Friday, April 17, 2015

Ray Charles Listens to Birdsong

You must be an ASCD member or subscriber to view this content.

To view this article,

Some movie scenes stick with you. In the movie Ray, about the life of singer Ray Charles—who was born into poverty and blinded at a young age—Charles is talking to his girlfriend. Suddenly he says, "Listen. Do you hear that?" She doesn't hear anything. A blissful smile crosses the face of the actor playing Charles as he listens to a bird singing. Watching this scene, I realized that this brilliant musician didn't just hear, like the rest of us mortals, he listened.

Unlike Ray Charles, I can both see and hear, but I knew in that instant that I could listen better. I'll never listen with the acuity of a fine musician—I can't carry a tune—but I can listen with an alertness and openness to discovery. I can tune in to what I do hear as a teacher—my students. And I've begun thinking about how we as educators can guide students to listen more attentively to one another.

When teachers think of listening, we usually think of the students listening to us. I often hear teachers lament, "Students don't know how to listen. I have to repeat myself constantly. They don't attend to simple directions." Sometimes colleagues speak less in frustration than in concern, wondering, "Why do students seem lacking in empathy?"

I hear my students say that they don't listen even to one another; they interrupt each other, and the loudest voices are often the dominant ones in a class "discussion." Students seem to be in their own echo chambers. But how often do we listen, truly listen, to students speak? How can we set up conditions for them to learn to converse on substantial topics—so they learn listening skills? Such conditions might lead students to pay attention not only to us, but also to one another.

It's a topic that has always challenged teachers. As William James (1890/1950) wrote,

Everyone knows what attention is. It is the taking possession by the mind, in clear and vivid form, of one out of what seem several simultaneously possible objects or trains of thought. It implies withdrawal from some things in order to deal effectively with others, and is a condition which has a real opposite in the confused, dazed, scatterbrained state which in French is called distraction, and Zerstreutheit in German. (p. 403)

For 10 years, I've tried to guide students into this state of attention and listening through Touchstones discussions at St. Martin's-in-the-Field Episcopal School. Students in grades 5 through 8 meet weekly for 45–55 minutes to read selected passages, find a point of entry, and probe ideas together. We discuss brief extracts of works by writers such as Plato, Francis Bacon, Herodotus, St. Thomas Aquinas, Voltaire, Horace Mann, Thomas Jefferson, Abraham Lincoln, and Jean-Jacques Rousseau, to name a few.

Touchstones discussions follow four rules: (1) Read the text carefully; (2) Listen to others and don't interrupt; (3) Speak clearly; and (4) Give others your respect. These rules align with Common Core speaking and listening standards. They give each student a structure in which to acknowledge others' contributions and modify the opinion he or she started with. Most important, they encourage students to listen and build on one another's ideas.

We sit in a circle in these discussions so everyone can make eye contact. Students do not raise their hands to speak. This small change has an enormous effect. Although I facilitate the flow of discourse, I'm not an authority on the text. We are all members of the group, with equal rights and responsibilities to speak and listen.

You might say a Touchstones discussion is a republic, not a dictatorship (benign or otherwise). Touchstones, with its emphasis on developing awareness of underlying dynamics, helps students (and teachers) practice and improve discussion skills, such as speaking clearly, teaching oneself and others, admitting when you're wrong, and, especially, I think, listening. Students have said that learning to listen to others is the hardest skill to master.

Former United Nations ambassador Madeleine Albright said, "Really good ideas come when people are together having discussions. There is power in conversation" (quoted in Bennet, 2014, p. 13). I agree. I've become convinced that listening is the wellspring of communication and change. If we teachers want to listen like Ray Charles and if we want good ideas to flow from student discussion, let's strengthen the power of quiet, active listening.

Here are some things I've learned to listen for when facilitating these discussions.

A 5th grade class of students who were new to Touchstones was discussing a folktale from China, "Money Makes Cares." A rich man envies a poor man's pleasure in life. He gives the poor man, Ti, a lot of money; indeed, once Ti has riches, he stops working and singing and instead becomes worried about money. In the end, Ti gives the money back, saying "Money makes cares." Although the story was unfamiliar, my students all have ideas about money, allowances, and gift buying. I asked them how having money might make them happy and how it might make them unhappy. I listened carefully to the unfolding conversation, judging whether and how to intervene, noticing who hadn't yet spoken and who might be dominating the conversation.

