.
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A2 PLCs are a great time to show leadership.
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Q3 - What are some the "risks" or pitfalls that are inherent in assuming a leadership role?
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A2: Teachers can lead without being in front. Leaders empower students and colleagues to lead.
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A3: Leaders open themselves up to criticism from peers
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A2 The paid leadership positions are nice, but that doesn't give anyone credibility.
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A3: finding support, guidance through leadership roles, risk taking with less security, angering status quo peers...the list...
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A3: I think initially people are wary of how they may be perceived by their peers. Some are afraid of backlash.
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A3 A great leader sometimes needs thick skin and be open to criticism.
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A3. Patience is a virtue in a teacher leadership role.
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Agreed - for Ss as well as Ts! https://t.co/lTpteeku1M
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A2 Best leadership opportunities are self made. Leading by example is key.
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A3: It is up to admin to create a culture of distributive leadership by allowing teachers to take risks and be leaders.
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I agree. We need to create leadership opps for Ts so great Ts can stay in the classroom https://t.co/OHeIRqBjDF
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Every teacher is a leader...The question are they just a leader of their classroom or the school or beyond
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A3: Teacher-leaders are critical because T's are more likely to respond positively to peers than a mandate by an administrator.
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Thanks for being here. NFC game blowout.
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Q4 - How do administrators in your school/district promote, support and acknowledge emerging teacher-leaders?
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A3 Rusks or pitfalls of taking the lead would be trying to be "on top". You ain't, so get over yourself.
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A4. By understanding the role and responsibilities and being collaborative in applying the skills of a teacher leader with staff.
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A4: As an admin, oftentimes the best way to support teacher-leaders is to get out of their way.
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A2 most opps are positioned as resume builders that we can do for free. Often putting us in a gray area with our colleagues
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A4: they 'take bullets' when going gets rough. Being a human shield goes a long way to build the necessary relationships.
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A4: Trust them. Provide coaching and feedback. Allow T's the opportunity to take a risk.
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A3 Depends on the level of autonomy and room to fail and grow
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A4 Opportunity to lead committees or push for certain initiatives - our recent Strategic Plan led to many leadership opps!
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Q5 - How much voice are teachers given in the day to day decision making that takes place in your school? Be specific.
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A5 fortunately, we have some voice is various aspects - a lot of input in recent schedule change, for example
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A4 as with most districts I feel as though this is done mostly in house as schools recognize the power of a career driven Ts
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A:5 I like to give as much voice as possible- top down decisions do not build commitment -
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A4 cont'd tradition vs transformation
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A5: Sometimes that's tough to answer. Usually enough to feel valued, but some (prob. necessary) decisions break that trust.
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A5. Respectful dialogue is encouraged. Teacher leaders can facilitate these conversations between all stakeholders if necessary.
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A5: We provide teachers voice, but communicate that the ultimate decision will be made by admin.
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A5: as teachers, it should be tough to see at times. Being insulated from 'behind the scenes' is nice for some
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A5 Three levels of decision making D1 Admin D2 Admin with input D3 Staff.
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A5: If we ask for input, we listen to the input. There are some decisions, however, that we make clear we as admin. will own.
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A5 there is a big difference between a voice and a say. Far too often posed as an opportunity to be involved vs being entertained.
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Q6 - What specific teacher led supports are in place in your district to help teachers improve instruction at the classroom level?
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Q4 - provide opportunities to plan and lead department meetings - build in opportunities to share practices at staff meetings
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A5 Second week as Lead Learner and still observing how things operate. Not going to bulldoze the place - YET 😈 (JK GCMSCats)
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A6. Instructional Rounds, Coaching Cycles, Teaching & Learning Clusters, book studies and New Teacher Seminars.
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A6: Instructional Rounds has been a real game changer in our school/district. We have found this to be very well received by staff.
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Currently leading implementation of the GRR model 6-12 with great teachers. Good experience in changing/supporting instruction.
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A6: Currently leading implementation of the GRR model 6-12 with great teachers. Good experience in changing/supporting instruction.
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A6 FeedFORWARD conversations, mentor program, encourage T2T observation, filming and watching self,,
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A6: I am so impressed by how our staff has dug in regarding instructional improvement. I no longer have to ask, they are "all in".
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Q7 - What advice would you give to someone considering a leadership role in your school/district?
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A6.Instructional rounds- a powerful means of authentic professional learning. It builds capacity for refining instructional skills.
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A7 Make sure you really want it and then go "ALL IN!"
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A7: Make sure you are solid with why you want to be an administrator- Hopefully to lift up those around you!
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A7: My advice is just to take responsibility for your own professional Å‚earning. Enjoy the challenge. Build a support network.
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A7. Be resilient & true to the reason for the role: increasing student learning. Take risks and build credibility. Lead by example.
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A7: listen, learn, then lead. Be aware of your surroundings. Understanding & working to create relationships will create change.
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A7 a. Always keep a Growth Mindset b. Look Forward c. Do NOT take things personally.
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A7 Know yourself. Be authentic. Have a thick skin. Care about people. Serve others. Don't forget to have fun. Be able to step away.
