How Schools can Support Teachers

Most schools don’t have a teacher retention problem. They have a teacher support problem that looks like a teacher retention problem. Here's what good teachers need to stay: 1. A consistent coach who knows their teaching, their goals, and their growth areas because they stay with them all year. 2. Weekly feedback that’s focused on getting better not just getting evaluated or checking a box. 3. Three real check-ins a year with their principal to share what’s working, what’s not, and hear how that feedback is shaping school decisions. 4. Protected time with same-grade or same-content teachers each week to study student work and plan how to move kids forward. Support your teachers like you want them to support your students. That’s how you build a school worth staying in.

𝗧𝗿𝘂𝘀𝘁 𝗧𝗲𝗮𝗰𝗵𝗲𝗿𝘀 I have had the opportunity to work at some of the highest-performing charter and public schools in Tennessee. At both, we retained our teachers. Do you want to know what happened? Teachers continually grew, developed, and produced strong academic and social gains for students. How did principals and assistant principals make this happen? They 𝗗𝗜𝗗 𝗡𝗢𝗧 𝗠𝗜𝗖𝗥𝗢𝗠𝗔𝗡𝗔𝗚𝗘 their teachers! 💡 𝗧𝗵𝗲𝘆 𝗣𝗿𝗼𝘃𝗶𝗱𝗲𝗱 𝗧𝗵𝗼𝘂𝗴𝗵𝘁 𝗣𝗮𝗿𝘁𝗻𝗲𝗿𝘀𝗵𝗶𝗽 Teachers are experts. Do more novice teachers need additional thought partnership to hone their decision-making skills (teachers make around 1,500 decisions a day)? Yes. How do we communicate trust through thought partnership to unleash a culture of excellence in classrooms? We listen. We provide insight. But most importantly, we help teachers set a vision for their classrooms, ensure they have the resources they need, and offer perspective and encouragement along the way. 💡 𝗧𝗵𝗲𝘆 𝗣𝗿𝗼𝘃𝗶𝗱𝗲𝗱 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀 Resources. As mentioned above, resources matter. It is unreasonable to ask teachers to set a vision and goals without providing the time, curriculum, student support, or ancillary resources to make that vision a reality. Yes, budgets are tight; however, budgets are also moral documents. How do we prioritize what teachers have identified as necessary to reach their vision within the constraints of the budget? How can we involve teachers in budget decisions, giving them a voice and choice in how schools allocate limited funds? 💡 𝗧𝗵𝗲𝘆 𝗣𝗿𝗼𝘃𝗶𝗱𝗲𝗱 𝗦𝘂𝗽𝗽𝗼𝗿𝘁 Great principals design student support systems to meet needs beyond what a general educator can provide (e.g., behavioral support, school psychologists, licensed clinical social workers, board-certified behavior analysts, etc.). They also ensure teachers have undisturbed planning and collaboration time during the school day. Schools face many competing priorities, but great principals act as a filter, ensuring that compliance requirements from districts, authorizers, and state agencies align with broader school goals. 💡 𝗧𝗵𝗲𝘆 𝗦𝗲𝘁 𝗮𝗻𝗱 𝗘𝗻𝗳𝗼𝗿𝗰𝗲𝗱 𝗖𝗹𝗲𝗮𝗿 𝗕𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀 This means establishing and maintaining boundaries: • Between leadership and teachers • Between teachers and their colleagues • Between families and teachers • Between teachers and students • Between students and their peers A great principal is a Dean of Students—but for adults! They cultivate a positive culture, but they also intervene when cultural norms are violated and the adult culture requires repair. 💡 𝗪𝗵𝗮𝘁’𝘀 𝘁𝗵𝗲 𝗕𝗼𝘁𝘁𝗼𝗺 𝗟𝗶𝗻𝗲? The idea that every teacher needs you in their classroom every single week assumes that the principal is the subject matter expert in all subjects, pedagogical approaches, and teaching methods. Should principals provide regular feedback? Yes. Should principals monitor every lesson through a compliance lens? 𝗡𝗼.

Enhancing Abilities and Well-being of Frontline Workers: Lessons from the Field The recent study on emergency education sheds light on critical factors that can bolster our approach in public health. It addresses the impact of emergencies on educational systems, particularly focusing on teacher abilities and well-being. The authors’ research questions focus on identifying teacher motivation (including concerns), and abilities (including confidence) in using digital technologies for teaching and learning – questions that are extremely applicable to cadres of public health workers involved in health promotion. I was particularly intrigued by how teachers’ abilities to use digital tools increased during the emergency – suddenly they had time to learn and experiment. Key Insights: Adaptability and Training: During emergencies, teachers who received targeted training and support were better equipped to handle disruptions. This underscores the need for continuous professional development programs that can be swiftly adapted to crisis contexts. Mental Health and Well-being: The well-being of educators directly influences their effectiveness in the classroom. Initiatives that prioritize mental health support, such as counseling services and peer support networks, significantly enhance teachers' resilience and job satisfaction. Technological Integration: Leveraging technology to deliver education during crises has proven to be a game-changer. However, it’s not just about providing access but ensuring teachers are proficient in using these tools effectively. Regular tech training sessions can bridge this gap. Community and Collaboration: Strengthening community ties and fostering collaboration among educators can mitigate the isolation often felt during emergencies. Platforms for sharing best practices and resources can empower teachers and improve collective problem-solving. Applying the Fogg Behavior Model: The authors of the study effectively incorporate the Fogg Behavior Model to enhance teacher abilities and well-being during emergencies. This model emphasizes that behavior change is most likely to occur when motivation, ability, and prompts converge. Here’s how it was applied: Motivation: Ensuring teachers are motivated by highlighting the positive impact they have on their students’ lives, especially during crises. Ability: Providing necessary training and resources to enhance teachers’ skills and reduce barriers to effective teaching. Prompts: Regular reminders and support systems to encourage the application of new skills and behaviors in real-time classroom settings. By integrating the Fogg Behavior Model, the study offers a robust framework for driving meaningful changes in teacher practices that lead to improved educational outcomes during emergencies. #Education #TeacherTraining #MentalHealth #EdTech #CommunitySupport #EmergencyEducation #Resilience #ProfessionalDevelopment #FoggBehaviorModel

