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Sunday, September 7, 2014

On-Demand Writing "Cheat" Sheet



On-Demand Writing
Quick Facts and Ideas


Here is some compiled information to assist with getting started with on-demand writing as pre- and post- assessments during a writing unit of study!  

The purpose of an on-demand assessment is to see the writing students can produce on their own within any writing genre that is about to be taught.

Therefore, teachers do not guide students through the process. This is not a teaching day, but a day for students to show what they know about writing a narrative piece (or other genre). From analyzing this data, teachers will begin to develop insight into what their young writers know and can do on their own; where they need additional help; and possible next teaching moves.

*****

During “on-demand” assessment time, students should be at their regular writing seats and writers should use familiar paper. Children in grades K-2 will probably need 4-page booklets with a space on each page for drawing and well-spaced lines for writing.  All students will all need to be able to add pages if they want/need.

Ideally, the prompt for a unit of study would be the same prompt used across the grade level.  This enables teachers to more accurately compare and discuss students’ work from various classes. 


Narrative on-demand prompt--sample:

Lucy Calkins encourages writing about an idea within a genre vs. an actual prompt—so in a narrative writing unit, you would want your students to write a story (narrative text) about someone special or something important that happened in their lives.

If you choose to use a prompt, something like this might work just fine:

“Let’s each write a true story of one time in our lives that we remember – a piece that shows our best work and that can go on our bulletin board for people to admire. You can work on it today and you’ll have more time tomorrow.

Here’s what we’ll write about: There are often people in our lives who are really important to us. Write about one moment you spent with a person who really matters to you. Tell the story of that moment.”




TIME--Note:
It’s important that students have two chunks of time to do this writing, so that we are given a glimpse into whether the writer takes a piece through rehearsing, drafting, and revising. This ‘on-demand’ assessment lets us see how students use what they know about narrative writing to write on any subject they are given. 

Generally, younger students may benefit from two sessions, 15-20 minutes per session, while older students should have two sessions at 25-30 minutes each.

  

What do I do with on-demands?  (I have made my demand, now what?)  J

After the genre on-demand writing sessions are completed for the upcoming unit, use them as pre-assessments by examining the criteria checklist that corresponds to the projected unit that you are about to teach.  


Referencing the criteria checklist and projected mini-lessons, ask yourself questions like these:



  • ·         What does each child already know?
  • ·         What does each child need to learn during this unit?  (This will help you find conferencing topics and mentor texts for individuals and small groups/partnerships.)
  • ·         What will I need to emphasize (based on what the class seems to need most)?
  • ·         Have I projected too many mini-lessons on topics that most students appear to have mastered?  If so, how can I adjust the unit for this class?
  • ·         Have I projected enough mini-lessons on topics for which most students appear to need more instruction and practice?  If so, how should I adjust the unit for this class?
  • ·         What topics could I teach in small groups based on needs?
  • ·         Do students seem to need lessons on a topic that has not been included in this unit projection?  If so, how might I adjust this unit to meet students’ needs? 
  • ·         Remember to adjust the criteria checklist to coincide with your new projections for mini-lessons.
  • ·         Remember to note any lessons/standards that you have taken out of the main plan by moving them into the “Other Possibilities” section on the unit plan.
  • ·         Give students the same prompt and amount of time at the end of the unit to compare initial and final pieces for showing growth over time.
  • ·         Students can use pieces to reflect on their learning at the end of the unit.  Written reflections could be included in the students’ portfolios along with the final on-demand for the unit and the corresponding criteria checklist/teacher’s notes.  These can be used to help with launching the next unit on narrative writing whether later in the year or in the next school year.


Tips for OnDemand Writing:
Teachers may “lightly” prompt students whose work falls at the earliest levels (kindergarten and 1st grade). The standards call for “guidance and support” at the early grades. The following guidelines offer acceptable “light” prompts. Please refrain from providing any additional prompting or help.

1.  If a student has not begun writing after 5 minutes teachers may prompt the student one time.

Narrative: “Think of a time you spent with a person who really matters to you. Tell about that time and why it mattered to you. Go ahead and write and draw it the best you can.”

Informational: “Think about a topic you know a lot about and can teach others. Tell about that topic and what you know. Go ahead and write and draw it the best you can.”

Opinion: “Think of something that you have strong feelings about. Tell your opinion and why you feel this way. Go ahead and write and draw it the best you can.”


2.  If a student is only drawing pictures teacher may prompt the student by saying, “I see you are making pictures to tell your idea. Could you also try writing the words to go with the pictures?”


