Tag Archives: teaching

Verdict on Whole Class Guided Reading by @Mroberts90Matt

So, just over 4 months ago, I set on a new journey in Guided Reading – Whole Class Guided Reading. I shared my initial thoughts back then on what I considered the pros and cons of this, and other approaches I had experiences that can be seen here. As I have gone along with this approach, I have noticed a few things which have really added to this method:

1. Keep the Groups but Keep them Mixed

At the start, I reflected a lot on what would be best. Should I completely disband Guided Reading groups? If not, do I keep them differentiated to be able to focus certain levels of questions or mix them up? As I continued I decided to keep the previous groups we had for Guided Reading which were differentiated – mainly so that the groups didn’t feel a complete change. In hindsight however I think that was the wrong choice. I think it is important to keep GR groups so that you can focus discussion and questioning in a smaller group setting but making them mixed ability is the way forward. This enables support for the lower attainers by accessing higher levels of questioning and discussion with their peers. Also, those with a greater depth of understanding can develop this through explanation and discussion of their thoughts with their peers as they coach them.

2. Vary the Activities

So when we were presented with the idea of Whole Class Guided Reading, I was given the idea that a lot of the Whole Class model could focus on discussing questions focusing on different strands in Reading (such as prediction, summary and comparison) and children should be able to model answers. As such, this was pretty much all I did. It was great to start with and it definitely had an impact – however, it did become stale after a couple of weeks. So I began to realise that Whole Class Guided Reading should be seen as engaging as any other session (duh – I know right) and whilst a lot of the engagement should come from a stellar text (we used Wonder – the kids LOVED it) you do need to put in some variety of activities. I probably won’t make it every other session – but maybe once a week or so throw in something to make the text come even more alive. Some examples can be found in this document (which I didn’t create) List of Possible Whole Class GR Activities

Some others are below:

In the back of your books, write three open questions you would like to ask any of August’s guides (Charlotte, Julian and Jack) about their first impressions of August.1

3. Go with the Flow

I think Whole Class Guided Reading has such a potential to unlock thoughts and imagination across the class. However, as we have gone through discussion and drawn ideas from all the class, a number of answers have been given that have taken things in a different direction. We have gone into in-depth comparisons between August/Summer and Beauty and the Beast, we have also delved into the genetics behind colour-blindness (one of my party tricks) as a result of the discussions going in their flow. One thing that I would take away for Whole Class Guided Reading is be ready for the discussion to take a different direction – I find it exhilarating and the children find it engaging when the discussion is at a high-level but has evolved over questions and thoughts from the children…and because it is ‘Whole-Class’, these ideas can come from anyone about the same text.

Back in February I said I would not change my effective, well-planned carousel – Guided Reading, I had it cracked. However, I am of the opinion that I will not be changing my Whole Class Guided Reading – unless something else comes along that looks better/is forced upon me but hey – that’s teaching!

 

Getting staff to lead by @Mroberts90Matt

Recently I read a tweet from someone (I wish I had taken a snapshot or retweeted or something but I didn’t) which posed the question: “As a leader, should you encourage your best teachers to lead more or keep them performing at their absolute best for the school you are in?” I have paraphrased the question but the meaning behind it matches what they asked. I’m sure they were asking to develop discussion.

First of all I guess that this question is dependant on the teacher’s desires to lead. I mean, I’m sure there are many teachers who are brilliant at their job but who want stay in the classroom doing what they do best, teaching. I remember reading another tweet which I found ironic but very true: teaching is one of those few professions where the better you get at the job, the less you do it. When I think of our SLT this certainly is true. They are strong, model practitioners but their responsibility on the SLT requires them to be out of the classroom more than other teaching staff. As such – a responsibility leading standards through the wider school may not be a goal for all.

However, whilst not a non-negotiable as such, subject leadership is expected of most teaching staff. In this role, all teaching staff are given an opportunity to develop skills in leadership. They take responsibility of this subject and how it can develop at the school. Subject leadership can see the curriculum transform at a school, or slip slowly into mediocrity. The question is – how can subject leadership develop the knowledge and skills of the leader themselves?

1. Glimpsing the Bigger Picture

As a member of staff are given the role of playing a wider part in school development, they start to see how vital their subject is to the vibrant life in a school. They also recognise the planning, preparation and impact their direct leadership has on the children in the school through their subject. Subject leaders are required to evidence progress in their subject and as they do, they begin to recognise the importance of information and data from around the school. This understanding will then support an appreciation for effective, necessary educational change later on.

