The old saying used to say, "Those that can't.....teach." How totally untrue that saying is. I have had the opportunity to work with some brand new teachers this year, some seem like naturals to the profession and others, well.....need a lot of work. The big question, however, is when do you reach the point to share your discovery that "Teaching is not for everyone" and let someone go?
As a parent of a teenager, and a high school administrator, when observing teachers I always try to ask myself, "Would I want my son in that teachers classroom?". If the answer is "no", then it is my job to work with that teacher to improve. However, when is enough, enough? When do you determine that it actually might be better to have a substitute in the classroom instead of the teacher you currently have?
As a professional I believe that all things have a time and a place, but I also believe that you can't fit a square peg in a round hole. I believe that it is our job and place, as administrators to educate our students to the best of their abilities with the best teachers we can. However, this country seems to be having problems recruiting "great" teachers. Where have they all gone? I agree that "Teaching Isn't For Everyone", but where do we find the replacements?
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In the field of education, new teachers are hired into the profession on a continuous basis. It is vital to get these teachers acclimated to their environment as quickly as possible to prepare them for the demands that await them. As stated by Daniels (2006), “With advanced technology and lessons learned from prior techniques, today’s teachers must motivate children, diagnose students’ strengths and weaknesses, and create environments where children can thrive” (p. 11). Administrators often seek out lead teachers, department heads, or veteran teachers to mentor new teachers to assist them with transitioning into their new environment. According to Hubbert (2007), this would assist the new teacher in solving problems as varied as classroom discipline, preparing lesson plans, and constructing, administering, and interpreting teacher-made classroom tests (p. 2).
In order to assist new teachers in the transition of becoming excellent teachers, they must first observe experienced teachers. This will allow them to observe interactions with students. It will also allow them to observe other teaching techniques. Additionally, invite them out to lunch with other colleagues, so they may observe and learn from others within the education profession. This will allow them opportunities to visit other colleagues’ classrooms and compare diverse teaching styles. As stated by McCauley & Van Velsor (2004), “It is the coach’s responsibility to exhibit the emotional competencies that the leader is trying to develop” (p. 131).
Last, designate at least one hour towards the end of each work week as a time for reflection. During this time, discuss good and bad situations that may have transpired within the work week, the progress of our students, lesson plans, behavior plans, and theories of learning in general. Hopefully, this will as stated by Walker (2007), “give him freedom to teach and take ownership of his own classroom” (p. 44). It will also allow them to reflect upon best practices to build upon. As stated by McCauley & Van Velsor (2004), “Reflecting upon those experiences is a powerful method for identifying personal strengths and development needs as well as opportunities and obstacles” (p. 130).
Teaching is not for everyone!
Dr. “J”, this statement is an absolute truth! Unfortunately, there is such a need for teachers to fill the burgeoning need for classroom teachers, I am afraid that we have resorted to hiring “warm-bodies”. Yes, “my quota is filled”. “I have my numbers straight”. We are set and ready to go! However, are we really? Things look good on paper, but in actuality, and in the long run, who gets hurt? Who gets the short end of the stick? Again, unfortunately, the children, our most prized possession.
Dr. “J”, your position is an important one. It is a position that has an intense level of accountability attached to it. Yes, you have a duty to hire the best qualified, but we all know that the first impression, in some cases, is the result of good acting (as we find out later on). What we see and hear at an interview does not always end up being what we actually get. Where do we go from here? What do we do when we discover that deceptive tactics influenced us? Further, what do we do when we discover that a well-intentioned individual suddenly realizes that what they thought was their career field really is the farthest thing from the truth?
Well, Dr., here is where your leadership qualities must shine if never before. I believe that you have a responsibility to not only the teacher, but to the children tat will suffer from teacher’s very presence. It is not about hurting anyone, but more about saving everyone involved. If you could not say that you would be comfortable with your own child being in that teacher’s class, then you should not be comfortable with any of “your children” being in the class. After all, every child in the school is your responsibility. Make the move! Help the teacher out. Help them find their “real place”, because the classroom is not it!
Pardon the previous typo's.
Teaching is not for everyone!
Dr. “J”, this statement is an absolute truth! Unfortunately, there is such a need for teachers to fill the burgeoning need for classroom teachers, I am afraid that we have resorted to hiring “warm-bodies”. Yes, “my quota is filled”. “I have my numbers straight”. We are set and ready to go! However, are we really? Things look good on paper, but in actuality, and in the long run, who gets hurt? Who gets the short end of the stick? Again, unfortunately, the children, our most prized possession.
Dr. “J”, your position is an important one. It is a position that has an intense level of accountability attached to it. Yes, you have a duty to hire the best qualified, but we all know that the first impression, in some cases, is the result of good acting (as we find out later on). What we see and hear at an interview does not always end up being what we actually get. Where do we go from here? What do we do when we discover that deceptive tactics influenced us? Further, what do we do when we discover that a well-intentioned individual suddenly realizes that what they thought was their career field really is the farthest thing from the truth?
Well, Dr., here is where your leadership qualities must shine if never before. I believe that you have a responsibility to not only the teacher, but to the children that will suffer from that teacher’s very presence. It is not about hurting anyone, but more about saving everyone involved. If you could not say that you would be comfortable with your own child being in that teacher’s class, then you should not be comfortable with any of “your children” being in the class. After all, every child in the school is your responsibility. Make the move! Help the teacher out. Help them find their “real place”, because the classroom is not it! Keep looking… a great teacher could be just one more look away!
Dr. J.,
I totally agree with you that some teachers are wonderful from the day they enter the profession till the day they leave. I too consider when I am observing a teacher, "would I want my children to be taught by this teacher?" If I can't change or improve the teacher, I then cut them loose and do not recommend for re-hiring. That is always a tough two months when you give someone notice but there are benefits despite parents who complain that the teacher is great or other teachers who tell everyone how wonderful the teacher is... etc. Despite all of the negative responses and questions you can not answer because personnel decisions are private, it is still better for our profession when a teacher who is not capable of improving, is cut from our profession. I enjoyed reading your blog and thank you for your ideas. Jeanette
Hello Jeannette,
It is my belief that career in the field of education is almost becoming one of nonexistence. Therefore, it is without a doubt that those individuals who chose to teach; do it because of their love for teaching and the delight one gets when enhancing students’ lives. True educator’s are a rare find, yet; those who do teach believe in the fact that “all” children can learn, regardless, of the circumstances or situations. This is definitely, my viewpoint. I have seen many enter the profession of education; without a clue as to what it is to be in a real classroom. I’ve seen those that enter and complete their Student Teaching; think to themselves, everything will be as smooth as ever.
However, when that individual is given his/her own classroom with 25 or more students to teach from different socio-economic background, learning difficulties, and other issues their past perception is automatically, thrown out the door true reality of teaching is then revealed. This will either cause the teacher to not be able to control his/her classroom causing the principal to refer the teacher to special workshops or have the teacher leave the profession altogether.
It is for the reasons mentioned; institutions must begin to teach the true reality of what it is like to be in a classroom and instead of what is currently, being portrayed. Being improperly, prepared and/or trained for what one truly has to encounter the classroom is another reason why teaching is not for everyone.
Lastly, as I’ve previously, stated one must have a love for teaching and a caring for children when wanting to enter the teaching profession. Many have entered into the teaching profession for reasons other than this and have only benefited from a financial perspective.
Rhonda
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