3.  For emergent writers if their work is not something you will not be able to read later you will want to record what the writer tells you s/he has written. “What did you write? Can you read it to me?”  Record what the writer says on a separate piece of paper to be attached later.






For full documents and additional information please visit: Teachers College Reading and Writing Project website.

Other sources:

MAISA College and Career Readiness Project



Conformity Disguised As Collaboration

 
con·for·mi·ty
 noun \kən-ˈfȯr-mə-tē\
: behavior that is the same as the behavior of most other people in a society, group, etc.
: the fact or state of agreeing with or obeying something



col·lab·o·rate

 verb \kə-ˈla-bə-ˌrāt\
: to work with another person or group in order to achieve or do something


What causes educators to conform?

According to the definition of conformity, it is a noun denoting that people choose or feel forced to exhibit the same behavior... they "go along" with what others want or think... perhaps driven by agreement or to "keep the peace" or simply to "obey" or comply. 

Collaborating, on the other hand, is verb and signifies working together to achieve something--no mention of agreeing or obeying, just working together for the greater good.

So what motivates us to agree, obey, or to genuinely work together to achieve or do something?  Does collaboration mean everyone must agree to do the same thing?

Does one way fit all?

The implications of “conformity” in teaching have been turning over in my mind for quite some time now.  As the new school year begins, I wonder about its causes, its roots.  

In today’s political and fiscal environment (that seems to be anything but pro-education), how often do teachers feel diminished or fearful?  A plethora of extrinsic factors, including norm-referenced test scores, apply immeasurable pressures.  Do we somehow seek “safety in numbers?”  If we so, could this be a contributing factor to our willingness to “obey” or concede to conformity, even if we aren't sure it's best for our students?

Are we mistakenly believing that collaborating means we all must do exactly the same thing at the same time in similar ways?  Is there danger in daring to be "different"?

In the name of collaboration, teachers are sometimes being handed lesson or unit plans created by others, with either an overt or underlying message of, "Do this," vs., "Here are some ideas or starting points for our new conversation about our class's needs."

While we all have some conformity requirements in what we have to do--standards to teach, curriculum maps to follow, and standardized tests for which students must be prepared as best as possible.  But teachers should be able to plan timely, relevant instruction to reflect their own teaching styles and their students' learning needs and interests.

If a teacher needs to be a carbon copy of the teacher next door or down the hallway, does that ensure that s/he is "a good teacher" or "highly effective" (or at least effective)?  Does it guarantee that the teacher will not be viewed as "in need of improvement" or "ineffective"?

Even when a teacher sees varying needs in her classroom, there are times that her colleagues, administrator, or even her students' parents pressure her to mirror her colleagues in:
  • teaching particular lessons in an exact time frame 
  • “covering” specific lessons, units, or textbook material in the same way
  • assigning/grading a certain workbook page or set of spelling words

Does conforming in ways such as these make us better teachers—or does it serve to protect us via “safety in numbers”? 


Some teachers are feeling pressured to jump into textbooks and curriculum without taking time to get to know students.  This (perhaps inadvertently) supplants the use of time for amply gathering data (both qualitative and quantitative) about their students’ needs.  This can lead to struggling with time later on, knowing the most efficient ways to differentiate, and documenting students' progress.

Taking time to know students as readers, writers, spellers, and mathematicians allows teachers to deeply consider and plan for instruction that has the greatest potential to meet the needs for the entire class as well as individuals.

This creates the magic of feeling as if we have more time in our instructional day.  

When the teacher knows precise needs of the class and individual students, time can be saved and used more wisely.  Without pre-assessments, standards that might have taken weeks to teach to a whole class might only need the intense focus of a small group for a few days.  That saves time, allowing students to advance more quickly or learn more deeply.  Thus, achievement should be increased while instruction becomes more engaging and timely; the teacher is better able to teach what students need to learn, neither moving too slowly nor quickly. 

But the fact remains:  some teachers are made to feel like they are somehow “behind” if they take time to figure out how to teach responsively.  When their colleagues’ pace and styles don’t match theirs, they are sometimes told or believe that they need to somehow “catch up.” 

Those who haven’t taken time to become sufficiently informed regarding their students’ learning needs are the ones who are behind; it is they who have a LOT of catching up to do. 


I have asked worried teachers how they can perceive themselves as being “behind” with anything when we are just a few days into the school year, especially when they are gathering information and building a classroom community that will support intensive and explicit teaching practices.  

Not only is it possible to be a responsive teacher and still follow curriculum maps, it is the only responsible way to approach teaching.  

Projecting and planning units of study requires knowing your students’ strengths and needs.

In reading...

