Discussion Board #4

Transcript:

Hello, I chose option 2 for this week’s discussion board. In teaching and learning, there is always growing, whether it be growing your students to being able to read on level or growing yourself in understanding how to implement technology effectively within your classroom. Professional growth is critical and extremely valuable. Education is a constant revolving door of new trends, strategies, implementations, and technologies, so in order to attend to the needs of all students, establishing a professional growth plan is central.

At my school, we are required to prepare a professional growth plan based on the 6 standards we are evaluated on by the state of North Carolina. Teachers demonstrate leadership, teachers establish a respectful environment for a diverse population of students, teachers know the content they teach, teachers facilitate learning for their students, teachers reflect on their practice, and teachers contribute to the academic success of their students. I made one of my three goals this year to facilitate learning for my students with a technological approach. I am making it my obligation this year to well engage students with instruction through the use of technology. This goal takes planning, and practice, because so many use technology, in my experience, as a substitute, a buffer, and as classroom management tool when it could be utilized for so much more. We live in a digital age, where our phones, tablets, and computers are practically apart of us, so in order to successfully prepare my students for the digital world that awaits them, teaching and using technology appropriately is absolutely necessary. I plan on growing professionally by attending professional developments and workshops that are innovative and explicit in their approaches in including and using technology. It is not enough just do personal research, I must immerse myself in these events in order to truly learn what I am capable of providing in terms of education on a digital scale. Sheninger (2014) describes digital leadership as a mindset and a call to transform. So in order for me to grow my students, I must first grow as a professional in areas that will enhance my students’ educational experience.

This digital age, in my professional opinion, will continue to grow and advance for years to come. Technology has settled into the roots of our daily lives, yielding many new job opportunities. I want my students to feel prepared and successful, so in order to transform my students into digital citizens, I need to continue to educate myself on the latest technology and trends to best serve them because these skills will benefit them greatly for the future.

References

Sheninger, E. C. (2014). Digital leadership: Changing paradigms for changing times. Thousand Oaks, CA: Corwin.

Discussion Board #3

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Transcript:

Hello! I have chosen Option 1 for the Discussion Board this week. It states “In terms of your professional experience, discuss the six elements that Sheninger suggests drives change. As a leader in educational technology, how could you apply this information to drive change in your district? What role, if any, does data play on driving change?? In Eric Sheninger’s Digital Leadership (2014), he explains the 6 elements as follows: connectedness matters, vision, value, support, professional development, and embracement. Although each school is unique, and there is no one-size-fits all, these small changes can have major influences on teaching, learning, and school community.

First, connectedness matters. In order to integrate and use technology efficiently and appropriately, one must first understand the knowledge, tools, and ideas that can come from connecting with social media. Social media offers an endless amount of information, tools, and ideas on a global scale. Staying connected through social platforms can be a great initial step forward in driving change. Second, vision. It’s obvious that in order to drive success and change, a vision must be shared among stakeholders. As Sheninger (2014) mentions, without the crucial why and how, any vision plan will fail”. The third element that drives change is value. “The true value of technology rests on how it is used to support learning and create experiences that students find meaningful and relevant” (Sheninger, 2014, p. 65). There is much value to learning and using technology and often times the stakeholders experience it for themselves before perceiving it as such. Fourth, support. Support in change is priceless, especially when change takes a direction that many are unexperienced or uncomfortable with. Support looks like staff working together to overcome fears and barriers about the new changes, in this case, technological changes. Fueling an environment of supportive people who share alike values and a vision for learning can lead to incredible changes. Fifth, professional development. Quality professional development on the use of digital technologies and literacies is crucial to driving change. These opportunities allow teachers to learn how to effectively use and implement the technologies. The final step of driving change is embracement. I really like the way Sheninger describes embracement. Sheninger discusses the difference between buying in and really embracing the change; empowering teachers to shift their instructional practices to integrate in technology has to come through intrinsic motivation and of course the other 5 elements of driving change.

My instructional coach always uses the phrase: There are two things that don’t lie and that’s DNA and DATA. Data can have a huge impact on driving change. For example, if an educator sees an approach or an integration that is working through proof of data, that teacher is more empowered to take on that approach as well because all educators want, is to see students be successful. I could apply this information through PLCs, Data Dig’s and staff meetings. I would discuss my personal experiences and results using data from the barriers that impede to the changes I had to make within myself to become technologically literate. Change doesn’t happen overnight, but one cannot do the same things and expect different results. Thanks so much for watching.

Sheninger, E. (2014). Digital leadership: Changing paradigms for changing times. Thousand Oaks, CA: Corwin.

Discussion Board #2

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Transcript:

Hi, I will be discussing Fullan’s 6 secrets of change and potential roadblocks. Of course, all of the concepts are significant to creating a successful working place, however, I do have a few that I am particularly bond with more due to personal experiences. Number 1, love your employees. As mentioned by Sheninger, (2014) “Any change process needs a starting point” (p. 53). I had an awful first year experience with a constant revolving door of principals, 3 to be exact, and when I found my new home last year, the principal encapsulate this component so well. Her leadership made me strive to learn more and strive for greatness. Her unconditional love for the school, our staff, and students created a positive, pleasant place to work.

Number 2, connect peers with purpose. Administrators must present their goals to the staff they have in order to increase teacher preparation in order to improve student achievement. If alike goals are shared and discussed, it is likely for an understanding of the steps a person needs to take to accomplish said goals. “The why and how need to be clearly articulated to the staff and they need to be active participants in the change process” (Sheninger, 2014, p. 55)

Number 3, capacity building prevails. This component of change basically states that leadership must go hand in hand with motivation, resources, and competency. Without these things, leadership within the organization will be unorganized and ineffective.

Number 4, learning is the work. “Leaders must not only be creative in finding time for teachers to engage in PD during the day, but they also must consistently model lifelong learning themselves” (Sheninger, 2014, p. 56). If a leader isn’t willing to step out of his or her comfort zone to learn about new trends or practices, why should his staff? Being proactive when it comes to improving the school or the classroom is critical and leaders should be modeling this to set positive expectations for staff.

Number 5, transparency rules. Sheninger (2014) states “ongoing data, access to seeing effective practices, sharing innovation for others to learn from, and embracing digital tools are necessary for success” (p. 56). Basically, if data is discussed openly and honestly, teachers will become to be more comfortable sharing their strengths and weaknesses in order to progress.

Number 6, systems learn. Flexibility and motivation are two major necessities in sculpting leaders who are up to change and influence others in a positive way. Teachers must learn to face adversity with confidence in order to improve professional practice.

A roadblock I would like to touch on is “I don’t have the time for this”. I think this is cruel because what if someone just didn’t have the time for us when we were blossoming to become students and then educators? We change lives. Why not change lives for the positive by making time. Teaching is not just a career choice, it is a lifestyle change. Teachers exhaust themselves to make engaging interactive lesson plans, differentiate, data dig, and attend PD’s to make a difference in students’ lives. In my opinion, if you do not have time, maybe this profession isn’t for you. Make time. Be a life changer because as Sheninger (2014) states “dedicated educators make the time because it is their job” (p. 58).

Sheninger, E. (2014). Digital leadership: Changing paradigms for changing times. Thousand Oaks: Corwin. ISBN-10: 1452276617 ISBN-13: 978-1452276618