These students were just learning how to have discussions without hand raising. Without being called on, they needed to both find a way into the discussion and allow others to enter. Because one of our ground rules is to listen and not interrupt, students were also learning to wait for a speaker to finish. "Don't interrupt" is the hardest Touchstones rule for students. Sometimes they interrupt because it has become a habit in the classroom, the only way they can make their voice heard. Sometimes they get excited and blurt out their thoughts.

We've talked about expressing an idea and then just stopping, making a conscious effort not to ramble on. At the same time, students must learn to not cede their speech if they are not finished expressing their idea. I've taught them key phrases for entering gracefully after someone speaks ("Have you finished?") and respectfully halting an interrupter ("I've haven't finished my idea yet"). Students have discovered that a discussion often ends in a different place from where it started.

"I would buy a dirt bike if I had money," Joey said excitedly; he then added sheepishly, "And pay for college." Another student talked about creating jobs for people, which would make him happy. Molly sounded a note of worry, saying that one drawback to having money would be the fear of wasting or losing it. Another student then said, "The good thing about money is that I could shop all day. But then I wouldn't be playing with my friends. Friends are more important than money." The discussion had moved from excitement about having money to concern about handling it to a reordering of values—because students listened to one another.

Students were also learning to be comfortable with silence. Sixty or even thirty seconds of silence in a roomful of adolescents can feel like an eternity, but I recommend enduring it. A reflective silence can lead to better listening and empathy. At the end of this discussion, we left a space for students to speak who had not yet spoken. Into the silence came the sound of a small child in the room next door, sobbing. Isabella, a quiet 8th grader, said, "Poor little kid. I remember when it was such a big thing in 1st grade to get through the day without crying."

This was listening as empathy. It arose out of the opportunity to talk about what makes for happiness and to listen to and identify with the unhappiness of another. The comment that breaks a silence may break your heart or make you laugh. Isabella's did both.

The goal of these discussions is student-generated, student-managed intellectual inquiry. The exchanges arise out of genuine student interest; they are not Socratic dialogues in which a leader has an agenda.

A Touchstones discussion is a hands-on, real-time, critical-thinking activity for participants; active listening on the part of all members is important to how the inquiry unfolds. Touchstone discussions inherently differentiate because each person needs to find a point of entry into the discussion that corresponds to a sincere question he or she has about the text. Whole-group discussion is usually preceded by individual writing and small-group discussion.

The process teaches individual responsibility for one's own learning and for successful group learning. By 8th grade, student coleaders facilitate whole-class discussions. These coleaders read the passage beforehand and come prepared to read it aloud for the whole class. When Laura and Maddie led the discussion based on a passage from Aristotle's The Ethics that describes the qualities of a great man, they asked participants to propose opening questions.

Patrick asked, "What great people do you know, and what makes them great?" Several students offered qualities such as honesty, creativity, and athleticism. The conversation kicked around, then Christopher wondered out loud, "Do friends need to be equals?" This elicited a lively response as the students talked about status, a topic keenly parsed by adolescents. Hallie then asked, "Is a great person honored by everyone?"

Students continued listening to one another, building on offered examples. But then the conversation began to veer off topic. Natalie, not one of the coleaders but a participant, then applied a technique I had taught students to help refocus or redirect a meandering discussion—referring back to our text: "Aristotle says a great man does things excellently. What does it mean to do something excellently?"

Besides teaching students to take ownership of a discussion and increasing their critical-thinking and collaboration skills, these discussions help all participants identify their comfort zone in speaking and listening—and expand that zone. This is the basis of lifelong decision-making skills and success.

An early philosopher gives us a technique that teachers can use today to encourage students to listen closely and speak clearly and confidently. Heraclitus was born about 540 BCE. He wrote in thought-rich aphorisms. Consider his aphorism "Listen not to me but to the logos" (quoted in Brann, 2011).

One meaning of logos, as Heraclitus uses it, is intention. Skilled listeners can listen past students' personalities, beyond their inarticulate words and faulty grammar, to pay attention to the gist of their message. Students can learn to do this.