This is true when forming and effectively teaching small reading groups; teachers need to gather details about each student’s reading habits and preferences, interests, fiction and nonfiction reading levels, the types of errors s/he makes with fluency and decoding, and to collect data regarding how/when comprehension breaks down.

In writing...

Learning about students as readers helps you to know them as writers (and vice versa).  You also need to find out what your students know as writers, particularly as you start each unit of writing across the year.  Ask students to write “on-demand” pieces before we begin teaching a unit.  This allows us to use our time wisely to teach to students’ precise needs.  As Matt Glover says, “We can’t know…” exactly what should be in a unit plan (and for how long) until we meet our students and assess their needs--that includes pre-assessing and assessing formatively as an ongoing practice.

In spelling...

To know what a student needs in spelling, teachers need to look students’ writing to determine application.  Teachers should also assess where each student (and the entire class) is on the continuum of spelling stages and features.  Donald Bear’s WORDS THEIR WAY or Kathy Ganske’s WORD JOURNEYS provide the best resources out there for this process. 

Let’s look at an actual spelling list from a second grade basal text for the third week of instruction:

· stop
· strap
· nest
· hand
· brave
· ask
· clip
· stream
· mask
· twin
· breeze
· state
· browse
· straight
· skeleton

What do you see as being emphasized?  Are there patterns that can help the brain learn?  How many different features do you see?  Is there an obvious focus or pattern?


By my count, at least TEN different levels of features appear on this list.  The features found in this list range from A-N on Bear's or Ganske's developmentally appropriate continuum.

If a child were working at a “Feature N”, this would be acceptable as a review list, perhaps.  In second grade (for whom this list was designed by a textbook publisher), a list like this will be inappropriate use of time for most students.  Even those studying feature “N” would do well to focus on that feature vs. a random mix of everything that came before.

A teacher who takes the time to gather information about students’ spelling development can intelligently modify this list into something that will make sense and actually increase learning by her students—differentiating based on what the student actually needs to learn. 

Simply handing out a spelling list and adding or subtracting words based on students’ abilities is insufficient; common sense dictates that in order to teach my students what they need to learn, we should focus on the feature we are studying and that s/he needs to study. 

At the very least, we could work within the spelling stage of each student, meaning four would be the maximum number of spelling groups in any classroom, though more homogeneous groups might only have two.  One size fits all is grossly unfair, particularly in classrooms with diverse learners.   Though a published list might seem convenient and easy, we must know our students’ needs and ask ourselves if any given list attempts to provide practice with those precise patterns.

What one class needs is not likely to be exactly what the class next door or down the hall needs.  Though we can collaborate to discuss our lists and approaches, we cannot conform to the exact same spelling list within a class, not to mention between classes.

So…


When pressed to match (conform) to what your colleagues are doing in precisely the same way and maybe even on the same day, we would be doing well to ask ourselves some questions:

·       Is this what my students need?
·       How do I know?
·       How can I adjust the plan, timing, and feedback so that I am meeting them where they are as learners?


Maybe conformity isn’t such a dirty word… maybe it’s about HOW we conform.  If we conform by:

·       agreeing that we should differentiate,
·       collaborating about how that might look for various learners,
·       allowing each other to teach in sync with our students’ needs
·       celebrating our own passion for teaching
and
·      honoring our individual teaching styles, permitting them to be joyfully visible and heard…  


THEN I could be a conformist. 

I leave you with some Langston Hughes for inspiration as you consider this topic:

Crossing

It was that lonely day, folks,
When I walked all by myself.
My friends was all around me
But it was as if they’d left.
I went up on a mountain
In a high cold wind
And the coat that I was wearing
Was mosquito –netting thin.
I went down in the valley
And I crossed an icy stream
And the water I was crossing
Was no water in a dream
And the shoes I was wearing
No protection for that stream.
Then I stood out on a prairie
And as far as I could see
Wasn’t nobody on that prairie
Looked like me.
It was that lonely day, folks,
I walked all by myself.
My friends was right there with me
But was just as if they’d left.




Thursday, July 3, 2014

Teaching Wonders: Real-Life Teachers in 2014



Part 2 (continued from previous post)


So--

Is it possible to take "some boring, antiquated, real-life teacher" and make him/her into a human version of the Teaching Wonder in time to avoid extinction? What would the "right parts" consist of?  What would the investment be? What would the Assembly Instructions say?  What might you need to troubleshoot? What would the training manual say? 

What would be required beyond Patience and Optimism?

THE ANSWER-----------

Once a teacher has entered the profession, there is only one real way to keep from becoming antiquated and to avoid extinction.  It is through quality professional development.  But what is it?