Snacks in the Teacher Work Room doesn’t build strong staff culture. (It’s a nice perk though.) 📚Deeply listening to teachers, without judgement, does. 📚 I do staff 1:1’s 3x/year, and this week, I’m doing my second round of 1:1’s. It’s a great time because staff members get an uninterrupted 15-20 minutes with me to talk about… everything. And they get to walk away from our meeting feeling cared for and heard. Because I listen, without judgment. And offer support in any way that I can. ⭐️ You want to come back next year? “Great! I love having you here!” ⭐️ You want to explore other opportunities for next year? “I’m sorry to see you go. You’ve done great work here. How can I support you in meeting your new goals?” ⭐️ You want to stay here, but try out a new grade/class/position? “Let’s talk through what the rest of this year could look like so that we can make some time for you to observe/try out/get a sneak peak into the new position you’re interested in.” ⭐️ You’re having issues with someone on your team? “What’s the best way for me to support you through it? Facilitate a meeting? Practice a conversation? Go over some talking points with you?” ⭐️ You have feedback for our school that I can implement right away? “Thank you for making our school better!” ⭐️ You have feedback that I can’t implement right away? “Give me some time to think about it. Let’s add another meeting on the calendar in 2ish weeks so that we come back to this.” ⭐️ You’re struggling with a certain subject? “Let’s lesson plan together so that we can develop your skill and you can feel confident in front of kids.” 📚📚Teachers will always feel inspired to do their best work if we create the conditions for them to do so. 📚📚 Leaders, what would you add? What’s one way you create the conditions for teachers to thrive at your school? #schoolleadership #schoolimprovement #schoolprincipals #staffmorale #imhiring —— Hi, I’m Alicia. 💜 I help school leaders build joyful + excellent schools for students and staff. Found this post insightful? 🔔 Follow me. ♻️ Repost it. ✉️ DM me.

Time. It’s the one thing teachers never have enough of. Between lesson planning, grading, classroom management, and student support, most educators are running on empty by the end of the week. But what if schools restructured the schedule to prioritize teachers' time instead of stretching them to the limit? One district did just that. By implementing early-release Fridays, teachers were given dedicated, uninterrupted time to plan, collaborate, and prepare—without sacrificing their personal hours. The result? ✅ More creative, engaging lessons ✅ Less stress and burnout ✅ A better classroom experience for students For too long, we’ve expected teachers to do more with less. This district proved that when you invest in teacher well-being, everyone wins. Would this work in your district? Imagine what education could look like if we gave teachers the time and respect they deserve. #SupportTeachers #TeacherTimeMatters #EducationReform #WorkLifeBalance https://lnkd.in/e-8z7NQs

🤷🏽♂️I don't know if this has ever happened to you before as a leader, manager or boss, but it happened to me when I was a school principal. 😓Several teachers told me during 1-on-1 conversations that they were "exhausted", "extremely tired", or "really looking forward to a break", and this was mid-September, only a few weeks into the school year. It made me start thinking of ways that I can support my staff and I'll share a few quick tips for you. 👂1. Practice Active Listening Teachers have a difficult job, and it's essential they feel comfortable in being transparent with talking to their administrators. They should feel confident in coming to their principal to discuss issues in the classroom, problems with students, or anything else that affects their school day. 🧰2. Provide Great Resources Teachers often struggle to manage their classrooms with minimal resources. It is a common theme that teachers use their own money to ensure their class is adequately supplied with resources. If possible, give your teachers the tools and resources they need to successfully educate their students. ⭐️3. Recognize Teachers Often Teachers thrive on recognition and a positive school environment. When someone has done an impressive job, celebrate it! The recognition may be public or it may be a quiet comment or note to the teacher, letting them know they’ve been seen and appreciated. 🧘♀️4. Monitor Teacher Burnout 80% of teachers claim burnout is a major issue. Creating a respectful, safe, and supportive work environment helps guard against burnout. Often, a mental health day can help ease the stress a teacher might be feeling. ❤️These actions really helped keep my teachers engaged and supported them in feeling emotionally and psychologically safe. If you need more support in this area, schedule my workshop for your staff entitled, "Burning Up Instead of Burning Out!" 🙌🏽Please share your thoughts and strategies you use to support teachers to be high performers and excel with their students.