O que fazer se os professores forem resistentes ao feedback para autorreflexão e melhoria?

Accept their response and offer to collaborate with the teacher during a lesson to do as a model, your ideas of improvement. Be open and transparent of your intentions. Initiate this strategy with several classes across the school. Other Leadership members could do the same so as to promote unity in development.

When teachers are resistant to feedback for self-reflection and improvement, it's essential to approach the situation with sensitivity and strategic interventions. Here are some steps to address this challenge: 1. Build Trust: Establish a supportive and non-judgmental relationship with the teacher. Ensure they feel respected and valued in their professional development journey. 2. Understand the Resistance: Take the time to understand the reasons behind the resistance. Is it due to insecurity, past negative experiences, or a lack of understanding about the benefits of feedback? 3. Provide Context and Rationale: Clearly communicate the purpose and benefits of feedback for professional growth.

Para lidar com professores resistentes ao feedback, é fundamental construir uma cultura de confiança e personalizar o feedback de acordo com as necessidades individuais. Incentivar a reflexão como um hábito, equilibrar críticas com reconhecimento positivo, e oferecer oportunidades de desenvolvimento profissional relevante podem aumentar a receptividade. Promover a observação entre pares e envolver os professores no processo de avaliação e melhoria também são estratégias eficazes. Demonstrando empatia e suporte contínuo, escolhendo momentos oportunos para o feedback, e conectando melhorias ao impacto na aprendizagem dos alunos, pode-se criar um ambiente propício ao crescimento profissional e à melhoria contínua.

I can't tell you how many times I've heard teachers say they don't trust their leaders, so naturally, this impacts acceptance of feedback from them. In today's ever-growing teacher retention challenge, that still falls in the top 10 reasons they leave our profession. It's important to build trust and establish a genuine rapport with your teachers so that they can welcome your feedback. You can do this by showing empathy, understanding, and genuine support. Value their voice and experiences. Allow that to guide you to your collective "north star." You as a leader can create an environment where teachers feel seen, safe, secure, and valued. I hope this helps campus and district leaders better support our teachers.

I have often remembered my early days as a classroom teacher at a new school or district, and not knowing how to approach my principal(s). It could've been narratives in my head creating hesitancy. Nonetheless, I use that "experiential data" to guide my support for teachers and administrators I coach today. Here are a few tips to support your journey: 1. Encourage open dialogue with teachers. 2. Foster an approachable culture. 3. Schedule regular check-ins. 4. Actively listen! 5. Seek & value feedback. 6. Provide support. 7. Encourage collaboration. 8. Lead by example. 9. Celebrate PROGRESS, because that leads to success! 10. Address issues ASAP...STAT...don't let the "stench" permeate. Find a thought-partner, & remember YOU GOT THIS!

Feedback provides valuable insights into teaching practices, student engagement, and areas for growth. When teachers resist feedback, it's essential to foster a healthy dialogue by acknowledging concerns and emotions. Create a safe and supportive environment where teachers feel comfortable expressing their perspectives, fears or insecurities. Emphasize how specific, actionable feedback tailored to individual needs and goals, builds on strengths as well as areas for improvement. Provide opportunities for ongoing dialogue and follow-up discussions to ensure understanding and implementation. In a culture of openness, trust, and continuous learning, educators can maximize feedback for self-reflection.

So you've had the conversations, and read all the things that gave you ideas to do this, right? Now, you have to operationalize this in a way that makes it woven into your school culture. I'll share 3 tips: 1. Ongoing Professional Learning is the way to go! Make time for this...PLEASE. Consult with some of your thought-partners like "Learning Forward." They are my go-to for innovative ideas and support. 2. Set up clear lines of communication. Examples: open-door policies like "Office Hours". I do this in EdTech. It's effective! An Online "PLCs"/Intranet for teachers to engage WITHOUT penalty is another idea. 3. Recognize and validate their struggles. Be their safe space. We all need to be listened to! Remember to breathe...you got this!

Additionally, we need to remember that as a teacher we are accountable to facilitate the learning of our students . If after trying to understand what are the barriers the teacher is having to meet the recommended changes to their practice , and giving all the support needed , there needs to be accountability, and what happens after depends on the context the school is in . Whether having a contract renewal conditional on improvement , improvement plans , HR referrals . Etc..