Across the country teachers are welcoming students into their virtual and in-person classrooms, as schools are welcoming new teachers to their teams. These teachers - new to the profession, early career and veterans - are starting at schools while conditions remain unprecedented and unpredictable. Despite this reality, school and district leaders are tasked with onboarding their staff such that school, and learning can continue for as many students as possible.
Your favorite apps that seem to make managing life easier, social media sites that connect you to stories that resonate, shopping at your favorite store, your go-to streaming service when you need to de-stress - sometimes it feels like these things were built in a way that just ‘gets you.’ This didn’t happen by accident; this happened by design.
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It’s that time of year again - we’re shopping for school supplies, teachers are returning to their classrooms, and students (as well as their parents) are eagerly awaiting the news as to who their teachers will be. As a parent of two school-aged boys, it’s also the time of year our family starts making predictions about the year ahead. “I think Miles will do so much better in reading this year.” “Taylor is probably going to get in trouble a lot, but maybe he’ll also test into the gifted program.” It’s an innocent practice in anticipating the successes and struggles we’ll experience in the year ahead, but without knowing it, we’re also shaping how we will perceive these experiences as the year unfolds.
Early in my career, when I was a middle school science teacher in Charlotte, North Carolina, I didn’t think that the ritual of shaking my students’ hands, fist bumping, or hugging my students as they entered our classroom meant anything. But now, I realize it’s the opposite. The repetitive habit of checking in with your team means everything. It’s a signal that your team is paying attention to the whole being of others, focusing on the little things, caring about the unity of the team, and so much more.
There’s a line from You’ve Got Mail (yes, I’ve seen it hundreds of times) where Tom Hanks says, “Don’t you just love New York in the Fall? It makes me want to buy school supplies. I would send you a bouquet of newly sharpened pencils if I knew your name and address.” If you’re an educator, September makes you think of new backpacks, colorful pens, clean lunch boxes. If you’re an instructional coach, principal, or most central office staff members, July and August probably make you think of Back to School Professional Development and New Teacher Training. A little less sparkly than Lisa Frank, but alas, here we are.
A recent survey of more than 1,000 districts found that nearly two-thirds of districts are reporting teacher shortages heading into the 2021-2022 school year. To plug or refill leaks in this draining teacher pool, districts are increasingly leveraging stimulus funding to enact short-term solutions such as incentives and signing bonuses. But the foundational cracks in the teacher pool and pipeline are deep, widespread and found at every phase of the teacher lifecycle. We need to reassess and reimagine the way we engage and support teachers at every stage of this journey, and we can start by looking at the candidate profiles that drive our recruitment, hiring and onboarding.