2. Enhancing Own Practice

As a subject leader, there begins to be a recognition of the need to improve own practice. An effective leader recognises the impact of their practice on those around. They need to model excellence in teaching and learning, at least in the subject area they lead. As they do this, they can begin to recognise areas they can develop in other subject areas and as such, use their experience as a leader to improve their own practice. This experience could be likened to the leader being encouraged to raise the bar on their practice so they can influence others to do the same and see an impact in their subject area.

3. Develop Self-Awareness and Confidence

Without experience in leading a subject area, it can be difficult for practitioners to develop skills and expertise in a way that brings their practice into a spotlight. I know that as I was offered the opportunity to lead PE and Sport in my school, I was horrified at the thought. I had never planned and taught a PE lesson independently never mind led the subject across a 2-3 form entry school! However, after research, observations and practice, I have developed in my confidence in delivering this subject in my own practice. Whilst this has improved my PE teaching, it has done much more! I feel much more confident in my ability to take on further challenges in my professional life as I have seen the successes of my leadership. This is the potential power of getting staff to lead – the opportunity to improve self-confidence and the recognition that they have the professional ability to influence positive change in their own practice and those around them.

So, in conclusion, it is vital that teachers are given the chance to lead. Yes it is necessary to ensure excellence in all areas of the curriculum (one cannot do it alone) but there are more, impressive outcomes from empowering staff to lead the curriculum in a school. They become more aware of the bigger picture in the school, they enhance their own practice in general and recognise the power they have as a practitioner.

Introducing Evolution by @Mroberts90Matt

Thought I would post a lesson idea as I haven’t for a while and this was the original reason why I begun this blog!

In Year 6 we have a wonderful new unit to dig our teeth into on Evolution and Inheritance. Of course, it isn’t new anymore – it’s been in the curriculum for 3 academic years now. However, it is one which I think a number of practitioners may still be getting the handle on how to introduce it or approach it. This was especially true in our context with a vast number of children who have strong religious views.

To introduce it recently, I turned to an idea that I had come across in my initial teacher training. Quite wisely, the Science Department of my initial teacher training provider recognised (in the academic year 2013-14) that the greatest thing they could give us was a grasp of the new curriculum being implemented in that next year. We had a ‘DohBugs’ activity where the children create a new species using the process of ‘natural selection’. Simply, the children pick two letters from a random selection of capital and lower case letters -> so for example they may pick AA, Aa or aa. This ‘genetic code’ then gives a specific characteristic. Here is mine below:

IMG_20140131_112743.jpg

(I have the resources, including lesson plan, PPT, genetic code bank and letter slips freely available on request or on TES…for free!)

As we began with an interactive game (in which we almost experienced an apocalypse!), we led on to this DohBugs activity in our ‘genetics lab’ which the children really enjoyed.

What was also good was one of the children felt able to voice their concern over the conflict between what they were learning and their beliefs. What led on from that was a great opportunity to share a discussion about how the learning of the theory of evolution and in fact all things we learn in Science begin or began as theories. Some of them have been proven as scientific fact (i.e. the world is round because we have seen it) and others are still being researched and have evidence that may be starting to back up the theory.

Anyway, the lesson went very well. The children enjoyed the experience, learnt about the process of natural selection and were enthused to learn more about the theory of evolution and inheritance.

What Makes Effective CPD by @Mrobert90Matt

I am so appreciative of the senior leadership of my school. They have given me the opportunity to undertake a course of study on a NPQML course. Recently I began a Leading and Developing Staff module where I have been questioning my practice around how to support those I have responsibility for so they can develop in their roles.

One focus in particular was the use of CPD and how is it made more effective. I have been teaching for 2 years and, like many of you, I have seen world-class inspiration and extremely uncomfortable lectures. It may seem obvious to state but the better the CPD a teaching team has then teaching and learning will improve. In fact Stoll, Harris and Handscomb (2012) affirmed “It seems obvious to state that great professional development is fundamental to great pedagogy.”

However, great CPD does not just entertain, engage or keep a teaching staff busy on other things. The whole purpose of continuous professional development must be to enact change. In the few trainings I have delivered one of the main things I try to do is leave an action or a challenge for the participants because otherwise, what would the point be? Bubb & Earley, (2007:4) identify how key getting staff to take on questioning and changing of practice when they said “…an ongoing process encompassing all formal and informal learning experiences that enable all staff in schools, individually and with others, to think about what they are doing, enhance their knowledge and skills and improve ways of working so that pupil learning and wellbeing are enhanced as a result… creating opportunities for adult learning, ultimately for the purpose of enhancing the quality of education in the classroom.” So, effective professional development must encourage staff to enhance knowledge and skills which will then have an impact on all areas in the classroom.

