There is Always a Reason, Even for "Unreasonable" Actions

Usually the reason has something to do with a perceived benefit. People do things because they expect to get something out of it. The possible benefit may elude reasonable people like you or me, but people usually expect a payoff from their actions.

The Chicago studies found that Relational Trust surpasses money, parental involvement and a whole host of other variables as the number one predictor of positive feelings about school and improved academic achievement. Other surveys have found that the number one complaint teachers have about their jobs is not lack of money, but lack of administrative support especially when it comes to discipline*. Every parent knows the number one complaint students have about teachers is not that the teacher is hard, but that the teacher “doesn't like me.”

How can teachers build relational trust with their students? How can parents build build relational trust with teachers? How can principals build relational trust with teachers?

The first rule for building relational trust is an ancient one: the Golden Rule. Do unto others as you would have other do unto you. Treat me the way you would want to be treated if you were in my shoes. The first two tips are from Teacher Magazine.

1. Assume positive intentions. And its corollary: Never attribute to malice that which can be attributed to ignorance. When confronted with a situation that seems ridiculous or outrageous to you, before jumping down someone's throat, ask "why" the person chose to do whatever it is. Sometimes there is actually a logical, reasonable answer.

I would add that the answer may not seem sensible, or perhaps the person is unwilling to disclose their motivations, but somehow, someway the person was expecting a benefit. Perhaps the person is disappointed only with the outcome.

2. When you are really, really angry with someone, wait 24 hours, if possible, before speaking privately with him/her about the issue. You may have to take immediate action to resolve the issue, but cool off before discussing it with the party or parties involved.

Counting to ten never hurts.

Praise, but do not flatter. People know if they deserve recognition. People may smile and seem to respond to schmoozing, but within themselves they resent the manipulative aspects of schmoozing.

Respect autonomy. Principals, your teachers will thrive when you believe in them. Teachers, have high expectations, but be prepared to work overtime with willing students. Be a partner in their achievement, not an overseer. Give students real choices and monitor their progress. Do not leave anyone in psychological isolation. Make sure the teacher's desk and the principal's office is a psychologically safe place.

Principals, advocate for your teachers. Parents, advocate for the teachers. Teachers, Parents and Principals, advocate for the students.

A widely reported study found that happiness is contagious. “Mary,” quoted in the Chicago Studies, teaches in a rural, low-performing school. She describes how a positive principal is making a difference, by communicating a servant attitude, “What do you need? How can I help you?”

I appreciate his early morning visibility and constant presence in the hallways every class period. He stands during all three lunches while we sit and enjoy our 30-minute meal. He writes personal notes when you do an excellent job on a project; he is open to suggestions that are results-oriented, and he chides negativity for negativity’s sake.

He keeps to the middle of the road and even if he has favorites, his choices are based on performance, not personality. In staff meetings, he does not preach, he shares. He has a sense of humor and attends most after-school functions.

He always greets you, and when he evaluates your instructional delivery, he stays the full 90 minutes. He actually reads over your plans to check for evidence of quality instruction, multiple tracks of learning, and assessment within your plans.

He learns the students’ names and jokes with them on their way to class or at lunch. At the same time he is firm and does not think twice about taking real troublemakers to our nearby town in handcuffs. He allows for flexibility some times in the teaching schedule to let kids display their talents, even in the midst of teachers complaining about instructional time lost. We are in a rural setting, so he realizes that for some students, school is the center of their total existence when it comes to cultural diversity and showcasing talents.

He reads a lot of different research and shares it with staff; he strives to establish some form of professional learning community in a school that knows very little about how it works. He meets with various groups repeatedly and has a 100% attendance rate except when he is at a workshop.

I have a different attitude about working for this principal because he actually notices how hard I work and lets me know that he sees what I do. He meets with every department to ask, what can I do to help you do a better job? What does your department need? How can we accomplish this or that? (bold added)

*The teacher's version rings true. Schools can be very insular places. His administrator probably resented his regular meetings with the local press. This poignant story should be a wake-up call.

