In this, the first ever Time Space Education Podcast, Chad, Cathy and Frank and I discuss the purpose of our work and what our professional focus is at the moment. Naturally, however, we drift into lots of other
As a previous Grade 5 Coordinator, I know that one of the biggest responsibilities is leading planning meetings. So much pre-planning goes into this process. Having to think about the best way to approach, angle and guide this process is challenging, yet also exciting! While I have a clear plan on how the learning could go, it is my role to provoke the thinking so we can shape our understanding together.
The most successful way to bring great thinking to the table is to create the opportunity for it. This happens in the way of running a retreat – a retreat for planning, a retreat for ideas to emerge. We have always done this as part of the PYP Exhibition unit. The team has always walked away from these retreats making concrete and meaningful connections and a shared vision on how to drive the Exhibition unit together. We get so much from running this and the protocols of thinking that come with it, to drill down to the core of our ideas and understanding.
But, why only for the Exhibition unit?
In my new role, I have a much wider responsibility to ensure that 7 teams are planning relevant, significant, meaningful and challenging units. At our school, we write ‘reports’ at the end of each unit. The trap that we were falling into each and every time was that when we arrived at the beginning of a new unit, teachers were ill-prepared and making things up on the fly. This is called reality – our reality. Having our 40 minute planning meetings were simply not cutting it. This is because teachers had finishing up on writing reports, following through with assessments to gauge student’s understanding of the unit along with all the other practicalities and formalities of day to day teaching. This simply was causing teachers more stress and angst and ultimately, students were suffering as a result.
To this end, we have now introduced 1/2 day planning retreats for each team. These retreats happen 2 weeks before the next unit commences. This gives teachers time to think about the learning, engage in conversations early and get energized about possibilities and ideas.
What does this look like?
It really is pretty simple. For one whole week and 2 days for the following week, each grade level will have planning time. Cover is arranged for their classes and we are able to dive into those deep conversations that simply can’t happen in a 40 minute time frame. By the time teachers settled into the 40 minute planning meeting, teachers knew that students were about to walk through those doors again and any momentum worth running with is lost. It is this piecemeal approach that was getting in the way of designing the best provocations and ideas around the central idea.
The impact – what are are teachers saying?
Teachers now seek me out when the next planning retreat is and get in early to pick an ideal day for them. They feel more confident about that first week as things have been thought through. They can focus on writing their reports (well and thoughtfully and honestly) knowing that there is clarity, vision and understanding on how to move the learning forward for the up and coming unit.
Students are the clear benefactors in this process. Teachers are more focused. And as for me, I get to spend more time in classes, to see the planning transfer and transpire into the taught curriculum. Nothing better when a plan comes together!
The small cost in organizing ‘cover’ for teachers is well worth the investment. Give it a go!
We have a Grade 5 teacher who is very new to the PYP. He joined us after witnessing Grade 5 students last year in the middle of the PYP Exhibition. When he saw all those students heavily involved in a wide variety of unique projects, all operating at their own pace, making their own decisions, creating products, figuring out budgets and so on… he became very excited about the opportunities the PYP provides for students as well as for teachers with a modern mindset.
During the first half of the year, however, he has been quite frustrated. There was something about the units of inquiry that made them heavily teacher-directed and leaned back towards more traditional day-to-day teaching. He was waiting for those times when students would walk into school each day knowing what they were working on, how they were going to go about doing it and why it mattered. I could see he was questioning whether or not the PYP really is what it pretends to be!
Now, however, he is clearly feeling as though both his students and he are in that place, that sweet spot in which students are doing and in which his role as their teacher has shifted to being a “consultant”, a person who assists them with their plan rather than trying to get them on board with his.
This is a bit of an allegory of the struggle many teachers, and teaching teams, have to create the conditions for students to be working in this way: to have figured out a focus, to have developed a plan, to be sourcing their own information, resources and mentors, to be making their own decisions and to be coming in to school each day motivated and ready just to get on with it. All too often we hold them back, or we confuse or demotivate them by over-teaching, or we don’t let them go because we don’t really understand what it is we’re trying to get them to do, or because we fear being out of control or… worst of all, because we don’t trust them or believe they are capable.