In order to ensure I am able to provide effective continuous professional development, I have researched into key characteristics of effective professional development and here is a list which may be useful:

1. Effective professional development starts with the end in mind
I have found this is most effective for a whole school. When the staff meeting dates and agendas are set terms in advance, it allows school leaders to strategically plan for the optimal times for each CPD session. The best CPD strategic planning takes busy times in the year to account (such as Parents Evenings, report deadline, assessment deadlines etc) and plans the more urgent or potentially powerful objectives away from those times. Planning with the end in mind.

2. Effective professional development challenges thinking as part of changing practice.
As mentioned before, this has to be present in my opinion. If the process of challenging thinking is not present, then the teacher’s may have well just marked there never-ending piles of books in that time. Whilst it is partly the teacher’s responsibility to take on the challenge to open their minds and accept the challenge to change, the provider of the CPD must be enticing and engaging enough to persuade the teachers (those open to challenging their practice and those not so open) to challenge their own thinking.

3. Effective professional development is based on the assessment of individual and school needs.
The most effective CPD is based on school development points. This is made even more effective as the staff are involved in at least knowing what those development points are because they then know it is something of importance for the development of the school.

4. Effective professional development involves connecting work-based learning and external expertise.
I had to learn what this was initially. Simply, work-based learning is defined as opportunities to learn in-school, by shadowing, interning or taking small-scale project leadership. Therefore, effective CPD uses both in-school training and external speakers and expertise. This blend of effective relationship and knowledge building between staff and from the best experts creates a vibrant, exciting professional development timetable. I think the best CPD on its own are chances staff have to share ideas and things that have worked well but that does not mean school’s should not invest in expertise – but preferably from deliverers who are not out of touch from the rigour and demands of today’s classroom teachers.

5. Effective professional learning opportunities are varied, rich and sustainable.
As teachers we are expected to make learning varied, rich and sustainable in our classrooms. We are scrutinised, supported and expected as part of our job role to enthuse our learner To do this, and then go on a Tuesday afternoon to a CPD session planned by the strategic leaders of our school that does and is the opposite I can imagine seems demoralising, time-wasting and hypocritical. Fortunately I am not in a school like that – I look forward to our CPD sessions and that is because the opportunities are rich. One week we have a hands-on Computing input by our passionate Computing lead, then a paradigm-shifting session on Whole Class Guided Reading by our English Lead and then a serious but equally important session on Safeguarding lead by the Head. All of this is shared on our school website to the staff, parents and even pupils so all know that we are engaged in valuable and varied CPD.

6. Effective professional development uses action research and enquiry as key tools.
In presenting CPD, it is important to include research. This gives the focus of the professional development more authority and is therefore more likely to have an impact on the teacher’s practice. As an example, when I was planning my project for my NPQML, I located a Case Study which confirmed that in at least 6 other educational settings, the initiative I wanted to implement had an impact. When I was able to share this with the SLT and later the teaching staff, I felt more confident that this would work and they seemed to take even more notice, being influenced by the research behind the approach which they could then see a model on how to apply.
 

7. Effective professional development is strongly enhanced through collaborative learning and joint practice development.
#PrimaryRocks – nuff said! Perfect embodiment of this point.

8. Effective professional development is enhanced by creating professional learning communities within and between schools.
Whilst I have my views on schools becoming multi-trust academies, there is a massive benefit that cannot be ignored. Schools within an academy trust are even more likely to share good practice because they have a vested interest in the academy chain. Yes this should happen within the Local Authority system but from what I’ve seen, in a world where pressure is being ever placed on individual schools to perform, this causes most schools to withdraw in to focus on pushing their performance higher, with little time remaining to share excellent practice.

9. Effective professional development requires leadership to create the necessary conditions.
This is key. Without a visionary leadership, devoted to the development of their staff, then quality CPD will not be high on the agenda in a busy school. I could be wrong in saying this but the leadership in a school should have staff as the priority, not the children. The reason I suggest this thought is that once the staff are well-provided for by the leadership in the school, the staff then make the children their absolute prority and as they are the ones leading the front line in quality teaching and learning, this will be pivotal.

What are your thoughts? Do you agree with this list or would you question something? Would you add anything?

