Professional+Development

=PROFESSIONAL DEVELOPMENT = = = don't forget to have a plan!!!!!


 * __Professional Development: Performance-based Learning and Curriculum Implementation__**

user:glundgaard

__**Performance in Revue**__ - I used this design for a February district wide inservice day. This was in the middle of year 4 of a significant curriculum revision (shifting from a textbook syllabus-based curriculum to a Big Ideas performance based curriculum). Results: 
 * The audience for this activity was German, French, & Spanish teachers, levels 1, 2, & 3 (that includes middle school teachers).
 * The purpose for me was to formatively assessment where my teacher were as a whole on these topics: 1. Why does our curriculum look the way it looks? 2. The ACTFL performance guidelines as a performance expectation 3. performance assessment 4. grading w/ rubrics from the student side as well as the teacher side 5. the PISD Preferred Instructional Strategies.
 * I was also very intentional in designing the participant packet (attached below) __to model__ what I wanted them to do in setting up cummulative/summative performances.
 * I divided the teachers into 3 groups by "cluster" (that's how our district divides the campuses into areas), gave them direction, assigned them a computer lab, and let them go to work.
 * I was able to gauge in general where each cluster was sitting on the continuum
 * It was very easily seen by everyone watching were each cluster was sitting on the continuum :-))
 * teachers had to work with colleagues outside of their language/level/campus. New relationships forged, new alpha teachers emerged in new environments, teachers "on the fence" were able to talk to and work with other teachers who were on board
 * teachers saw one way to honor choice without losing content/rigor
 * teachers were on the student side of a rubric evaluation--hopefully some empathy was developed
 * teachers had a new set of performance based formative assessment tasks that many used during the rest of the semester
 * I created the "Oscar Awards" --best actor, best actress, best villian, best song, best couple, best transformation, best adaptation, best melodrama, best visual & best overall performance --and sent those out the following week.

user:glundgaard

Mentoring Leadership & Change 2006
<span style="font-family: 'Comic Sans MS', cursive; color: #000080;">__**Thinking Template**__--good for a PLC or target group

= =

=<span style="font-family: Georgia, serif; color: #800080;">Resources on __CHANGE__ = =<span style="font-family: Georgia, serif; color: #800080; font-size: 70%;">much thanks to //Cherice Montgomery// = Maurer, Rick. (n.d.).[| Resistance to change: Why it matters and what to do about it]. // Beyond Resistance. // Retrieved June 22, 2007, from [] Rick Maurer defines resistance, outlines 3 types of resistance (lack of information, emotional/physiological, and systemic), explains why typical approaches to change fail, and offers approaches to addressing resistance.

Maurer, Rick. (n.d.). [|23 great ideas to keep change alive]. // Beyond Resistance. // Retrieved June 22, 2007, from [] Strategies for sustaining a change once it has been implemented, including addressing power-related issues, assessment, celebrating accomplishments, continuing to acquire and distribute digestible amounts of information, maintaining focus, organizational planning, painting vision, protecting the process, and symbolic action.

[|Phases of Adoption] - By considering how the perspective of each person you encounter corresponds to the yellow chart in this article, you can better identify where they are on the adoption continuum regarding the initiative you are proposing and what kind of support they need in order to move to the next phase. []

[|Stages of Change, Enabling Factors, & Channels] - This graphic lists the stages of change, the kind of support that is needed at each level, and the kind of media that is most well-suited to providing that support