Listening for intention means asking questions ("Do you mean …?") or restating the speaker's message until he or she can effectively frame or expand on what he or she thinks. This respectful playback is the essence of civility in conversation. We should model it and give students opportunities to practice it.1 

Consider how two 6th graders used this technique in discussing Cato the Younger and friendship, drawing from Plutarch's The Lives of the Noble Greeks and Romans:

Ms. Barry: Would you want to be friends with Cato?
Gabrielle: I would not. It's hard to make him laugh.
Rachel: Gaby, are you saying that you would only want to be friends with someone who made you laugh [and you laughed with]? Laughing with friends is important, but it's not the only thing.
Gabrielle: What do you have in mind, Rachel?
Rachel: Well, suppose I was sad because my dog died. I'd want a friend who would be sad with me.
Gabrielle: I see what you mean.

I give my students discussion stems to help them build conversations:

I agree/disagree with _________because __________.
Are you saying_____________? (Restate in your own words what you think someone has said.)
Can you give an example, _________?
Having students use the speaker's name in the stem helps knit the discussion group together and shows respect.

Listening often leads to social action. Participation in weekly discussions, whether through Touchstones or another intentional structure, gives young people confidence in expressing their ideas and confirms for them that those ideas matter. This is where change begins, or as Madeleine Albright called it, the power of conversation.

One group of 8th graders discussed Homer's story of Hector and Andromache on a very nuanced level, perhaps because we happened to discuss it on the anniversary of 9/11. The group struggled with the concept of bravery. They began with the idea that bravery means acting because one has no fear and moved to the idea that bravery can mean acting despite fear. They thought there was a problem with knowing in advance whether one would act bravely in an extreme situation, but that it is possible for everyone to do small acts of courage every day—in learning and in friendship.

It's wonderful to see students reach these ideas themselves, and it's even more wonderful to see them in action. One act of bravery that 27 of my students engaged in last year was volunteering to participate in an oratorical contest. Weekly, intentional discussion had prepared them well for other forms of speaking, such as debate or oratory.

Participants spoke for five minutes on how their passion affects the world. Our students practiced their speeches first for their classmates and teachers; parents and teachers were in the audience listening during the contest. The range and nature of their passions came as a surprise to their teachers. Students expressed their passion on such subjects as worldwide education for girls, engineering, and shark conservation. We invited students to give their speeches, saying this was their chance to speak—and adults would listen.

It's not our imagination that many students don't listen well to teachers. According to Nanette Johnson-Curiskis, executive director of the International Listening Association, "First graders can repeat roughly 90 percent of what their teacher said. Middle schoolers can recollect 50 percent, and by the time students get to high school, it's down to 25 percent" (personal interview, June 2, 2014). Practices like those described here can help make listening more active, respectful, conducive to learning, and productive.

In our educational literature, much is said about how to read, write, and speak well; less has been said about how to listen well. In our hyper-extroverted, digitally communicative habitat, listening—the ability to hear the birdsong like Ray Charles did—might be an endangered species. It's one that teachers must protect.

Consider what Ruby, a 7th grader, said when I asked why we need to attend to what others say:

The only way to get somewhere is to ask and disagree. But to know why you disagree, you have to listen. When you listen, you have a better understanding of how people look at things. Whether you agree with them or not, you have a wider perspective. You have to listen.


The Touchstones Discussion Project was founded 30 years ago by faculty members at St. John's College in Annapolis, Maryland. Touchstones discussions give participants a systematic way to develop listening, speaking, and thinking skills. Discussions center on selected short texts by philosophers, scientists, writers, and social thinkers, organized into booksets by grade level (K–12 and college). Discussions begin with an open-ended question; discussion groups do not seek a summary or consensus.

Touchstones discussion strategies can be used in math, science, STEM, and humanities classrooms. The best way to use this approach is to schedule a weekly Touchstones discussion into class, library, or club time. The Touchstones Discussion Project offers professional development workshops on the method and on-site consultations. Scholarships and free program materials are available to some applicants.

Bennet, J. (2014, May 13). When talk isn't cheap, New York Times.

Brann, E. (2011). The logos of Heraclitus. Philadelphia: Paul Dry Books.

James, W. (1890/ 1950). The principles of psychology (Vol. 1). New York: Dover.

1  I'm indebted to Eva Brann of St. John's College, Annapolis, Maryland, for insight into this Heraclitus aphorism.

Cynthia Barry is librarian and special projects director at St. Martin's-in-the-Field Episcopal School in Severna Park, Maryland.