Let’s Talk about Workload by @Mroberts90Matt

The workload issue is not going anywhere, anytime soon. In a time where edu-Twitter is cycling with debates around all sorts of philosophies and facets of education, one thing rings throughout most of the profession – there is one elephant that looms largest and that is the unsustainable amount of workload in the teaching profession. Wellbeing is becoming increasingly higher on the agenda for the best leadership teams and it is a concern for even some outside of the profession. A number of parents have commented on how they are aware of how hard I and other teachers work for their children and they really appreciate it.

This issue has risen again in a recent report detailing how many young teachers are planning their way out of the profession. A recent survey from the NUT suggest that 45% of young, recently-qualified teachers plan to leave the profession in the next five years. I remember watching a report about a month ago on the same topic and the DfE’s response was to say they are working on recruiting more quality candidates into the profession. Whilst that is important, surely more focus needs to be put on making the profession more attractive? What is the point in recruiting more teachers if more then leave the other way?

There does not seem to be a clear-cut answer coming over the near horizon – but we have each other! Twitter, blogs, bottom-up CPD are providing a real way forward for teachers to look outside their school setting and recognise the strength around them. I am a much more positive practitioner because of the interactions. So, I want to take this brief opportunity to share some tips and ideas to beat the workload woes. I may not be the perfect teacher but I feel I do have some ideas on how teachers can take those small short-cuts that don’t impact on their teaching and learning (and sometimes enhance them). However, don’t just listen to me – dozens of other excellent professionals have spoken out against this workload crisis. I am very grateful for their contributions and I hope to include as many as possible. Hopefully this will help someone out there free some time for themselves. Please share this valuable list!

Before I even embark on this list – one very important point to remember is that whilst there are a number of tasks for teachers to do and it is a high-demand profession, workload is in our control mainly. Often we are the ones who place too much on ourselves. @bekblayton and @thatboycanteach put it very well when they reminded us all that we must remember that overcoming workload woes is not a pipe dream – it is possible. We need to adjust bad time management and prioritisation habits to help us do it!

1. Learn to Magpie and do it effectively
This was my first thought – massive amounts of time can be lost with teachers getting that resource exactly  perfect, with a nice border and then laminating that piece for the display. Just get the content challenging and correct, get it copied then done! Move on!
@Mrs_D_H – accept that good enough is good enough
@blondebonce – also says to not laminate 😉
@mccaffery81 – Shared a great idea which a typical example of needing to magpie from other professionals – phonicstracker.com – look into it, use it!

2. Find your Marking Mojo
@MisterMahon – Self and peer assess – it identifies misconceptions just as effectively, if not more so
@kvnmcl – Do NOT take marking home
@MrCartwright26 – Get some marking done in the lesson whilst supporting children
@primary_newbie – also says to mark in class – making use of self and peer assessment
@Wolvespps – Uses a marking code when marking. Assigns a number for each target in writing then has children write them – I do exactly the same for comments in all subjects

@hbudders – Agrees once again with marking in the lesson and give instant feedback, along with @emmaholts
@kat_luc01 – Warns against marking criteria not involved in the focus of the lesson. Extra areas of focus in marking can eat into precious time
@redgierob – Don’t be conned into marking every piece of work!

3. Plan for Pupils, not Procedure
@JoHale3 – plan daily, you should not have to plan the whole week if you do not know how they will do!
@HeyMissPrice – do not plan every lesson, do what is necessary
@RobertsNiomi – reduce weekly planning to a sheet of A4

4. Learn to do the jobs that need doing…and little else
@thomasandrews88 – do what needs to be done for tomorrow, then stop
@dave_foley_1990 – do the stuff you are asked to do, don’t do more than you need to
@bekblayton – set a finish time and when you reach it STOP!
@MrWalkerKPPS – look into instant displays – washing lines, working walls are as effective

5. Go with your gut!
@NorthDevonTeach – self-reflect but do not do so too much, will increase workload
@MrsR451 – Ask the question – will this help learning? If not then don’t do it – if it is required then do it minimally!

6. Plan Time Carefully
@challis_luce8 – Get work done on Friday so you have Monday prepared already
@mrsmacwilson – Plan at least one day a week to go home earlier with no marking
@mr_k3ys – Work smarter (not harder) – set time limit and challenge self to stick to it
@Mr_Beetroot – Used a work logging app (he suggested WorkLog) for 2 weeks, analysed what he lost a lot of time doing, then cut that down.