I Googled "quality professional development for teachers".  Pages and pages of results were position papers/opinions of school boards, various states' departments of education, and many, many companies who have something to sell that will "fix" your teachers.  Try this Google search for yourself--who would YOU trust?  

I opened some of these documents and tried to discover who wrote them, what their agendas were, and how this related to profits (or not).  It was fairly easy to see the profits, but I had to exercise everything I know about my profession and close reading to determine agendas.  Even more challenging was to investigate "who" was behind each organization, company, and what "research" they were using to propel their cause.  (Sadly, the Supreme Court made that even more challenging this week with making it tougher for voters to access financial disclosures regarding the freebies our elected officials accept from lobbyists.)


So why did I bother?  

Because where and how we seek professional development matters.

I can remember a time when there was truly healthy competition among groups offering professional development for educators.  Options and ideas prevailed in a truly academic, scholarly environment.  In my state today, nearly everything has to have "approval" by our Dept. of Ed.  Recently, I noticed that in order for our Educational Service Centers to do a presentation, the DOE's logo must signify acceptance of each PowerPoint slide--logo that denotes the state's approval of that slide and that indicates that the slide can never be altered in any way.

Am I the only one that thinks this is a little like my "sci-fi" parody, TEACHING WONDERS (see yesterday's post)?

So what else is available?

The most sane offerings come from a local consortium called All Write!!!  This is a grassroots group of school corporations that pay a small membership fee to have access to the best educators in the world.  Through the All Write!!! Consortium, I have been able to participate in workshops with countless educational professionals and cutting edge thinkers, including:


  • Ralph Fletcher
  • Stephanie Harvey
  • Donalyn Miller
  • Barry Lane
  • Christopher Lehman
  • Penny Kittle
  • Jim Burke
  • Kelly Gallagher
  • Carl Anderson
  • Georgia Heard
  • Cris Tovani
  • Lester Laminack
  • Tim Rasinski
  • Dan Feigelson
  • Sharon Taberski
  • Debbie Diller
  • Matt Glover
  • Martha Horn
  • Katie Wood Ray
  • Karen Caine
  • Kylene Beers and Robert Probst
  • Jennifer Serravallo
  • Debbie Miller
  • Janet Angelillo
  • Franki Sibberson
  • Patrick Allen
  • Katherine Bomer
  • Laura Robb
  • Jeff Anderson
  • Ruth Ayres
  • Aimee Buckner
  • Max Brand
  • Frank Serafini
  • Peter Johnston
  • Tanny McGregor
  • Terry Thompson
  • ...and more

And through wonderful publishers, such as Heinemann and Stenhouse, and professional organizations, such as the International Reading Assn., and the Nat'l Council of Teachers of English, I have been able to spend days with Lucy Calkins, Mary Ehrenworth, Nancie Atwell, Linda Reif, Ellin Keene, Harvey Daniels, Reba Wadsworth, Jennifer Allen, Char Forsten, Jim Grant, Pat Cunningham, Sylvia Ford, Carolyn Chapman, Anne Goudvis, Kristin Ziemke, Mary Lee Hahn, 

The days have turned into hours, hours to weeks, weeks to years of learning, listening, reading, studying/collaborating, and implementing best practices--both tried and true and cutting edge--but all from the the best we have in the field of education.  All of this adds up to the 10,000 hours that Malcolm Gladwell says we must accumulate in our field in order to achieve mastery.  

In addition to the time we invest, what we read and hear influences what we say and do--and what we say and do influences who we become.  So...


WHO we listen to matters.  


What separates real-life teachers from "Teaching Wonders" teachers?  What makes you irreplaceable?

Over the years, experienced teachers have asked, "Why is it that I can have so many years of teaching experience without really feeling like I am a 'master teacher'?"  I think that it goes back to Gladwell's 10,000 hours.  While practice counts, what are we practicing, exactly?  

  • Are we constantly honing our craft?  
  • Do we seek growth, intentionally planning for our own professional development?  
  • Do we know what we want or need to do in order to grow?  
  • Do we thrive on learning and growing professionally, being truly "all in" and willing to joyfully invest time, energy, and spirit?  
  • Do we read professionally?  How often?  
  • Do we thoughtfully collaborate?  With whom?  For what purpose?
  • Do we attend workshops with only the best presenters who are doing the work and have first-hand experiences with the strategies that they are teaching?  Are we "fully present" when there?
  • Are we reflecting?
  • Are we implementing our new learnings as we go?


What Gladwell doesn't address is what it takes to sustain mastery, knowing that mastery today will surely look different tomorrow.  AND THAT MATTERS.


