As an administrator, I would need to make sure that I establish
and environment that balances the necessity for change with an atmosphere that
supports change. I would need to do the
same for the teachers that they are doing for their students. Providing opportunities for professional
growth in regards to differentiation is crucial. I need to develop a sense of community within
the school among colleagues. Teachers
can gain a great deal of information by observing teachers that practice
differentiation. Teachers need to feel
comfortable being able to share best practices and assess what would work best
in their respective classrooms. Respecting
my staff and positively building on their differences would be a good example
to set for the teachers to model to with their students. I need to encourage teachers to take risks in
trying new ways of instruction. By
constantly figuring out what works best is what makes good teachers excellent
teachers.
Some of the pitfalls that I see in this situation are that
some of the teachers using archaic methods would not want to change because
they do not think that change is needed.
This boils down to the old saying….If it is not broke, don’t fix
it. Many times teachers, as well as
administrators, are skeptical about the newest latest change. Also, I could see that some teachers would be
reluctant to change because they do not feel supported in making a change. As principal I would need to encourage risks
and promote personal growth among the staff.
Personal growth ultimately transfers over to the students. The best way to model this professional
growth in teachers is to model professional growth by taking risks in finding
creative solutions to problems.
Matthew (Matt) Key, Georgia
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