Fierce Conversations

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This is the toughest time of year, the transfer process opens next week, and it's decision making time as to who has performed adequately to stay and for those who have not performed adequately, conversations have begun to let these individuals know that they are being considered for non renewal. This is partly one of the toughest responsibilities of the job, but equally difficult is knowing that for 180 days of what should have been an impactful learning experience for our students has not. To think that one teacher greatly cheated 20+ students out of effective instruction is also just as difficult.

Comments

  1. UnknownFebruary 29, 2016 at 6:26 PM

    I agree! While agree the conversation has to happen, how does one go about having this conversation? When you start having these conversations does the teacher "check-out" knowing they are not wanted?

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  2. UnknownFebruary 29, 2016 at 7:01 PM

    I was wondering the same thing, because I know if several teachers that had those "fierce conversations" just this past week. I was thinking that it might be a good idea to try and balance it by encouraging and supporting the teachers to really own their shortfalls, work diligently to grow and improve for the last part of the school year, and earn an excellent job reference/recommendation for future possibilities (because it's no secret the former principal will be contacted). That could be enough to keep them from shutting down or becoming completely disgruntled...it also let's them know that you haven't written them off, and you still care for them and support their professional stature. What do you think?

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  3. Phyllis FavorsFebruary 29, 2016 at 9:18 PM

    I concur Tonisha, but what really makes it even tougher is when you and the principal do not see eye to eye in considering someone for non renewal. I have heard so many horror stories about personality clashes between teachers and principals. Guess who gets the bad end of the stick? I am so glad my principal and I are on the same page! As school administrators, we must lead with integrity.

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  4. Phyllis FavorsFebruary 29, 2016 at 9:18 PM

    I concur Tonisha, but what really makes it even tougher is when you and the principal do not see eye to eye in considering someone for non renewal. I have heard so many horror stories about personality clashes between teachers and principals. Guess who gets the bad end of the stick? I am so glad my principal and I are on the same page! As school administrators, we must lead with integrity.

    ReplyDelete
  5. UnknownMarch 2, 2016 at 7:43 PM

    Yes,Charlie and Nicole we always start the conversation off by asking the teacher how they think the lesson/lessons went. We also record the observation so that we can view then and talk through the strengths/weaknesses. We do provide the teacher with coach support and team support through out the year following up on those areas of growth. If there has not been any improvement then we talk as a team and decide providing to meeting with the teacher, some actually realize this just may not be the career while others ask for additional support and multiple opportunities for both informal and formal observations. Phyllis this is one of the toughest responsibilities but we owe it to every child we are their advocates at school for what parents do not know or see, and we have to ensure that they are being provided with the best instructional opportunities possible!

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