For modern, student-centred, inquiry-based pedagogy to even begin to dominate our weekly schedules, we need to help our students go through the following process quickly enough to allow them the time to start doing and to be able to go into enough depth with that for genuine and powerful learning to come out of it:
- help them understand the context of the learning
- help them think about the context in diverse, rich and deep ways
- help them filter all of that thinking in order to develop their own interest area and focus
- help them figure out what they want to achieve within that focus
- help them get started in order to achieve it
In PYP schools there are six units of inquiry over 6 ‘grade’ levels from PREP to Grade 5. That equals 36 units of inquiry. That’s 36 opportunities to analyse and synthesize the learning at the ‘conclusion’ of a unit of inquiry. Yes, I’m fully aware that formative assessment is happening all the time. But as far as the summative assessment goes, we do this only once at the ‘end’ of a unit. This is a way to gauge what a student’s understanding of the central idea is after 6 weeks of learning and inquiring.
How can we effectively capture all that learning and understanding?
For years we’ve been creating rubrics. They take a long time to design and develop. This process does allow the people in the same room to not only deepen their understanding of the learning and make connections to the central ideas and lines of inquiry…….this approach also creates a common language and sets clear expectations on the possibilities and the potential that may come out of those learning experiences.
Is the investment (time, effort and energy) worth it when developing a rubric to assess students’ understanding and knowledge? Does this process add value?
In short, yes. Taking teachers through this process requires a lot of constructing and it is through that process we are able to share, defend, explain and talk about student learning. That in itself is pretty exciting stuff. While it does take time in reaching consensus… only then can we achieve clarity. It helps us see how to measure progress of learning and evidence it alongside of the rubric. Students still can choose the best way to demonstrate their learning, it is the rubric that anchors how student’s represent what they have come to know and do.
We’ve changed the branding of ‘rubric‘ to ‘learning continuum,‘ which has created a positive spin on developing robust, relevant and authentic learning expectations.
Our goal as a school is to develop 36 learning continnums, just like a POI. We can critique these, challenge them, build upon them, just like we do with all central ideas, not only as a POI review, but at the start of each unit. We are finding that we are getting better at writing these over time too. Yes, at times we hit walls and get stuck, but it is the fighting through it that we have the best conversations which leads to better ideas, resulting in better teaching.
Personally, I feel that most assessments fall short and teachers end up doing another reflection as their summative assessment. This is not good enough and it touches on Sam’s previous blog post of salmon swimming up stream…. teachers just run out of time; therefore, well put-together, thoughtful and meaningful assessment tools take a back seat! The unit simply fizzles out and doesn’t become much for student’s to engage with it and look for way they can transfer this into other areas of learning.
So why am I writing this? Well, there are a few reasons… the main one is that through the self-study process, I’ve come to realize that section C4 (Assessment) is an area that we need to challenge. We don’t have a clear approach or expectation on what that is or can look like. If we are to be true to the teaching and learning then we need to honor it with a rich and authentic learning continuum – it is all in the feedback we give to our students. Finish the unit well by taking it all the way! Do more than notice the learning, embrace it and set goals with your students, so that the next unit is a continuation from the previous one. How can our students improve from unit to unit, not just wait for the next ‘Sharing the planet’ unit in a year’s time.
What do you do to capture your students’ learning?
Let me know if you want to take a look at some of our Learning Continuums. We need to share these more with one another, so we can adapt them and design powerful assessments – together.
A few years back Sam and I ran a 1 day workshop and 4 days of demonstration lessons at Mt. Scopus College in Melbourne, Australia. The format was very different to the usual ‘run of the mill’ workshops or conferences which most of us have become accustomed to.
Since then, Lana Fleiszig has developed a strong relationship with ISHCMC for a few years now and naturally, we thought it made perfect sense to bring her to VIS too.
The value and impact was immediate and she instantly drew in our teachers. Lana said it best when she referred to herself as ‘the provocation.’ And that is what she did, she stirred up our thinking, added to our evolving inquiry culture and inspired us to continue the amazing work she did for the week she was with us.
The power and value in hosting in-house professional learning is obvious. We all could learned together, we all got on the same page and we are all finding ways to strengthen our practice through her ideas and knowledge.
We are sending 4 teachers to Shanghai to complete Making the PYP Happen. They will fly to Shanghai, be part of the workshops and then, snap – it’s done. A huge amount of investment and resources funneled into 4 people. A week with Lana (in-house) meant that 28 teachers and 19 Instructional Assistants were all touched. I know which basket to put all (or most) our eggs in.