Click on keywords to see similar products:

View the original article here

Learning & Development Business Partner - South East

Learning & Development Business Partner - South East Home Based, Areas covered: Stowmarket, Southampton, Oxfordshire, Milton Keynes, Northampton, Reading, Slough & London

With extensive experience of best practice L&D delivery solutions, you are ready to develop your career in a business that will encourage your insight and input, welcome your ideas and act on them. That business is AkzoNobel. Home to the Dulux Super Brand and world class products including Sikkens, Cuprinol and Polycell, we are looking for a senior level L&D professional to lead and manage the deployment of our UK L&D strategy. This is a high profile role within our business, part of a new global L&D operating model combining global aligned programs with local bespoke initiatives.
We operate in a number of important market segments ranging from buildings and infrastructure to transport, industrial and consumer goods. We’re also the sector leader in sustainability and number one in the renowned Dow Jones Sustainability Index. We are also named amongst the Top Employers in the UK.  You can’t make a great impact like this without having great people. We want to be the best – to use our leading market positions to deliver a leading performance – and for that, we need the best.  Is that you?
As the Learning & Development Business Partner for the South East you will provide high level Account Manager consultation support for this region. Working alongside senior local HR Business Partners you will be responsible for developing and implementing L&D strategic plans for each business.  You will analyse skill gaps, gain insight of key development needs and challenges and formulate plans to improve internal capability, people engagement and performance.  As the Subject Matter Expert on a country-wide basis for Commercial L&D Capability, you will partner with global and local commercial excellence teams to provide high level L&D consultation to drive people capability within UK Commercial functions. 

Degree qualified (or equivalent experience) you will have proven high level experience in L&D strategy at senior level and be a competent high level facilitator.  Ideally a CIPD (or equivalent) member with a recognised coaching qualification would be an advantage. You will be commercially astute, results focussed and a team player.  You will champion and drive the transition to a learning culture and self-managed development.  You will be effective at analysing needs and devising cohesive solutions, great at motivating and engaging diverse audiences and be a skilled influencer.

At AkzoNobel, we believe we can only grow our business as fast as we grow our people, so if you want to be L&D Business Partner in a business that will invest in you and give you the opportunity to develop please apply below.

AkzoNobel. Where your ideas go far.

LocationHome Based, Areas covered: Stowmarket, Southampton, Oxfordshire, Milton Keynes, Northampton, Reading, Slough & LondonSalaryCompetitive Salary & Benefits - up to 10% company bonus, company car, 25 days annual leave, pension, BUPA health insurance, 50% discount on our products.DurationPermanent full timeReference1400063CContact NameN/A

With extensive experience of best practice L&D delivery solutions, you are ready to develop your career in a business that will encourage your insight and input, welcome your ideas and act on them. That business is AkzoNobel. Home to the Dulux Super Brand and world class products including Sikkens, Cuprinol and Polycell, we are looking for a senior level L&D professional to lead and manage the deployment of our UK L&D strategy. This is a high profile role within our business, part of a new global L&D operating model combining global aligned programs with local bespoke initiatives.
We operate in a number of important market segments ranging from buildings and infrastructure to transport, industrial and consumer goods. We’re also the sector leader in sustainability and number one in the renowned Dow Jones Sustainability Index. We are also named amongst the Top Employers in the UK.  You can’t make a great impact like this without having great people. We want to be the best – to use our leading market positions to deliver a leading performance – and for that, we need the best.  Is that you?
As the Learning & Development Business Partner for the South East you will provide high level Account Manager consultation support for this region. Working alongside senior local HR Business Partners you will be responsible for developing and implementing L&D strategic plans for each business.  You will analyse skill gaps, gain insight of key development needs and challenges and formulate plans to improve internal capability, people engagement and performance.  As the Subject Matter Expert on a country-wide basis for Commercial L&D Capability, you will partner with global and local commercial excellence teams to provide high level L&D consultation to drive people capability within UK Commercial functions. 

Degree qualified (or equivalent experience) you will have proven high level experience in L&D strategy at senior level and be a competent high level facilitator.  Ideally a CIPD (or equivalent) member with a recognised coaching qualification would be an advantage. You will be commercially astute, results focussed and a team player.  You will champion and drive the transition to a learning culture and self-managed development.  You will be effective at analysing needs and devising cohesive solutions, great at motivating and engaging diverse audiences and be a skilled influencer.

At AkzoNobel, we believe we can only grow our business as fast as we grow our people, so if you want to be L&D Business Partner in a business that will invest in you and give you the opportunity to develop please apply below.

AkzoNobel. Where your ideas go far.