Special mention from @HeyMissPrice! After having read these suggestions, you will notice that many of them require understanding and acceptance from a caring SLT. If an SLT insist on convoluted systems of marking, require lesson plans handed in often and certain jobs doing that are really not required (particularly being stated that “it’s for Ofsted) then @HeyMissPrice says be brave and ask why those things are necessarily done that way if it’s impact on teaching and learning is minimal.

Please do take a look at the great suggestions – as you see, they all seem to fall under 6 categories. These are the areas that teachers can lose a lot of time accomplishing tasks but that they can have control over how much time these jobs take. The suggestions above are key – share them and add any of your own to help alleviate the stress and workload on fellow teachers.

Bennett’s Behaviour Brilliance (and #PrimaryRocksLive) by @Mroberts90Matt

On Friday, a new publication was made available on the DfE website. These new publications always tend to be published on a Friday and so sit in my ‘I’ll get to it when I can’ pile. However, I had been anticipating this particular one for a little while and it has a lot of excellent infographs produced by Oliver Caviglioli (@olivercavigliol) . As such I determined that I would read this particular offering by Tom Bennett (@tombennett71) over the weekend as soon as I could. I had also been considering changing the paradigm of behaviour management in my classroom since #PrimaryRocksLive and hearing the input from Paul Dix (@pivotalpaul) . More on that later.

I could not even begin to attempt to capture the whole of this comprehensive report in one blog and I would not do it justice. To read the excellent report (and I strongly suggest you do) then follow this link: https://www.gov.uk/government/publications/behaviour-in-schools

I will attempt to highlight some key messages and thoughts and enhance this with my own evidence and ideas:

1. The Way we Do Things Around Here
Early on, Bennett states – “The key task for a school leader is to create a culture – usefully defined as ‘the way we do things around here’ – that is understood and subscribed to by the whole school community.” This is a vital part of making behaviour excellent in any school. The challenge here is that this is very dependent on the school leadership. If the school leadership do not set an example of how we expect things to be, always, then it will become more challenging for staff to enforce this in the classroom.

I have experienced this in both extremes. Fortuntaely I currently work at a school where there is very much an ethos of “this is our way, and we all will follow this way”. What this does is not only instil a feeling working together to make behaviour work around the school but as teachers we become empowered to drive home these principles in the classroom. We remind children “this is not what we expect at our school” and suddenly they recognise this ethos will be expected by all. Of course some will naturally not conform, but the vast majority will, and this is the first step to ensuring excellent behaviour across a school.

2. Behaviour Focus must come from higher than Heads

Despite the importance of the previous point, it is important to note that Bennett states that actually, the way behaviour will improve across the country is for the focus and resources to come from higher than Headteachers. He says his suggestions “…are designed to stimulate change and improvement in the field of school leadership for behaviour.” The Department for Education must make certain changes and provisions to make the biggest impact – which will have an impact on recruitment and retention (which in themselves are main focuses right now for the DfE).
The suggestions to the DfE can be found in the report on page 9-10 and are well worth a look and hopefully, as they commissioned the report, they will act on the advice.

3. Behaviour must be a priority for all

There are many pressures in education. Teachers, school leaders and other stakeholders in children’s education will all have different priorities. For some it’s developing the whole child. For others it is imparting as much knowledge as possible. Whatever an educator’s core value and goal, behaviour from those involved in the classroom will have an impact. Thus, research and effort into how to develop better behaviour in the classroom is important, necessary even.
“Whatever one believes the aim of education to be, all of these are best realised in schools where good behaviour is the norm, and antisocial, selfish, or self-destructive behaviour is minimised.”
All schools can take note of this. How do they address behaviour? Is there a robust, clear behaviour policy. Is there a valuable induction for new members of staff (not just teaching staff) so all understand “how we do things around here”? Who holds whole-school responsibility for behaviour, is there a Behaviour Lead? Is it necessary to have one person given the responsibility to plan and consider behaviour?

4. Is expecting good behaviour oppressive?

Fairly recently, I got caught into a brief discussion on Twitter. It happened when there was that uproar over (guess who…) the Michaela Academy deciding to recruit a ‘detention director’. Now, I felt that this was unusual but as was pointed out – if this is how they ensure behaviour is kept excellent then so what? Some tried to argue that this clearly shows Michaela have behaviour issues in school. However, as Bennett points out, the best schools address behaviour and make plans to act on it when behaviour is very good so the fact they wanted to recruit a ‘detention director’ is no indicator of poor behaviour.