This Professional Development Model Works

In one room, one of our own high school math teachers was helping colleagues learn to use The Algebra Lab. Down the hall, another district teacher was showing a group of colleagues how to set up a marine aquarium in their classrooms. On the second floor a second-grade teacher showed colleagues how she implemented Grace Pylon's Workshop Way in her classroom. Elsewhere a parent shared poignant stories of the struggle and victories her family experienced every day with her autistic son. In the library yet another district teacher shared slides of her summer research with penguins. There was even a bona-fide outside presenter, one of the original whole language researchers.*

Oh, those teacher work days. Students love the day off from school. Parents begrudge the additional child care burden. What do students and parents imagine teachers do on teacher work days? Because work days are so often scheduled near the end of a term, they might imagine teachers are grading papers and calculating grades for report cards. Teachers wish, but more likely they are captive to yet another worthless professional development workshop commissioned by the district administration. Teachers resent most of the professional development they are forced to endure. But teachers loved professional development in my district.

Education Week recently sponsored a discussion of professional development. The moderator introduced the topic of discussion:

Teachers are often dissatisfied (to put it mildly) with school/district professional development offerings. If an administrator or policymaker asked you how professional development for teachers could be improved, what would be your advice? What do schools commonly do wrong in providing professional development? Alternatively, what sort of PD experiences have you had that really worked and benefited your instruction and that you would like to see more of?

What teachers want in professional development is the ability to choose in-service workshops based on input from their self-evaluation of needs and interests. They want workshops presented by qualified presenters. These presenters do not have to be affiliated with a professional development company or university.

What they do not want:
1. Required attendance to the only possible choice.
2. Commissioned summarizers of other researchers' studies.
3. Presenters who waste time with obligatory hands-on activities.
4. Fly-by-night presenters unavailable for follow-up.
5. Arbitrarily pre-filtered presenters.

The last bullet may require further explanation. Districts are fond of purchasing professional development from a professional development company or a university. These presenters fly in, present, and fly out. Worthy individuals with useful messages cannot get heard because they do not work for the contract company or university, and the district has either committed all the available professional development budget or signed an exclusive contract with a company or university. Teachers would appreciate other alternatives. In the example of one comment to the Education Week discussion:

I also attend non-ceu workshops on my own time and would like to see some way to have these count at PD. For example, just because a bona fide rocket scientist at Pratt and Whitney is not a state recognized ceu provider, his seminar on calculators in the classroom was just plain excellent, and far beyond anything a vendor or such would offer. Here was someone who manages professional scientists, uses calculators daily, is cognizant of all the devices and software that are available, consults with  schools, yet he is not a 'recognized' ceu provider. Just plain silly, to me.

Professional development designed in-house is far less expensive and far more effective than the pricey canned stuff generally foisted on teachers.

Here are some ideas:
1. Veteran teachers share their best practices.
2. A conference format with several options within any particular time frame
3. A longitudinal lesson study Japanese style.
4. A collaborative discussion addressing a specific concern within the district.
5. Teachers design, conduct and share the results of active research within district classrooms.
6. Reflective analysis of the rational behind specific teaching strategies.
7. Reviews of books and journal articles of interest.
8. Demonstrations of math manipulatives and other resources.
9. Presentations by parents.
10. Classroom swapping-teaching for a day in a very different grade or subject area with no more preparation than an average substitute teacher.

When I taught for the Department of Defense Dependent Schools, we teachers designed and implemented our own annual Educator's Day, held on a Thursday and Friday in March, complete with vendors and community booths. The entire district took over the high school for these two days. Each fall, at least one teacher from every school volunteered to be part of the planning committee. We solicited proposals from presenters among our colleagues, parents and the general community. We sent out surveys asking teachers what they wanted to hear. We also collected evaluation forms on every presentation that included a request for suggestions for the next year. We usually extended a special invitation to a noted researcher to present their original research. These original researchers were a highlight. Teachers appreciated hearing research “from the horse's mouth," so to speak.

No one took attendance at our educator days, so presumably if a teacher stayed home, or took a long weekend vacation, no one would know. But Educator's Day was so valuable, no one stayed away. We even included opportunities for social time when teachers could interact privately with the presenters and colleagues from other schools. Even the general public attended workshops. Each year saw greater success than the year before.