Teachers in our area are fortunate to live and work in a place that has access to our consortium for professional learning (see above).  The opportunities exist to learn together professionally vs. having "training done to teachers" by people who are not living the work.

But living in a place that has ready access to world-class master educators is different from choosing to attend their workshops and participate in job-embedded professional development.  Existing with those who are vested is different from being fully invested for yourself.  

Surely, building and sustaining mastery of teaching requires consistently and intentionally choosing to grow, seeking the appropriate professional development (including book studies, collaborations, workshops, and implementing with a coach).  

In particular, thoughtfully implementing new learning--putting it into reflective action in the classroom NOW--is what sets teachers apart in their growth, learning, specialization, and expertise.  

We have the freedom to choose... to participate... to actively engage... to exist authentically...to see our learning as intrinsically valuable and necessary. Peter Block (1993) says, "If we cannot say no, then saying yes has no meaning."  When do you accept professional development?  When do you seek it?  From whom?  Do you see yourself as being finished?

I think the sense of urgency in growing and learning professionally has to exist among all teachers.  When administrators and others "in charge" worry that we have become passive about our learning, that is when "training is done to teachers."  

Parker Palmer (THE COURAGE TO TEACH, 1998) says, "Authority is granted to people who are perceived as authoring their own words, their own actions, their own lives, rather than playing a scripted role at great remove from their own hearts.  When teachers depend on the coercive powers of law or technique, they have no authority at all."  (p. 33)  

That might be when we inadvertently become boring and antiquated... replaceable by a "Teaching Wonder".

So how do teachers "author their own words/actions/lives"?  How can a district assist in honoring each teacher's voice?  

In 1989's THE SEVEN HABITS OF HIGHLY EFFECTIVE PEOPLE, Stephen Covey says, "The more deeply you understand other people, the more you appreciate them, the more reverent you will feel about them.  To touch the soul of another human being is to walk on sacred ground."  (p. 258)  This is the work of an instructional coach.

Jim Knight, president of the Instructional Coaching Group at the University of Kansas, discusses coaching as a partnership in his book, UNMISTAKABLE IMPACT (2011).  Knight reminds us that when teachers work in a partnership with the coach, "...we respect our partners' professionalism and provide them with enough information so that they can make their own decisions.  Partners don't do the thinking for partners.  Rather, they empower their partners to do the thinking.  Reflection stands at the heart of the partnership approach, but it is only possible when people have the freedom to accept or reject what they are learning as they see fit."  (For more on this topic, see my post, "One-Minute Wisdom".)

To be reflective, to enjoy your teaching work, and to build competence in tackling new challenges, three steps are required (Knight, p. 37):

  • We must look back at what we might have done differently--what worked and didn't and why.
  • We must look at, considering what we are doing while in the act, monitoring our work as it is in progress, making adjustments, differentiating every moment of the day.
  • We must look ahead, thinking about how to use an idea, practice, or plan in the future, thinking about what we can do to ensure success.  This is where we can be creative in making an idea our own by reshaping, adapting, or reconstructing it to fit our style of teaching and (of course) our current students' needs.

It is our accumulated knowledge that helps us assume autonomy in this complex process of building and sustaining 'mastery' in teaching.  


Though we have the freedom to opt out of many professional development experiences (such as reading professional books, thoughtfully collaborating with colleagues, partnering with our instructional coach, participating in workshops with the best in the profession, etc.), we do so at our own peril. 

Without being invested in our own professional development, our knowledge does not accumulate with our experience--we might think we have autonomy since we have opted out, but in actuality, we have sacrificed it.  

When we opt out of professional development, we opt in to losing our teaching voices, being handed scripts to follow with fidelity, and quick-fix prescriptions for teaching written by people who do not know us or our students... all of which stand to destruct education as we know it.


True autonomy for our professional growth occurs when we intentionally and willingly learn, implement, and reflect.  


To gain (or regain) control of our own professional development, Jim Knight (2011) says that we need to exercise the following principles:

  • Equality
  • Choice
  • Voice
  • Reflection
  • Dialogue
  • Praxis
  • Reciprocity

Equality means that professional learning occurs with teachers and isn't "training" done TO teachers.

Choice means that teachers have choice regarding what and how they learn.  (Notice that opting out of learning is not part of this equation.)

Voice means that teachers are empowered and respected as they learn.

Reflection means that we think about instruction by looking back, looking at, and looking ahead.

Dialogue is authentically integrated in learning.

Praxis means that teachers apply their learning into real-life practice AS THEY ARE LEARNING.

Reciprocity means that we should expect to get as much as we give.


All of these naturally occur in a partnership with the instructional coach.  A mark of an invested, "all in", authentic professional is his/her willingness to partner with the coach, interacting as equals, to impact professional learning.