Going back to the discussion I got pulled into – there was one line in the job description someone pulled out, about expecting obedience in school. Someone had an issue with this and I asked “When would you not expect obedience in a school?” Of course I got all sorts of answers (including, when a member of staff asks a child to join them in a quiet stock room and when a member of staff says they cannot go to the toilet despite the fact they are desperate) but of course we are talking about obedience to school rules here. Some teachers seem to feel that saying we expect obedience to all rules is oppressive but, to be openly frank here, this is why we have behaviour problems in school. Expecting good behaviour is not oppressive, it is surely standard in any school.

5. Behaviour thrives in complacency

Behaviour strategies are easy to implement, they are harder to maintain. I have seen this in the microcosm of my own classroom. I am only teaching in my third year but I have seen how if a behaviour management strategy is not kept relentlessly on top of, then it’s impact decreases dramatically. Think then how slippage can happen across a school. Another things I have noticed is how the effectiveness of some behaviour strategies decay naturally over time so keeping children on their toes is sometimes necessary.
Below if a diagram showing just *a few* elements of how behaviour can deteriorate in a school which can be found in Bennett’s report:

Behaviour Barriers(page 60 for the original image)

Thus, Bennett suggests all school leaders should take an audit on behaviour. Whilst self-auditing is a start, Bennett suggests the audit will be most effective when done cross-schools. If leaders look at all this practice-changing information and say, as Bennett suggested ‘they already do that…’ then they will miss out on improving the already-good behaviour system they have. The work has to be done when things are going well or not.

So now what?

Well, for me I knew I had to change. I was unfortunate to not go to #PrimaryRocksLive but I followed on the hashtag for quite a while and it was clear that Paul Dix’s presentation on behaviour was a shining highlight.

For me, the concept of faming good behaviour rather than shaming poor behaviour rung true. I and, from the reaction I read, many other practitioners do not fame good behaviour enough. So I took this on board, and magpied an excellent assembly idea from the influential Chris Dyson (@chrisdysonHT) who took the ‘Best Seats in the House’ concept from Ant and Dec’s Saturday Night Takeaway. Simply, the children win the ‘best seats’ through behaviour above and beyond what we expect. I applied this to my own classroom:

This has already evolved since Monday and now the children love it – the children chosen from the previous day get to do their learning in the best seats, they get a little reward (of a chocolatey nature) and they get to leave the class first for break, lunch and end of day. Most importantly, they are announced in the class and their behaviour is famed.

If a child wins it one day then shows above and beyond behaviour to win it the next day? So what?? They win it two days in a row. That blew some of my kid’s minds! How is that fair? I had questions – and I asked one back “Was their behaviour above and beyond yesterday again?” They have quickly learned only above and beyond will earn the exciting reward! Try it out and improve on what I’ve done – I’m sure there are better ways.

 

Influencing Others by @Mroberts90Matt

As part of my NPQML, may main task is to evidence that I have developed my leadership against certain ‘competencies’ of effective leadership. I was asked to share a 360 Diagnostic Review of my perceived leadership with leaders in my school context. One of my areas to focus on was ‘Influencing Others’.

Fast-forward several months and I have presented the main staff meeting to the majority of the staff about my initiative that I want to implement about Talk4Maths. Many steps have followed before – research, presenting to SLT, forming a team, trialling the Talk4Maths amongst other things. This was a massive learning experience for me. I’m sure some that read this will be very used to presenting about educational matters but this was my first time to try and influence others to act on what I was going on about in front of them. These are some of the things that I have learnt about trying to influence educational change:

1. Clear knowledge and understanding

One thing I recognised straight away was the need to know what I was talking about. I had become so convinced that the Talk4Maths strategy had an impact on children’s learning and would particularly be useful for our 80% of EAL learners in our school. However, it was important to demonstrate this certainty with a backing of theory and research which proved that. Not only that, but I had to convey this in a way that would make sense. I am very good at rushing through concepts because I am aware of them (a habit I had to curtail in my classroom practice in my teacher training).

2. Build a rapport

In our school we have had many speakers and consultants come and go and there is one thing that rings true from the best ones – they related to the listeners. I could have easily given a crystal-clear, knowledgeable presentation, faultless in knowledge and understanding but lost the audience. If I did not try to relate to the listeners then I would quickly be glazed over and the valuable learning I was trying to present would be wasted. It can be done very simply. For example, when I presented the training, we had not had a functioning colour printer for a few days – something that was becoming a running joke between the staff (it had to be a joke, otherwise we would be very annoyed). So, at a point in the training I gave a handout but of course the beautiful colour had been lost. I made a quick comment, they chuckled and we continued. Now, not the best joke but it showed a moment of togetherness, of ‘isn’t this silly right?’ which would have endeared…well maybe only one or two. This was not the only example but one that comes to mind.