If you need help designing your own Educator's Day, you may contact me at the email address of the blog, or by writing a comment to this entry.

You may also contact the Fund for Teachers. Fund for Teachers solicits proposals from teachers for summer travel sabbaticals. Individual grants are worth $5000; team grants are worth $10,000.


*Footnote. Much later, I discovered California had failed in its implementation of “whole language,” however California's version turned out to be something far different than what the original researchers had presented to us.

The Lost Class of 1959 Prepares for Their Fiftieth Reunion

A reader has asked me to address the strange case of the lost class of 1959. In the true spirit of promoting racism at any cost, the political powers of the day chose to close schools wholesale. The idea of letting black students attend these schools was so repugnant to them that they preferred to sacrifice a whole senior class. This class will celebrate their fiftieth reunion this year in Norfolk,VA.

Old Dominion University Library prefers to call 1959 the fiftieth anniversary of desegregation of Norfolk public schools. Shall we celebrate or mourn? The Supreme Court may have found segregation unconstitutional in the famous 1954 Brown v. Board of Education decision, but Norfolk had no intention of coming into compliance with the law of the land. In 1955 more than 200 black citizens petitioned the school board. The school board ignored the petition. The school board was sued in 1956 and subsequently ordered to integrate.

The school board accepted the decision but rejected all 151 black applicants to the public schools. On appeal the school board accepted seventeen students, admitting them on Sept 28, 1956. In a breathtaking display of education obstructionism, the aptly named Massive Resistance campaign, organized by the Byrd Machine sought to neutralize the Supreme Court decision with a set of delaying and obstructing laws passed in 1958. Even though the Civil War was long over, legislators cited States' Rights as the rational for the laws.

In an extreme and perhaps desperate act, in September 1958, Gov. J. Lindsay Almond, with the authority of the General Assembly, ordered all schools to be closed and removed from the public school system, displacing 10,000 students for five months. Churches and other organizations opened ad hoc schools in order to minimize the traumatic interruption of the education of so many students. Nevertheless, many students dropped out of school entirely. The Virginia Supreme Court of Appeals overturned the school-closing law. The General Assembly responded by repealing the compulsory school attendance law. School were closed five months before the governor reopened them in February 1959.

Where is the lost class of 1959 now? Some landed on their feet. One (maybe more) is a dentist. Another went on on to medical school. Most of the women married, had kids, and now, grandkids. Most of the men got jobs and raised families. Some never recovered the lost opportunity. At least sixty have passed away. The lost class plans to get together, and in the words of their organizer, not to mourn, but to “rekindle old friendships.” They are looking for their lost classmates who may be scattered across America and even the world.

If you know any of these people, please contact the reunion organizer at the email listed in the link. Maybe these yearbook pictures will help you recognize members of the lost class who may be among your friends and acquaintances.

Are You an Education Obstructionist?

Carl Wieman, 2001 Nobel Prize in Physics winner, wants to fix science education in America.

We are now at a watershed in higher education. We are faced with the need for great change, and we have the yet unrealized opportunities for achieving great change. The full use of the research on teaching and learning, particularly as implemented via modern IT, can transform higher education, and allow it to do a far better job of meeting the higher education needs of a modern society.

We already know how to teach.

While there has never been a shortage of strongly held opinions throughout history regarding "better" educational approaches, there is now a large and growing body of good research, particularly at the college level in science and engineering, as to what pedagogical approaches work and do not work and with which students and why. There are also empirically established principles about learning emerging from research in educational psychology, cognitive science, and education that provide good theoretical guidance for designing and evaluating educational outcomes and methods. These principles are completely consistent with those pedagogical practices that have been measured to be most effective.

But “the bulk” of American society does not benefit from science education research. Prominent among education writers is John Taylor Gatto, who counts no less than twenty-two education obstructionists (also known as "stakeholders") with entrenched interests in the maintaining the status quo.

At the most fundamental level “Indeed, it isn’t hard to see that in strictly economic terms this edifice of competing and conflicting interests is better served by badly performing schools than by successful ones. On economic grounds alone a disincentiveexists to improve schools. When schools are bad, demands for increased funding and personnel, and professional control removed from public oversight, can be pressed by simply pointing to the perilous state of the enterprise. But when things go well, getting an extra buck is like pulling teeth (emphasis in original).”