So how did we take the learning to the next level after Lana left?
Using Inquiry Moves (see below), each teacher selected 1 that they wanted to develop. They now have three weeks to collaborate with those people (outside of their teams) and then share back to the group. This is just one step of many we plan to develop and strengthen.
This is how we are developing an inquiry culture at VIS. This is just the beginning. We have big plans to bring Lana back and take us through the next cycle of inquiry learning t-o-g-e-t-h-e-r!
The ebbs and flows of exciting new job prospects and recruitment is slowing down to rest dormant for another cycle in international schools. More on this later in the post. Let’s pause for a moment and wind back to August before going any further.
You’re in August, just returned after a relaxing break, time to ponder and consider if you are staying on or moving on, as your contract is a perishable item, just like long-life milk in aisle 4. Before you know it, you find yourself in October (some schools drop the ‘letter of intent’ much earlier than this). You have to resign before squaring away that next job.
What to do? Am I fulfilled? Have I outgrown this place? Am I happy? Do I offer something unique? The questions, the introspection, the game of romanticizing and flirting with the dozens of possibilities of potential schools begins to become real. Then the practicalities and gravity of moving sets in…. shipping, housing, Visas, notarization, friends, the comfortable life you’ve created, police checks….. here we go again.
So you’re now leaving and have a good 6 months left at the school which saw something special in you when they first took you on. They hired you on all the skills, knowledge and passion for learning that you were bringing with you. Life was good. The cycle turns and rolls effortlessly.
And this is where ‘the game’ becomes interesting….
Who are you once you have a foot out the door? You’ve signed and secured a new contract somewhere else. Good for you!
How are you going to spend your remaining 6 months? What is your legacy? How do you want to be remembered? I believe that the true colors of who one really is, shine through in the last 6 months of their contract. This is when you see someone in their full light. Their morals, their values, their ethics, their desire, their essence, their personality, their qualities, their core…..
Are you someone who begins to:
- arrive late to work?
- use all your sick days?
- say less? do less?
- leave at 4 on the dot?
- gossip and be more negative
- and on and on…..
Or are you someone who:
- gives their best and remains consistent?
- contributes at meetings?
- turns up to organized events and supports them?
- is positive and works hard?
- still cares about learning and growing?
- has the desire to ‘finish’ well, right up to the middle of June?
- and on and on…..
I believe that school leadership and administration needs to connect with the schools that teachers are going to and share some ‘home truths’ with how things have turned sour (or not) in the remaining 6 weeks of the year. More like a follow-up conversation, a hand over. Sharing an appraisal or goals. We do that with our students, why not educators….. Maybe this would work…. maybe not. There has to be a way to circle things back.
Sure, leaders can have conversations with those who flag and meander. I think there is a missing link from the beginning of August. The ‘sun setting stage’ of one’s time in a school says a lot about someone. The approach we need to take should go beyond the signing of a new contract and hoping they stay true and consistent to what they have shown and been like.
Let’s finish well, let’s finish how we started!
Why do we have to manage grown adults ‘out of’ and ‘in to’ schools?
A parent recently asked me if I felt her children would struggle when returning to a more conservative model of education after several years in a PYP school… and an innovative PYP school at that.
She was mainly thinking about whether or not they would have fallen behind academically in the traditional subject areas as the system in her country, like in most of them, is very content-specific. I said that they may find there are things that they haven’t learned… of course! However, I told her, after several years in the PYP they will have the ability to access that information as they will be skilled in the “art of learning”. I reassured her that what they have learned, or haven’t learned, should not present them with insurmountable problems.
What they might struggle with, I said, is being expected to go backwards in terms of how they learn. Being put back into a traditional classroom set-up in which all students sit at tables all day, sometimes in rows. Being put back into a traditional teacher-student authority relationship. Being put back into situations where all students are doing the same thing, the same way at the same time. Being put back into didactic, predetermined contexts for learning. Being put back into a place where only a few forms of expression are valued. These are all things they might struggle with. These are all things that many children who leave PYP schools and go back to state systems struggle with.
The metaphor of a genie in a bottle sprung to mind as I was talking. We laughed about how the PYP has released the inner genie in her children, and children like them, and how it might be very difficult or even impossible to put the genie back into the bottle!
But, do we really want to?
Header image from here