Apply now


View the original article here

Leadership & Learning Executive

Leadership & Learning Executive London

Championing innovative approaches to leadership learning, you’ll help to ensure the future for British Airways is stronger than ever. Your remit will have a truly global scope. As one of the leading brands in aviation, we have 44,000 staff based in a range of countries. Their specialties range from customer service to IT and commerce. We’ll look to you to ensure everyone’s leaders benefit from excellent learning and development provision, so we can all fulfil our promise ‘To Fly. To Serve.’

You will work with closely with a wide range of people – from HR and Finance Business Partners, to subject matter experts and, of course, leadership and management learning delegates. Taking care to find out what our business needs, you will scope, design and deliver business-wide learning solutions. Building leadership capability and behaviours, you will help to power high performance worldwide. You’ll also enjoy the opportunity to help Global Learning Academy colleagues create brand new leadership initiatives. Benchmarking trends and supplier knowledge, you’ll make sure everything you do is cutting edge.

To join us, you’ll need to demonstrate a track record of managing end-to-end learning and development with proven ROI. Your expertise spans everything from partnering and consulting, through to design, delivery and evaluation. Ideally, you will be accredited and experienced in the use of psychometrics such as MBTI, SDI and Hogan’s. You’ll certainly be an innovative thinker and a creative problem solver, with impressive influencing and coaching skills and a naturally collaborative approach.

To apply, please click on the apply link to visit our website.

LocationLondonSalaryCompetitive salaryReferenceUKWTS572Contact NameRecruitment

Championing innovative approaches to leadership learning, you’ll help to ensure the future for British Airways is stronger than ever. Your remit will have a truly global scope. As one of the leading brands in aviation, we have 44,000 staff based in a range of countries. Their specialties range from customer service to IT and commerce. We’ll look to you to ensure everyone’s leaders benefit from excellent learning and development provision, so we can all fulfil our promise ‘To Fly. To Serve.’

You will work with closely with a wide range of people – from HR and Finance Business Partners, to subject matter experts and, of course, leadership and management learning delegates. Taking care to find out what our business needs, you will scope, design and deliver business-wide learning solutions. Building leadership capability and behaviours, you will help to power high performance worldwide. You’ll also enjoy the opportunity to help Global Learning Academy colleagues create brand new leadership initiatives. Benchmarking trends and supplier knowledge, you’ll make sure everything you do is cutting edge.

To join us, you’ll need to demonstrate a track record of managing end-to-end learning and development with proven ROI. Your expertise spans everything from partnering and consulting, through to design, delivery and evaluation. Ideally, you will be accredited and experienced in the use of psychometrics such as MBTI, SDI and Hogan’s. You’ll certainly be an innovative thinker and a creative problem solver, with impressive influencing and coaching skills and a naturally collaborative approach.

To apply, please click on the apply link to visit our website.

Apply now


View the original article here

Sales Coach

Sales Coach South Yorkshire

An excellent opportunity has arisen within the cutting edge, vibrant business who are experiencing significant growth and expansion. They are looking to appoint an experience Sales Coach for their new site in South Yorkshire.

Reporting into a Head of L&D you will be working alongside another Sales Coach to partner closely with the Sales Manager's in the support and development of their teams in all areas of the Sales process. This will include working closely with sales managers to identify the on-going training needs of newly inducted trainees and existing staff and providing one to one coaching and support on a daily basis.

The right candidate will be a creative and personable individual with a collaborative and credible working style who can equally work closely with Sales trainers to provide feedback and support on requirements within the organisation in line with sales training needs.

If you are interested in this HR role please apply by clicking on the link below or contact Ashley Kate HR for further details.

Ashley Kate HR specialise exclusively in HR recruitment, nationwide for temporary, contract and permanent HR roles. We give equal priority to our candidate and client relationships and ensure we deliver a highly professional HR consultancy service at all times.

To find out more about us please visit our website at http://www.ashleykatehr.com/
Join the Ashley Kate HR LinkedIn group at http://linkd.in/HRProfessionalsNetworkUK
And follow us on Twitter at http://www.twitter.com/AshleyKateHR

Ashley Kate HR operates as a Recruitment Agency for the provision of permanent candidates and as a Recruitment Business for the provision of temporary candidates.

LocationSouth YorkshireSalary£24,000DurationPermanentReference13365 PSCBContact NameRecruiters

An excellent opportunity has arisen within the cutting edge, vibrant business who are experiencing significant growth and expansion. They are looking to appoint an experience Sales Coach for their new site in South Yorkshire.