Mr. Gatto goes on to name a whole crowd of obstructionists, but there may well many more than twenty-two. What are the entrenched interests that make an education stakeholder an obstructionist?

PLAYERS IN THE SCHOOL GAME
FIRST CATEGORY: Government Agencies
1) State legislatures, particularly those politicians known in-house to specialize in educational matters
2) Ambitious politicians with high public visibility
3) Big-city school boards controlling lucrative contracts
4) The courts
5) Big-city departments of education
6) State departments of education
7) Federal Department of Education
8) Other government agencies (National Science Foundation, National Training Laboratories, Defense Department, HUD, Labor Department, Health and Human Services, and many more)
SECOND CATEGORY: Active Special Interests
1) Key private foundations.2 About a dozen of these curious entities have been the most important shapers of national education policy in this century, particularly those of Carnegie, Ford, and Rockefeller.
2) Giant corporations, acting through a private association called the Business Roundtable (BR), latest manifestation of a series of such associations dating back to the turn of the century. Some evidence of the centrality of business in the school mix was the composition of the New American Schools Development Corporation. Its makeup of eighteen members (which the uninitiated might assume would be drawn from a representative cross-section of parties interested in the shape of American schooling) was heavily weighted as follows: CEO, RJR Nabisco; CEO, Boeing; President, Exxon; CEO, AT&T; CEO, Ashland Oil; CEO, Martin Marietta; CEO, AMEX; CEO, Eastman Kodak; CEO, WARNACO; CEO, Honeywell; CEO, Ralston; CEO, Arvin; Chairman, BF Goodrich; two ex-governors, two publishers, a TV producer.
3) The United Nations through UNESCO, the World Health Organization, UNICEF, etc.
4) Other private associations, National Association of Manufacturers, Council on Economic Development, the Advertising Council, Council on Foreign Relations, Foreign Policy Association, etc.
5) Professional unions, National Education Association, American Federation of Teachers, Council of Supervisory Associations, etc.
6) Private educational interest groups, Council on Basic Education, Progressive Education Association, etc.
7) Single-interest groups: abortion activists, pro and con; other advocates for
specific interests.
THIRD CATEGORY: The "Knowledge" Industry
1) Colleges and universities
2) Teacher training colleges
3) Researchers
4) Testing organizations
5) Materials producers (other than print)
6) Text publishers
7) "Knowledge" brokers, subsystem designers

Here are some more stakeholder/obstructionists: parents, students, teachers, school administrators, real estate agents, real estate industry, law enforcement, construction, contractors, computer vendors, bus companies, local planning commissions, (more?). Think not? Think again. Each one of these groups has an interest in maintaining the status quo, even to the overall detriment of society. That is precisely why our society has the education system it wants, even though it may actually be opposed to the best interests of that society.

A Parable for School Budgets

Henry Petroski, author of To Engineer is Human, tells how he introduces the concept of structural fatigue to engineering students.

I bring a box of paper clips to class. In front of the class I open one of the paper clips flat and then bend it back and forth until it breaks in two. That, I tell the class, is failure by fatigue, and I point out that the number of back and forth cycles it takes to break the paper clip depends not only on how strong the paper clip is but also on how severely I bend it...Having said this, I pass out a half dozen or so clips to each of the students and ask them to bend their clips to breaking...

Dr. Petroski records the results of their "low-budget experiment" on the board.

Invariably the results fall clearly under a bell-shaped normal curve that indicates the statistical distribution of the results, and I elicit from the students the explanations as to why not all the paper clips broke with the same number of bendings. Everyone usually agrees on two main reasons: not all paper clips are equally strong, and not every student bends his clips in exactly the same way. Thus the students recognize the fact that failure by fatigue is not a precisely predictable event.

I said it was a parable, and like most parables, it has a moral. To wit: high-quality teaching requires neither advanced technology nor lots of money. I have examined school budgets, and always, there is plenty of room for significant savings at no loss of instructional effectiveness, but for turf wars.

