The Early Career Framework states that teachers should learn that... Effective professional development is likely to be sustained over time, involve expert support or coaching and opportunities for collaboration. Professional Behaviours (Standard 8 – Fulfil wider professional responsibilities)
In the ever-evolving landscape of education, teachers are the backbone of transformative change. Recognizing the pivotal role of continuous professional development (CPD) is crucial for educators committed to delivering high-quality instruction and adapting to the dynamic needs of students. This blog post explores the notion that effective professional development is not a one-off event but a sustained process that involves expert support or coaching and collaborative opportunities. Drawing on academic research, we delve into the key components that make professional development not only impactful but also enduring.
The Evolution of Professional Development
Historically, professional development for teachers has undergone a paradigm shift, transitioning from sporadic workshops to a more holistic and sustained approach. Researchers such as Darling-Hammond and McLaughlin (1995) emphasized the need for ongoing, job-embedded learning experiences to enhance teaching practices. This shift reflects a deeper understanding that effective professional development is not a one-time event but a continuous journey.
1. Sustained Over Time
The temporal dimension of professional development is critical. Short-term workshops, while providing valuable insights, often lack the depth required for transformative change (Hirsh, 2009). Longitudinal studies, such as those conducted by Guskey and Yoon (2009), highlight the positive correlation between sustained professional development and improved teacher practices, student outcomes, and school culture.
Teachers need time to absorb new information, experiment with strategies in their classrooms, and reflect on the outcomes. Sustained professional development allows for this iterative process, fostering a culture of continuous improvement. The incorporation of ongoing learning opportunities aligns with the idea of a "learning organization" (Senge, 1990), where the collective growth of educators contributes to the overall effectiveness of a school.
2. Expert Support or Coaching
Incorporating expert support or coaching is a cornerstone of effective professional development. Darling-Hammond (2017) argues that teachers benefit significantly from personalised, job-embedded coaching that addresses their unique needs and challenges. The one-size-fits-all model is increasingly being replaced by tailored guidance that respects the individuality of teaching contexts.
Expert support provides teachers with insights, strategies, and feedback that are directly relevant to their classrooms. It bridges the gap between theory and practice, helping educators translate new knowledge into effective instructional methods. Studies by Showers and Joyce (1996) underscore the impact of coaching on teacher efficacy, student engagement, and overall classroom dynamics.
3. Opportunities for Collaboration
The power of collaborative learning extends beyond the student body to the professional development sphere. Research indicates that collaborative opportunities enhance the effectiveness and sustainability of professional development (Ingersoll & Strong, 2011). Collaborative models, such as professional learning communities (PLCs), create a supportive network where teachers can share experiences, insights, and best practices.
Collaboration fosters a sense of collective responsibility for student success. When teachers work collaboratively, they not only learn from one another but also contribute to a culture of continuous improvement within the school (Hord, 1997). The collaborative approach aligns with the social constructivist theory (Vygotsky, 1978), which posits that knowledge is constructed through social interaction and collaboration.
Practical Strategies for Implementation
1. Job-Embedded Learning Opportunities: Integrate professional development into the daily routines of teachers. This could involve collaborative lesson planning sessions, regular reflection periods, or embedded learning communities focused on specific pedagogical approaches or subjects.
2. Peer Coaching Programs: Establish peer coaching programs where experienced teachers mentor their colleagues. Peer coaching provides a supportive environment for teachers to share challenges, seek advice, and receive constructive feedback from someone who understands the intricacies of their role (Showers & Joyce, 1996).
3. Professional Learning Communities (PLCs): Foster the development of PLCs within the school. These communities can focus on a range of topics, from subject-specific strategies to broader pedagogical approaches. Regular meetings, shared resources, and collaborative projects contribute to a culture of ongoing learning.
4. External Expert Involvement: Bring in external experts or facilitators to provide fresh perspectives and specialized knowledge. These experts can conduct workshops, lead discussions, and offer insights that complement the internal expertise within the school community.
5. Integrated Technology Platforms: Utilize technology platforms to facilitate continuous learning. Online forums, webinars, and virtual collaboration spaces provide teachers with flexible opportunities to engage in professional development, particularly in today's digital age.
The transformative potential of effective professional development lies in its ability to be sustained, personalised, and collaborative. Teachers are the architects of future generations, and investing in their ongoing growth is an investment in the future of education. By recognising the value of sustained learning, expert support, and collaborative opportunities, educators can contribute to a culture of continuous improvement, ultimately enriching the learning experiences of their students.
References:
Darling-Hammond, L. (2017). Teacher education around the world: What can we learn from international practice? European Journal of Teacher Education, 40(3), 291-309.
Darling-Hammond, L., & McLaughlin, M. W. (1995). Policies that support professional development in an era of reform. Phi Delta Kappan, 76(8), 597-604.
Guskey, T. R., & Yoon, K. S. (2009). What works in professional development? Phi Delta Kappan, 90(7), 495-500.
Hirsh, S. (2009). Professional development that is aligned to school improvement. In E. Zierer & L. N. Harris (Eds.), Lifelong learning, the arts and community cultural development (pp. 271–286). Springer.
Hord, S. M. (1997). Professional learning communities: Communities of continuous inquiry and improvement. Southwest Educational Development Laboratory.
Ingersoll, R. M., & Strong, M. (2011). The impact of induction and mentoring programs for beginning teachers: A critical review of the research. Review of Educational Research, 81(2), 201-233.
Senge, P. M. (1990). The fifth discipline: The art and practice of the learning organization. Doubleday.
Showers, B., & Joyce, B. (1996). The evolution of peer coaching. Educational Leadership, 53(6), 12-16.
Vygotsky, L. S. (1978). Mind in society: The development of higher psychological processes. Harvard University Press.