3. Interactivity

I hate nothing more than a presentation where I sit and am talked at. We would condemn teachers that do this to children, so why would leaders in education who should be modelling excellent teaching and learning find it acceptable. Okay – the whole ‘teacher talk’ is different to staff CPD than it is in the classroom. ‘Teacher talk’ is required in staff CPD and teachers, as professionals, should be expected to listen and take in information attentively, no matter how little interaction there is. However, again the most memorable CPD I’ve had includes interactive activities, preferably demonstrating the concept or information we are trying to get to grips with.

As with most of my blog posts, there are probably more things that I’ve missed on my non-exhaustive list of things that help us influence others but I’d love to hear more from you!

Boosters… Must Be Spring! by @Mroberts90Matt

The nights are getting shorter, the weather is getting milder (kind of) and the half terms are getting shorter! Although, Year 6 teachers know what this means.

“Oh, there you are [insert Year 6 teacher name], I believe you have 55% of your children working at expected in Maths. What are you planning on doing to improve this?”

“Well [insert Head name] I was thinking about trying my hardest in every Maths session and increasing the amount of Maths sessions in these children’s school weeks.”

“Oh great! Thanks [insert Year 6 teacher name]…anything else?”

“Err…no. Is there anything else you think I could do?”

“Wellllll…..I was just wondering if you could think of anything else, maybe extra opportunities outside of school time?”

“…”

The thing is about boosters, in all the schools I know (I know there may be some that will do this), sessions based on the premise of ‘boosting’ children’s attainment are found uniquely in Year 6 (in Primary Education) and maybe Year 2 (sadly). Yes I know there are ‘Maths Clubs’ and ‘Book Clubs’ and ‘Reading Breakfast Clubs’ but I am talking about the groups that are formed for the sole purpose of raising children’s attainment to increase percentages of children at the expected level.

Why is this? I know the answer is fairly obvious but surely, if children are ‘boosted’ at other points in their school life, there will be less need for such a grand boosting in Year 6.

Of course, I am not suggesting that all teachers should be expected to hold boosting sessions outside of school hours. To do so would be unacceptable and beyond the job description of teacher’s employment. However, if Year 6 teachers continue this acceptance (as I have) of holding booster classes a half term or two before the SATs, will other teachers eventually be made to feel obligated to ‘boost’ their children to raise attainment in their cohorts?

This is dangerous ground.

Having said this – the above dialogue is fabricated. Whilst I’m sure it does happen (Year 6 teachers being encouraged to hold booster sessions) this did not happen to me or my Year partner this year. We voluntarily offered to hold a 50min session each week…why??

I will give two reasons why:

1 – Support the school

I love the school I work at. I think it is such a vibrant place and it is continuing to get even better. As such, I feel a certain level of duty, or loyalty, to it. After all, it is the place that gave me my first teaching post, trusted me to teach in Year 6 straight away (one of my personal goals) and have literally provided for me to embark on the leadership path I want to take. Therefore, I want to produce the best results from this Year 6 cohort that I can to provide protection and evidence for when external eyes come looking and to develop the school’s reputation as one of the best.

2 – Support the child

This is the major reason. Ironically, the results of the tests that my Year 6 cohort sit will not have a direct impact on their pathway in life. However, this test to the child is of vital importance. Whether this sense of importance has been imposed by parents, teachers, the government or the child themselves is irrelevant. Whilst a few will not mind what result they get, two years of giving results one-by-one to my previous classes show the majority really care. I remember vividly in my 2014-15 class giving a Maths result to one of the children. She achieved a Level 3 but I know she was capable of a Level 4. She was gutted. I find myself not wanting this to be a regular occurrence. Therefore, I boost.

As Year 6 practitioners, if we have chosen to support and boost our children outside of school hours then this is admirable. However, we must make this choice carefully, in order to avoid creating a culture of expectation, rather than voluntary.

 

Initial Thoughts on Whole Class Guided Reading @Mroberts90Matt

So, a few days into a new journey for me. Guided reading at my school setting has been quite transient over the past few years I’ve been teaching there. I will list the various ways it has been implemented and consider the pros and cons of each. Over the 2 1/2 years I have tried three different styles of delivering Guided Reading and to hear anyone’s thoughts on the various styles would be much appreciated!