I will admit that I have not yet examined budgets of schools in other than middle class or rural schools, so it is possible my observations will not hold for all budgets. Nevertheless, many budgets have a problem with priorities. There is something wrong when a school board will deny raises for three administrative assistants making about $20,000 per year each, and then turns around and approves a 5 percent raise for the superintendent making $100,000 per year. I saw it happen; I was at the school board meetings.

Meanwhile, the library just had to have a new computer lab with all the bells and whistles, a lab (like most school technology) is so rarely used that it is hard to justify the expense. Down the road, the local intentionally low-tech Waldorf School was producing better results with a lot less money, as was true of most of the private schools, even when controlling for the higher public school salaries. People first, then things.

How to Redeem the Time

Let's take inventory:
1. Education system locked in the past
2. Lack of competitive edge
3. Financial turmoil
4. Retirements at risk
5. Energy dependence
6. Crumbling infrastructure.
7. An ad hoc tax system
8. The money pit of war
9. Global warming
10, Loss of international prestige.
11. etc.

Everywhere you look, America is clearly in crisis. If we believe all the self-help books, a problem is nothing but an opportunity in disguise. If so, then America has a huge opportunity to rethink its very social foundations. Paramount among social foundations and joined at the hip are education and the economy.

Society is like a complicated tapestry. Pull one thread and it all begins to unravel. America is facing the unprecedented opportunity to reweave the tapestry into a sustainable pattern. Surely as the grass is green and the sky is blue, the warp and woof is education and the economy. We have ignored so many warnings and squandered so many past opportunities. We delayed taking one stitch and now we have a tear requiring at least nine stitches. We did not weigh the ounce of prevention, and now the pain of a pound of cure awaits us.

We must waste no more time reinventing America. We must to reshape our institutions, starting with education if America want to retain its position. The constant short-term approach to our collective national headaches must be abandoned. We can no longer take an aspirin (or require testing, or pass a bailout, or drill baby drill) and expect that everything will be fine in the morning. We must create a healthy America instead of constantly medicating a sick one. We need to stop looking for the next technological miracle. First things first. Technology cannot save us. Technology is the servant of education. Education, though not as sexy as some other issues, is the bedrock of all our institutions, including the economy

Henry Petroski, writing about engineering, said that failures appear to be inevitable in the wake of prolonged success.1 He joins the many others in a wide variety of fields who know that failures contribute more than success to sustainable design. I have written before that relational trust seems to be the one trait that best predicts academic achievement. Relational trust has been long lost. How can America begin to heal itself and rebuild relational trust? It is not by bemoaning and dwelling on the problems or waiting for the government. Each one of us must collaborate in becoming part of a societal tidal wave of demand. America's future depends on it.

Step 1: We must commit to making education the buzzword of the day. Each one of us must become a lobbyist (they are not all bad) pushing education to the raw edge of the American national conscience. We all have a stake in education whether we have children or not because we all have a stake in our future. We need to demand that the public media talk as much about education as they do the economy. We must not allow the media to sidetrack the issue with entertaining distractions like lipstick.

Step 2: Polya's problem solving plan starts with understanding the problem. We only think we understand the problem. But for the most part we have been addressing only superficial symptoms. The real problem with American education is systemic. We absolutely must examine education systemically.

Society has the education system it wants. Some elements of society are clearly benefiting from perpetuation of the status quo. Sociologists and psychologists tell us that dysfunction and negativity serve some purpose. We must identify those players who drag down the system and bring their motivations and activities into the light of day. For example, I have heard parents suspect that the reason some of their children never transition out of special education is because schools do not want to lose the extra federal funding they get for each special education child. I only bring this up as an example; I do not want to get sidetracked into defenses

Step 3: We must lead from our strengths. Every single strength can positively impact the societal tidal wave of demand to give every child access to a world class education.

Step 4: Using the catalog of America's strengths, we, each according to our individual gifts, can together brainstorm strategies to capitalize on those strengths.

Step 5: Then we can design tactics to implement those strategies. We already know how to provide high quality education. There are teachers succeeding every day.

Step 6: Design methods for evaluating our progress toward our goals, concentrating on methods that avoid unjustly burdening and punishing those with the smallest voice, the children.