Reporting into a Head of L&D you will be working alongside another Sales Coach to partner closely with the Sales Manager's in the support and development of their teams in all areas of the Sales process. This will include working closely with sales managers to identify the on-going training needs of newly inducted trainees and existing staff and providing one to one coaching and support on a daily basis.

The right candidate will be a creative and personable individual with a collaborative and credible working style who can equally work closely with Sales trainers to provide feedback and support on requirements within the organisation in line with sales training needs.

If you are interested in this HR role please apply by clicking on the link below or contact Ashley Kate HR for further details.

Ashley Kate HR specialise exclusively in HR recruitment, nationwide for temporary, contract and permanent HR roles. We give equal priority to our candidate and client relationships and ensure we deliver a highly professional HR consultancy service at all times.

To find out more about us please visit our website at http://www.ashleykatehr.com/
Join the Ashley Kate HR LinkedIn group at http://linkd.in/HRProfessionalsNetworkUK
And follow us on Twitter at http://www.twitter.com/AshleyKateHR

Ashley Kate HR operates as a Recruitment Agency for the provision of permanent candidates and as a Recruitment Business for the provision of temporary candidates.

Apply now


View the original article here

EL Study Guide

You must be an ASCD member or subscriber to view this content.

To view this article,

Communication is the essence of leadership. Leaders in schools—whether administrators, instructional coaches, or veteran classroom teachers who lead others–nearly always have to communicate with diverse types of people, and always have to tailor their communication carefully to build trust and relationships. Articles in this issue give guidance on the many facets of doing so.

Author Jean Johnson of Public Agenda–"Getting Your Message Out (and Why It's Not Enough),"–reminds educators that it's not enough these days for school leaders to deliver information clearly to teachers, parents, and stakeholders. Drawing on findings from Public Agenda's many surveys of the American public's attitudes toward K-12 public schooling, Johnson points out that the U.S. population skews toward skeptic and is now less trusting of school administrators as well as other leaders. Communicators in schools must know each audience and its concerns, must communicate often about hopeful matters as well as crises, and must listen to stakeholders sensitively, or their messages will misfire.

One reason communications fail is that leaders aren't aware enough about what families are most focused on and worried about regarding K-12 schools. Their messages, Johnson notes, "tend to reflect what's on leaders' minds, not what's on the minds of most parents and community members." Leaders also often overestimate how much community members know about the aspects of education they're communicating about–which leads to unclear communication on both ends. (Public Agenda data indicate that only 17 percent of U.S. citizens have heard a lot about Common Core standards, so it's worth asking how much they understand RtI, flipped classes, or other topics leaders may mention in school messages without an explanation.)

Collect and look over key letters to parents, press releases, longer blog posts, start-of-the-year messages leaders sent, and so on that your school or district put out in 2014. What are the main areas these messages focus on (for instance, test scores, course-taking patterns, or the school's new RtI program). What do they highlight as successes (number of Advanced Placement courses taken? Teachers' special projects?).Consider whether these focuses match what Public Agenda's 2013 survey showed many families' care about—"unmotivated, undisciplined students, disorderly classes and schools, uninvolved parents, and too little community support." Do you think your school's messages to local families address their concerns?What "news" might families or community members be looking for but not find in your school's communications?After several people in your group have attended one or two PTA meetings, discuss together what local parents tend to be concerned about.

Read over "Don't Make Them Come to You" by Walter McKenzie. Consider (and view) the creative multimedia presentations Minnetonka School District made and sent out to families that provided information families were sure to care about and need—such as a webinar giving information for seniors set to apply for college financial aid and a video showing the district's kindergarten options. Could your school or district do something like these for the community? What kind of IT resources and expertise could you tap to try this?

Leaders have to communicate with other educators—especially classroom teachers—about those educators' teaching practice and whether they're reaching their professional goals. Susan M. Brookhart and Connie M. Moss ("How to Give Professional Feedback") assert that formative feedback to teachers must be given in the context of a collegial conversation—and any message from a leader who has observed a teacher must connect to that teacher's stated learning goals. The leader's message must be sensitively worded, of course, but it's also key that leader and teacher have a good pre-observation conversation in which both parties feel trust, and in which they clarify what the observer should look for. The leader also needs to ask herself or himself, What did I learn from this observation? From talking with this teacher about instruction?