1 hour focus session a week

This was a style of Guided Reading I had never seen before and I doubt I will ever see again. Simply put, this style entails splitting the whole class into 4/5 groups once a week for an hour. Within that hour, all the TAs available in that Phase Group were pooled together so that each group would have a focus for a whole hour. So let’s have a look at this…unique style:

+Far more time to explore a text with a supporting adult

+More time to try and integrate more drama-based activities to enhance understanding of text

– Not every child is read with by the class teacher, only one group

– Only one GR session a week per child

– Highly reliant on all additional adults being available

– Requires a lot of different learning spaces to make most of benefits

Carousel Guided Reading

This is the regular version of Guided Reading. The Dairy Milk, the Ready Salted, the Kit Kat classic if you will. Wherever you’ve seen Guided Reading, this is probably the style you’ve seen implemented. Put simply, the class are split once again into around 5 groups and each day for 20-30 mins (depending on how long it takes your kids to actually figure out where they’re sitting and which daily activity they’re on) each group is undertaking a different activity and complete all of them in a week. Once again, benefits and negatives include:

+ An opportunity for a variety of challenges

+ Chn (in theory) become more independent

+ Teacher gets to work with everyone at some point in focused reading once a week

– Differentiation is a nightmare

– Chn from other groups will interrupt you when in discussion with focus group

– Due to different texts in each group, some do not access higher level texts

– Depending on the age and independence of your age group, setting up and settling can be tedious

Whole Class Guided Reading

This is the new craze that seems to be sweeping the Twitterverse. Quite a few Literacy leads (including my own) are raving about whole class guided reading. This is the reason why I am going to be trying it out this half term. The premise as far as I understand it is the class are introduced to the text/chapter/section all together (perhaps with a hook) to engage. Then they all read independently and the teacher moves to work with a focus group during the next section whilst the rest answer a variety of questions on the section they are working on and this lasts over 2-4 days depending on the Year Group. Once again, benefits and negatives are:

+All engage with higher level vocab from a higher level text

+Opportunity for all chn to access deeper thinking through peer discussion

+Less workload in terms of differentiation

+All chn receive some level of input from class teacher every day

+Less need for ‘set-up’ time

-Perhaps less of a chance for a variety of activities (but depends on how it’s implemented)

-Harder to integrate speaking and listening activities which the teacher can monitor and assess with it being a whole class task

By by non-exhaustive thinking, Whole Class Guided Reading should be the more effective method but many will have their opinions and other benefits and negatives to add (or maybe take away). Half our staff are trialling Carousel with One Text for All and half are trialling Whole Class with One Text for All. I had set up my carousel really effectively so I was a little reluctant but we were meant to trial as a Year Group and my Year 6 partner is the English Lead so I had little choice! However the class seem to be enjoying it so far!

Leadership/Management – A Continuum or Separate Skills by @Mroberts90Matt

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So – a quick one this week. I am intent on keeping up a weekly post but am now starting to flag with the depth of them.

Posted above I have pasted a model which was shared at a recent discussion on my NPQML course. It is a clear model which puts the relationship between leadership and management on a continuum. We were asked to reflect on our current roles and responsibilities in our setting and what we thought the majority of our time was spent on. The further to the left we place a cross and we are spending more of our time on management tasks than leadership tasks. The further to the right, then vice versa!

The question I have is this – can leadership and management be placed on a continuum? It quickly became apparent that we cannot view a leader being only focused on leadership skills or only on management skills. A leader who has leadership skills but no management has great ideas but cannot put them into action. A leader who has management skills but no leadership traits runs a very tight ship but that ship will have no direction and therefore no progress.

Thus, if we place leadership and management on a continuum, it suggests to me that these traits are a case of “either/or” rather than separate skills which a leader should select behaviours from in the right scenarios. Of course, some could argue that this continuum model does not indicate that leadership and management are skills that we choose “either/or” but it just analyses where a leader spends most of their time.

I don’t have a better solution but I feel that this can cause some confusion – particularly if used an a course which introduces new leaders to the debate of leadership and management. What happens from this is a group of new leaders who feel that a leader who spends some time on management tasks is not as an effective leader than one who spends all their time on leadership tasks. Although some would argue this is the case.

Well, hopefully you can make some sense out of that jumble of thoughts!