This is how we avoid extinction.  This is how we are better than the world of the automated "Teaching Wonder".

What action will you take?









Wednesday, July 2, 2014

Ordering the Perfect Teacher: A Sci-Fi How-To by "Teaching Wonders, Inc."-- A Parody


I'm reading and contemplating this rather bizarre "catalog," that focuses on building your own perfect bird, part by part, in a world (2031) where birds have become extinct.  To quote p. 4 in the text:

 "To build the proper way, you'll need more than Patience and Optimism.  You'll also need the RIGHT PARTS."

In these days of standardized "accountability," I have been thinking about why our teaching species are endangered, many disappearing, while others have already gone, and whether we should worry.  By 2031, will a company have created a catalog for building your own teacher?

Consider this YouTube "trailer" for Aviary Wonders, Inc.



Now, let's reword this for teachers:

"Teachers of the past faced many dangers:  norm-referenced test scores, school grades, budget cuts, pay freezes, skyrocketing insurance costs, decreases in benefits... the list goes on and on.

But now, it's 2031...

Here is the classroom--where are teachers?  They're now extinct...

But don't worry!


Now you can have your very own teacher in any style you want with 'Teaching Wonders'. 


And you don't have to settle for some boring, antiquated, real-life teacher!  Choose from hundreds of possible combinations of your favorite kinds of Teaching Wonders... 


Each Teaching Wonder Teacher comes complete with all of the Assembly Instructions and a manual that shows you how to train your teacher to get good test scores while providing you with entertainment and a passion for learning.  All this can be yours... with Teaching Wonders.


Who needs real teachers when Teaching Wonders can provide you with everything you need?"



So why do you need a Teaching Wonder?

Imagine the thrill of purchasing the teacher that is available at your beck and call, delivering the perfect script with just the right words, ideal tone of voice, willingness to repeat directions up to 300 times all while displaying an impeccable, lifelike smile and remarkably human LED eyes (choice of color available)!  The plastic skin (color choices available) is guaranteed not to tarnish or wrinkle from years of worry or thinking pesky beliefs or best practices.

Patented engineered movable parts will allow your Teaching Wonder to point to worksheets, hold a pencil or ruler, or even type on your electronic devices.  Your Teaching Wonder arrives dressed in a professional-looking school uniform of up to two of your favorite colors--but WAIT!  You can use our convenient, online catalog to purchase other stylish outfits from our Teaching Wonders clothing line (on size fits all Teaching Wonders).  or your Teaching Wonder, dressing it up for special occasions, making it more like a family member than an employee.  Picture how envious your friends will be!

Best of all, your little ones will appreciate the convenience having time built in to their day, so that they can play video games, watch TV, text their friends for social fun, and explore other mind-stretching interests--all while safely knowing that your user-friendly Teaching Wonder is always available when your student is ready to learn.  Imagine how this will free up your time--and your child's--so that education no longer needs to be of concern!  Parent-teacher conferences and "Back to School" nights will be an inconvenience of the past.  All you have to do is build your own Teaching Wonder, like your favorite teacher that lives in your memory (or imagination).

Students will now have more time for true passions while parents may rest assured that their dear ones will become consummate test-takers, producing the highest scores ever known to man, which is surefire proof of authentic learning and college/career readiness.  Teaching Wonders teachers are handcrafted by "artisans" from your favorite textbook/testing company; take pride in being able to tell your friends that your Teaching Wonder is the best, most high-quality teacher on the market.

Your Teaching Wonder is an "agent of change" programmed to automatically notify parents via convenient texts or emails with updates regarding daily testing practice.  It's a dream solution to all of your worries!  Purchasing optional updates will allow your Teaching Wonder to provide research-based spreadsheets of other data about your child, including quantifying of trips to the restroom, attempts to contact friends, calls to 911 or Nancy Grace, DCS, and more!  You can even purchase an update that will allow your Teaching Wonder to track and report the quantity and types of contact it makes with you on a handy printout, PDF, or Google Doc.  The program will conveniently track this data on the Teaching Wonder's performance rubric so that you don't have to!

We are proud to announce that starting this fall, parents will be able to pay an annual fee to include a built-in "spy cam" in the eyes of your Teaching Wonder. Imagine the possibilities! It will seem like you are there, sharing in your child's education, even when you have to go to work, the store, or enjoy a night out!  Think of the savings--no more babysitters or daycare!  You and your child will be amazed and delighted.