Read the "Three Ways to Look at Feedback" section of this article and think about a teacher observation you conducted. Did your setup of the observation and talk with the teacher address what the authors call "the micro view, the snapshot view, and the long view"?Articulate something you learned about teaching from your conversation with a teacher or other colleague you have observed in practice.

Although authors in this issue acknowledge that school leaders have great intentions about presenting helpful information clearly, pieces by Erik Palmer ("Make Your Presentation Powerful") and Kathleen F. Grove ("Leading Through Stories") admit that many educators don't know how to present in a way that keeps listeners interested—or awake!

Read the description of a principal's dull presentation that opens Palmer's article. Think of a presentation you've experienced connected to school that dragged like this and one that was engaging and helpful—and share with the group. Thinking back, what were the key differences?

Palmer says that most educators lack training in public speaking, but that everyone can improve. His first suggestion? Know your audience and tailor your message to their concerns:

Who are your audience members? What do they know? What do they want to know? Do everything you can to get inside their heads. Typically, we speakers focus on our purpose. We think about the message we have to deliver, and we fail to think enough about the people hearing the message. Although our message may be the same … each audience that hears it is different.

Think of a presentation or talk you need to deliver to more than one group—or even more than one class—this semester. Brainstorm what characteristics your different audiences will have, as Palmer does, and how you might tailor your words for each one.Palmer says every meaningful talk is a "performance." Do you agree?

Palmer and Grove both say savvy speakers acknowledge that their teacher audiences may feel preoccupied, unenthused, and even resentful about sitting through a presenter's message. Grove, who has been a teacher, administrator, and presenter, advises telling brief stories that show listeners you have been in their shoes and know their realities. She says, "When presenting to teachers, I'd start by describing my [preoccupied] frame of mind at a typical professional development session I attended as a teacher. … Then I'd request they suspend their own worries for the length of the workshop."

Think of an anecdote you might tell the next time you present to a particular audience that illustrates you've been where they are. If possible, practice within your group telling your anecdotes aloud.



View the original article here

Thursday, April 16, 2015

Learning & Development Innovation Manager

Learning & Development Innovation Manager Slough, Berkshire SL2 5DS (Occasional travel to UK sites & Amsterdam (Corporate Head Office)

With extensive experience of best practice L&D delivery solutions, you are ready to develop your career in a business that will encourage your insight and input, welcome your ideas and act on them. That business is AkzoNobel. Home to the Dulux Super Brand and world class products including Sikkens, Cuprinol and Polycell, we are looking for a senior level L&D professional to lead and manage the deployment of our UK L&D strategy. This is a high profile role within our business, part of a new global L&D operating model combining global aligned programs with local bespoke initiatives.
We operate in a number of important market segments ranging from buildings and infrastructure to transport, industrial and consumer goods. We’re also the sector leader in sustainability and number one in the renowned Dow Jones Sustainability Index. We are also named amongst the Top Employers in the UK.  You can’t make a great impact like this without having great people. We want to be the best – to use our leading market positions to deliver a leading performance – and for that, we need the best.  Is that you?
As the L&D Innovation Manager for all UK businesses you will be the Subject Matter Expert for Learning Delivery Solutions or Architectures.  Working with senior stakeholders you will introduce new approaches that enhance learning transfer, build engagement and maximise impact.  You will be a key change agent towards creating a new learning culture.  You will also be key contributor to the global L&D innovation agenda and partner with local L&D/HR senior teams to identify potential areas of improvement and drive through implementation.  You will also lead the selection of 3rd party learning partners to ensure global and local programs are successfully delivered.

Degree qualified (or equivalent experience) you will possess proven high level experience in L&D strategy at senior level.  You will have expert knowledge of industry leading best practice L&D delivery solutions and latest thinking on sharepoint learner portals, rich media scenarios, interactive gaming, social media, mobile and learner communities. Ideally a CIPD (or equivalent) member with a recognised coaching qualification would be an advantage. You will be commercially astute, results focussed and a team player.  You will be effective at analysing needs and devising cohesive solutions, great at motivating and engaging diverse audiences and be a skilled influencer.

At AkzoNobel, we believe we can only grow our business as fast as we grow our people, so if you want to be L&D Innovation Manager in a business that will invest in you and give you the opportunity to develop please apply below.

AkzoNobel. Where your ideas go far.

