The Four Pivots, Part One

The purpose of my writing this blog over time is to synthesize my own learning and to share my learning with others. As I write today, I’m returning to my purpose because I know how important it is to remind myself of my why, especially since today is the day I’ve added a “Subscription” feature to my webpage! I’m extremely excited about the privilege and opportunity to share my writing in a more systematic way with my readers.

In this post, I want to begin a synthesis of The Four Pivots: Reimagining Justice, Reimagining Ourselves, by Shawn Ginwright, PhD. This will be the first in a four part series, each part comprising one of Ginwright’s pivots. As I read the book, I was inspired by the connection between self work and social justice work. The focus on Belonging also stood out to me because it is one of my Core Values and because we know that in order for learning and healing to occur, we need Belonging. Reading the book, I had many take-aways for myself, my leadership moves, and my teaching. I highly recommend reading the text and know many educational leaders and learners will be embracing it over the years to come!

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Feedback to Pedagogical Change: Focus Student to Teacher

We know that, as educators, implicit biases show up in the ways we teach. We also know that the best feedback we can get is from observing and reflecting on practice with a critical lens and, more importantly, asking our dreamers for feedback. (Note that I am using the term Achiever instead of Scholar to honor the funds of knowledge and expertise each student already has.) In this post I want to synthesize what I am learning about the “Focus Student” process. Engaging in a Cycle of Inquiry around a focus student can increase a sense of belonging, which leads to an increase in learning and a change in teacher practice adapted to the achievers with whom we engage.

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A First Try: Unit Planning With Cultivating Genius

I’ve been studying the work of Dr. Gholdy Muhammad for several years by watching webinars, reading and re-reading her Cultivating Genius: An Equity Framework for Culturally Responsive and Historically Responsive Literacy, and this year by working alongside her in a year long in-depth study of her work and how to use the Historically Responsive Literacy framework. In the past I’ve integrated the framework into lessons and last week I started my first unit plan using the tool. I’m excited to share some of my thoughts in this post.

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Protocols, Protocols, Protocols!

Yesterday I learned about the “Sailboat Protocol” and want to write today about the protocol because it has so many potential uses: for coaching partnerships, teams, and student engagement and empowerment. Protocols are powerful because they provide structure, interdependence, and language to collaborative conversations. Structure frees up our energy and thinking so that we can hear all voices in the room and create transformational ideas together. The “Sailboat Protocol” is a useful way to address personalization and equity because it is a structured protocol and because of the steps that keep the focus on addressing barriers and moving towards our desired state.

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Effective Feedback

Three months ago I started learning to play the piano. I’m using an app that listens to what I play and gives me feedback. It slows down if I need a slower pace, and has me repeat sections that are difficult. I also get emails indicating if I haven’t practiced in awhile and congratulating me when I’ve completed a practicing streak. Reflecting on this positive experience and how quickly I’m learning to play and reflecting on the conversations in which I have received valuable feedback, I decided to reread and synthesize a few books on giving feedback to educators. Today I will summarize one of the books: Tell Me So I Can Hear You, by Drago-Severson and Blum-DeStefano.

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The Power of a Process Observer

I have to admit I was initially afraid to use Process Observers to give feedback on meetings. I read about the Process Observer (PO) role in Elena Aguilar’s The Art of Coaching Teams and was intrigued. However I had never participated in a meeting where a person was designated or trained as a PO. Fortunately a colleague modeled the process for me in a meeting we co-facilitated. I immediately saw the benefit for team growth. In today’s post I will summarize some of what I’ve learned and tried with the PO role.

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Cultivating Genius: Identity

Dr. Gholdy Muhammad’s Cultivating Genius: An Equity Framework for Culturally Responsive and Historically Responsive Literacy presents background and a tool based on the rich practices of Black Literary Societies of the 1800s. The framework includes 5 Learning Pursuits: Identity, Skills, Intellect, Criticality, and Joy. These pursuits are empowering and connected to the lives of students. They are used to design interdisciplinary unit plans through the use of multi-modal layered texts. Because most traditional unit planning is focused on Skills and Intellect, I am shifting to focus more on Identity, Criticality, and Joy in my planning and coaching. In this post, I will focus on the Learning Pursuit of Identity.

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Beliefs and Expectations

Yesterday I finished reading Unlearning: Changing Your Beliefs and Your Classroom with UDL, by Allison Posey and Katie Novak. I highly recommend this book! The book gave me many take-aways and ideas to reinforce my understanding of Universal Design for Learning (UDL). In today’s post, I want to focus on expectations and beliefs, as I think these are the key to changing the way we do school…. and key to creating more socially just, inclusive school systems.

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Equity and Access: The Universal Design for Learning Guidelines

Just as we design buildings to be accessible by all people, we should design accessible learning opportunities. No two learners are alike – we are as unique as our fingerprints. If anything is a constant in education, it is that we can expect variability in the students and the adults with whom we work, each with individual strengths and goals. Universal Design for Learning (UDL) is a framework through which educators can intentionally plan for a variety of ways to access, engage with, and express learning. The learning is towards rigorous and meaningful goals. This is a huge move toward high outcomes for all learners. In this post, I want to share some thoughts and resources around UDL.

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High Leverage Coaching and Mentoring Tools

Effective coaches and mentors use tools to best meet the current goals of a colleague. Reflective coaches practice, reflect on, and improve on their use of tools. They plan for conversations with an intentional review on past conversations, select potential tools for the upcoming conversation/s, are committed to showing up for the colleague, and know that the journey is where the real learning will occur. As a result, a coach needs to be flexible and follow the colleague’s cues and most pressing questions/challenges. I want to write, in this post, about what high leverage tools do, and share some of the high leverage tools I use at this time.

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