Teachers often have to do their work under very difficult circumstances. They seldom have all the resources that they need, they have to cope with large classes and they have numerous administrative responsibilities on top of their teaching duty. Meetings and extra curricular activities consume even more time. There is no time to develop professionally. Luckily, if there is an experienced teacher leading instructional rounds, teachers can learn a lot from each other.
Learning from other teachers by observing them in action cost nothing and it is easy to implement an observation system. A more experienced teacher acts as leader and attends the classes of a well regarded colleague in the company of a small group of less experienced teachers. The purpose of the observation session is to learn from the other teacher. Those observing do not take part in any classroom activities.
The leader of the observing group will chair a meeting before each session. During this meeting they set certain goals for the observation session. Teachers being observed are normally chosen because they are known for their excellence in specific areas. The goals for the observation session will then concentrate upon those areas of excellence. No teacher is forced to participate as either observer or to be the one being observed.
One would be utterly off the mark by thinking that these sessions involves the evaluation of a colleague. There is no element of evaluation at all. The only purpose is to learn. The students are also informed of this fact. No feedback is given after the session unless the teacher being observed specifically requests feedback. Even then the feedback will only focus on positive aspects.
Straight after the observation session the leader will have another meeting with the rest of the observers. In this meeting the purpose is to share with each other the lessons that everyone has learned and the ideas that they have on how to implement those lessons in their own classrooms. In this meeting everything is treated as confidential. No report is submitted and the observers are not allowed to voice any criticism.
Participants in these observation systems are very positive about it. They say that they learn a lot and that they get a chance to interact with professional colleagues. As a result the system has been implemented everywhere and schools even have observer teams visit each other. Colleges and other educational institutions have also caught on. There are numerous benefits including professional development and improved motivation that leads to better teaching.
The system does have its critics. They are of the opinion that these observation sessions are far too short and that they achieve nothing concrete. In their opinion teachers should rather attend formal development programs because observation sessions are too informal. They also say that teachers under observation try to impress their colleagues and they therefore do not teach the way that they normally do.
The fact remains that the educational system is under pressure. Morale is low and teachers are under pressure. Everything that could possibly help to improve things should be welcomed. Observation sessions seem to benefit everyone concerned, including the students. It should therefore be supported.
Learning from other teachers by observing them in action cost nothing and it is easy to implement an observation system. A more experienced teacher acts as leader and attends the classes of a well regarded colleague in the company of a small group of less experienced teachers. The purpose of the observation session is to learn from the other teacher. Those observing do not take part in any classroom activities.
The leader of the observing group will chair a meeting before each session. During this meeting they set certain goals for the observation session. Teachers being observed are normally chosen because they are known for their excellence in specific areas. The goals for the observation session will then concentrate upon those areas of excellence. No teacher is forced to participate as either observer or to be the one being observed.
One would be utterly off the mark by thinking that these sessions involves the evaluation of a colleague. There is no element of evaluation at all. The only purpose is to learn. The students are also informed of this fact. No feedback is given after the session unless the teacher being observed specifically requests feedback. Even then the feedback will only focus on positive aspects.
Straight after the observation session the leader will have another meeting with the rest of the observers. In this meeting the purpose is to share with each other the lessons that everyone has learned and the ideas that they have on how to implement those lessons in their own classrooms. In this meeting everything is treated as confidential. No report is submitted and the observers are not allowed to voice any criticism.
Participants in these observation systems are very positive about it. They say that they learn a lot and that they get a chance to interact with professional colleagues. As a result the system has been implemented everywhere and schools even have observer teams visit each other. Colleges and other educational institutions have also caught on. There are numerous benefits including professional development and improved motivation that leads to better teaching.
The system does have its critics. They are of the opinion that these observation sessions are far too short and that they achieve nothing concrete. In their opinion teachers should rather attend formal development programs because observation sessions are too informal. They also say that teachers under observation try to impress their colleagues and they therefore do not teach the way that they normally do.
The fact remains that the educational system is under pressure. Morale is low and teachers are under pressure. Everything that could possibly help to improve things should be welcomed. Observation sessions seem to benefit everyone concerned, including the students. It should therefore be supported.
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