Your personalized Teaching Wonder has been proven to protect Americans from experiencing the flaws of faulty intellectual thinking that might result in their developing defective beliefs.  Instead, discover the comfort you and your family will take in believing that politicians and other leaders, textbook publishers/testing companies, and billionaires are trusted change agents with only the best intentions.  Your family will love the peace of mind!

Best of all, your tax dollars will support a portion of the initial start-up fee (excluding the cost of the Teaching Wonder), making this an affordable alternative to public education.  For each year that you renew your membership in the exclusive Teaching Wonders Organization, you will earn the use of additional tax dollars for virtually free or inexpensive updates for your Teaching Wonder, including unlimited access to online test prep materials.   Your child will anxiously anticipate the hours of learning fun, and you will love the results!

Troubleshooting:
Your Teaching Wonder is virtually foolproof; if within 90 days you are not fully satisfied, you could be eligible for free software updates (see requirements below) if your Teaching Wonder begins to:

  • independently form thoughts that deviate from programming 
  • ask questions that cannot be answered by choosing A, B, C, or D
  • require work that is complex but which may not intentionally increase your test scores
  • fail to follow the copyrighted Teaching Wonders script with fidelity
  • perform any other corrupt teaching practice that endangers a perfect educational testing experience  

Though your Teaching Wonder has been programmed to only read the script, studies have shown that more advanced Teaching Wonders are sometimes impacted by students' questions, stories about their lives, or their human faces/eyes/emotions. Your Teaching Wonder contains a sophisticated computer chip to recognize feelings, moods, and key words in students' stories and will direct all non-academic/non-tested thoughts, questions, and feelings to the human parent.  

If that chip becomes defective, your Teaching Wonder might begin to experiment with developing a personality or other disconcerting social habits, such as expressing opinions or believing that it has real thoughts or attempting independent communication with the outside world.  IF that happens, remember that your Teaching Wonder is not the responsibility of your lawmaker or any laws/policies!  You may opt to return your Teaching Wonder and use the prorated tax dollars toward enrolling your student in a nearby charter school that employs only the most effective Teaching Wonders with the best research-based scripts for increasing the value of our nation's human capital--your child.  

If you choose, instead, to rehabilitate your defective Teaching Wonder, you may digitally send your Teaching Wonder's year of manufacture along with an evaluative rubric of imperfections and evidence of decreased test scores to us; upon approval, your Teaching Wonder may become eligible for special downloaded updates that occur over a period of time (conveniently excluding weekends, holidays, and up to 30 days of your family's vacation/activities time per year).  If, at the end of that time, you are not fully satisfied, you may exchange your Teaching Wonder for an more recent model that is guaranteed to be cost-effective (though not necessarily deemed more effective as a teacher). Extra costs (beyond tax dollars) will apply.  

We believe that the quality of your Teaching Wonder can be improved by investing in regular updates to its software; you won't even have to think  about.  Just check your catalog for choice updates and purchase them as soon as they become available. Remember, all Teaching Wonders are manufactured equally, but some will fulfill their potential and require updates more often than others.  All Teaching Wonders require annual updates to maximize and validate yearly student growth from each testing cycle.  Tax credits are available to ease the burden for those making more than $300,000 per year.

Therefore, in order to ensure that motivation and performance of your Teaching Wonder consistently aligns with goals for higher achievement scores to positively impact our nation's economy, simply use your copyrighted TW Adaptor (purchased separately) to connect your Teaching Wonder to the nearest computer and allow 10 minutes for each update to sync. This educational investment in your worker will significantly improve its productivity in your home or classroom.   We are pleased to announce that this syncing process will soon include updates that allow Teaching Wonders' teachers to digitally interact with each other, creating healthy competition within the Teaching Wonder labor force, thus increasing the value of your Teaching Wonder.  Indeed, this will ensure that your human student is prepared for college or a career.  


WARNING:  If your Teaching Wonder at any time begins to question its working conditions, affordable benefits, or fair salary increases, you must destroy it immediately. We are sure that you will agree that this is economically sound for the Teaching Wonder labor market and the most palatable way to ensure maximum organizational benefits. 

As you can see, building the perfect teacher with Teaching Wonders is as easy as framing a photocopy of a masterpiece... and twice the fun.

Or is it?



Coming up...

Is it possible to take "some boring, antiquated, real-life teacher" and make him/her into a human version of the Teaching Wonder in time to avoid extinction? What would the "right parts" consist of?  What would the investment be? What would the Assembly Instructions say?  What might you need to troubleshoot? What would the training manual say? 

What would be required beyond Patience and Optimism?