Step 7: Then do it.

What Career-Change Teachers Want

Surveys regularly tell us that career-changers are attracted to teaching. The latest survey is no exception, finding that 42 percent of college-educated Americans aged 24 to 60 would consider becoming a teacher. Like every other teacher recruitment effort, the survey ignores the competent, experienced teachers even of subjects with long-standing teacher shortages like math and science. These teachers are unemployable precisely because of their experience. Even more surprising is the fact that this survey failed to question any of these pushed-away teachers.

Many school districts have a policy of turning away applicants with more than three to five years experience. These involuntary career changers could be lured back to the classroom, but they want many of the same things career-changers from other fields want. The three main things career-changers want are:

1. A reasonable salary
2. Good working conditions
3. A quality alternative certification program

I will take each item in turn. But first, what are the characteristics of typical career-changers?

1. They are academically able.

These potential teachers are more likely than others to have a postgraduate degree, to have attended selective colleges, and to report having higher-than-average grades than other college graduates,

2. They are motivated.

Like most teachers, many are driven by ideals—they want to give back to society, or make a difference in their communities and the world. Some are looking to provide a positive role model to children, either because they themselves had such teachers or because they did not. Others are looking for a pursuit more meaningful than their present employment; and they see in teaching a chance to have a stronger intrinsic connection to their work.

3. They like science.

two-thirds of those interested in teaching said that they had considered the idea (of teaching) in the past, suggesting that a potential career switch has more than just casual appeal. Those working in engineering, science, and information technology are somewhat more likely than others to consider teaching, an important finding given the need for more teachers in STEM (science, technology, engineering, and mathematics) fields.

What do career-changers want?
1. They want a reasonable salary.

The survey found that career-changers want at least $50,000 per year to start even though $50K means accepting a pay cut. One suggestion involves front loading teachers' salaries, by paying teachers directly the amounts usually diverted to retirement plans because career-changers are older already.

2. They want good working conditions.
They especially want supportive school administrators who respect their competence and professionalism. Career-changers are not spring chickens. They expect that the willingness to take a pay cut is compensated by job conditions that make the situation satisfying: security, professional autonomy, a chance to demonstrate competence, the pleasure of making a difference and psychological safety.

3. They want a quality alternative route.
Veteran teachers do not need an alternative program at all, or if they do, it needs to be a highly accelerated one. The teaching credentialing process needs to be better articulated between states and teachers must be evaluated as whole persons, not a series of checked boxes. Currently, when a teacher moves from one state to another, getting the destination state credential can be a grueling and frustrating affair. Sometimes it appears that states seek to discourage teachers from being certified. Once they get the credential in hand, their education and experience counts against them in their job search.

True career-changers are not looking for quick and easy alternative programs as much as they are looking for high-quality alternative programs.

Teachers who have come from other careers want to be effective in the classroom. Their success hinges on excellent, targeted teacher preparation, as well as positive, well-supported initial teaching experiences. Programs need to take several specific steps:

1. Use targeted selection processes that identify the strongest candidates.
2. Design programs that take into account the specific needs of adult learners.
3. Ground pedagogy in content and the needs of diverse learners, integrating theory and practice.
4. Provide strong clinical experiences in schools that prepare candidates for the specific settings in
which they will teach.
5. Assist with appropriate job placement in schools that make efforts to support novice teachers.
6. Ensure that teacher preparation programs are organized to promote students’ success as learners.

Achieving these goals may require considerable redesign of current teacher preparation programs. Strong arts and sciences faculty, along with education school faculty who have considerable K-12 experience, must participate in creating and delivering programs that better integrate content and pedagogy, theory and practice. More effective collaborations with school districts are needed in the creation of clinically-based programs, with accomplished teachers serving as mentors, cooperating teachers, and clinical faculty. District-based programs must forge stronger partnerships with universities to ensure that apprenticeship-style preparation remains connected to advances in the disciplines, teaching and learning, technology, neurodevelopmental understanding, and more.

The survey also found that career-changers need more financial support while making the transition to the classroom including health care insurance, stipends and loan forgiveness.