LocationSlough, Berkshire SL2 5DS (Occasional travel to UK sites & Amsterdam (Corporate Head Office)SalaryCompetitive Salary & Benefits - up to 10% company bonus, 25 days annual leave, pension, BUPA health insurance, 50% discount on our products.DurationPermanent full timeReference1400063AContact NameN/A

With extensive experience of best practice L&D delivery solutions, you are ready to develop your career in a business that will encourage your insight and input, welcome your ideas and act on them. That business is AkzoNobel. Home to the Dulux Super Brand and world class products including Sikkens, Cuprinol and Polycell, we are looking for a senior level L&D professional to lead and manage the deployment of our UK L&D strategy. This is a high profile role within our business, part of a new global L&D operating model combining global aligned programs with local bespoke initiatives.
We operate in a number of important market segments ranging from buildings and infrastructure to transport, industrial and consumer goods. We’re also the sector leader in sustainability and number one in the renowned Dow Jones Sustainability Index. We are also named amongst the Top Employers in the UK.  You can’t make a great impact like this without having great people. We want to be the best – to use our leading market positions to deliver a leading performance – and for that, we need the best.  Is that you?
As the L&D Innovation Manager for all UK businesses you will be the Subject Matter Expert for Learning Delivery Solutions or Architectures.  Working with senior stakeholders you will introduce new approaches that enhance learning transfer, build engagement and maximise impact.  You will be a key change agent towards creating a new learning culture.  You will also be key contributor to the global L&D innovation agenda and partner with local L&D/HR senior teams to identify potential areas of improvement and drive through implementation.  You will also lead the selection of 3rd party learning partners to ensure global and local programs are successfully delivered.

Degree qualified (or equivalent experience) you will possess proven high level experience in L&D strategy at senior level.  You will have expert knowledge of industry leading best practice L&D delivery solutions and latest thinking on sharepoint learner portals, rich media scenarios, interactive gaming, social media, mobile and learner communities. Ideally a CIPD (or equivalent) member with a recognised coaching qualification would be an advantage. You will be commercially astute, results focussed and a team player.  You will be effective at analysing needs and devising cohesive solutions, great at motivating and engaging diverse audiences and be a skilled influencer.

At AkzoNobel, we believe we can only grow our business as fast as we grow our people, so if you want to be L&D Innovation Manager in a business that will invest in you and give you the opportunity to develop please apply below.

AkzoNobel. Where your ideas go far.

Apply now


View the original article here

Trainer

Trainer Hampshire Trainer
Hampshire
Permanent - £30,000 - £35,000

My client is a fast paced, commercial business which is expanding and evolving. Due to this continued growth they are looking to strengthen the existing Learning and Development team with an experienced Trainer.

Reporting to the Learning and Development Manager and working as part of a national team your responsibilities will be interesting and varied. Initially focusing on the delivery of their existing training programmes such as induction and sales training. As the role develops you will also be responsible for reviewing and improving these programmes, carrying out training needs analysis, design and implementation. You will take the lead on ad-hoc projects and will build relationships with a varied stakeholder group scoping out needs and developing creative solutions.

As a Trainer you will have extensive delivery experience within a corporate and professional environment. Are a strong communicator, with confidence working with senior stakeholders. You will be keen to develop your skills within a growing business and will be committed to your own personal development. Please send your CV or for further information contact Lauren Jones-Barrett on 0207 886 7225.

Advantage Resourcing is a service driven recruitment consultancy.

LocationHampshireSalary£30000 - £35000 per annumReference15215564/003Contact NameAdvantage ResourcingTrainer
Hampshire
Permanent - £30,000 - £35,000

My client is a fast paced, commercial business which is expanding and evolving. Due to this continued growth they are looking to strengthen the existing Learning and Development team with an experienced Trainer.

Reporting to the Learning and Development Manager and working as part of a national team your responsibilities will be interesting and varied. Initially focusing on the delivery of their existing training programmes such as induction and sales training. As the role develops you will also be responsible for reviewing and improving these programmes, carrying out training needs analysis, design and implementation. You will take the lead on ad-hoc projects and will build relationships with a varied stakeholder group scoping out needs and developing creative solutions.

As a Trainer you will have extensive delivery experience within a corporate and professional environment. Are a strong communicator, with confidence working with senior stakeholders. You will be keen to develop your skills within a growing business and will be committed to your own personal development. Please send your CV or for further information contact Lauren Jones-Barrett on 0207 886 7225.

Advantage Resourcing is a service driven recruitment consultancy.

Apply now


View the original article here