Wednesday, June 25, 2014

One-Minute Wisdom



ONE MINUTE WISDOM
by Anthony de Mello


One of my sisters enjoys reading aloud a page from this text and then sharing her thinking about it with me. It is a way that we exercise our spirituality and feel more enlightened and connected.  It's truly soulful work, as we contemplate our beliefs via de Mello's themes and lessons.  In a similar way, I find myself searching for wisdom in books like THIS I BELIEVE, in poetry, in music.

Of course, as an instructional coach, I think, "How can I help teachers to find their own wisdom, promote harmony in their teaching lives, and to work wholeheartedly--to be "all in" as they work, moving in a common rhythm with me, their beliefs, and their colleagues?

Consider these lyrics from Lifehouse's "All In":

There's no taking back
what we've got's too strong,
we've had each other's back for too long...


And you know it's okay, I came to my senses
Letting go of my defenses
There's no way I'm giving up this time


This is what wholehearted teaching and living is all about...  Letting yourself be seen, vulnerabilities and all, knowing that there will be someone (your instructional coach, perhaps) who has had your back (even if you didn't realize it) and who is there for your journey of gaining teaching strategies and deepening your wisdom.


Consider this quote from ONE MINUTE WISDOM, p. 196:

DARING:

Said a disappointed visitor,
"Why has my stay here yielded
no fruit?"

"Could it be because you lacked
the courage to shake the tree?"
said the Master benignly.


Which brings me to one of the most difficult experiences I have had as an instructional coach.  This has only happened a couple of times (thank goodness) but yet I feel haunted by the experience.  Someone asks for coaching services but lacks the courage to "shake the tree," seems unable to let go of their defenses, and is not invested--not "all in"--and then wonders why the work was not as satisfying as it could have been.

When a coaching client is reluctant to "dare," or take a risk, the work suffers.  As with any relationship, one person can not compensate for the absence of mutual sharing, caring, allotment of time, dedication, and work. Thankfully, this rarely happens; but, when it has, I emerge feeling scathed... frustrated, empty--barely "alive" (professionally).

And I am disappointed, too.  I used to be more disappointed in myself, as I believed that somehow I should have been able to "shake the tree" for the client.  Somehow, I believed that if I somehow just did a little more... somehow I could "fix" the motivation by trying to care enough for both of us.  But now I know, to be of use as a coach, I have to lay down boundaries:


  1. I can't do your work for you.
  2. I can't grow for you.  
  3. You have to jump into the work head first, no dallying in the shadows, and do what has to be done--again and again.  
  4. While a coach can support you and guide you, you are the responsible for your submersion in the task, making your work uncommon, satisfying, and evident.


It is the teacher's role to make the work s/he is doing with the coach as real and authentic as possible.  

A plethora of reasons exist for why a person might not be invested in or even resist coaching... perhaps s/he felt coerced into accepting coaching services; maybe the experience just exposed too many vulnerabilities for comfort; or it's possible that the client didn't understand the work that we needed to do; perhaps s/he is experiencing competing commitments... the list goes on and on.  As a coach, I try to show up with respect and humility.  I feel innately invested in the teacher's growth.  I realize that most of the time, when a teacher doesn't seem invested, it isn't about me at all.  So I keep trying.

A coach cannot go it alone.  (This is why you don't see a coach on the sidelines with no team to play the game.)  I know that the people I love best will help by finding (or providing) an inroad "To Be of Use", doing work that is real.  Ultimately, the client must willingly harness the time and energy it takes to patiently propel our work forward.  That is when coaching works, satisfies, and is clean and evident.

To Be of Use

by Marge Piercy


The people I love the best
jump into work head first
without dallying in the shallows
and swim off with sure strokes almost out of sight.
They seem to become natives of that element,
the black sleek heads of seals
bouncing like half submerged balls.

I love people who harness themselves, an ox to a heavy cart,
who pull like water buffalo, with massive patience,
who strain in the mud and the muck to move things forward,
who do what has to be done, again and again.

I want to be with people who submerge
in the task, who go into the fields to harvest
and work in a row and pass the bags along,
who stand in the line and haul in their places,
who are not parlor generals and field deserters
but move in a common rhythm
when the food must come in or the fire be put out.

The work of the world is common as mud.
Botched, it smears the hands, crumbles to dust.
But the thing worth doing well done
has a shape that satisfies, clean and evident.
Greek amphoras for wine or oil,
Hopi vases that held corn, are put in museums
but you know they were made to be used.
The pitcher cries for water to carry
and a person for work that is real.


In the minute or so that it takes to read this poem, I find wisdom in the room to breathe, to believe, and to remember the good things that have come of our work.  I love jumping into work head first, and I know that there are many people who are willing to swim off with sure strokes, do what has to be done, and strive for work that is real.