Wednesday, April 25, 2012
Human Resources
Which teacher would you rather hire: a teacher who will most likely be moderately effective in the classroom, but is likely to follow school rules and not create any waves on your staff, or a teacher who will most likely be highly effective in the classroom, but is likely to be a controversial and "difficult" person to work with? Why?
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I'd love to say I'm going with highly effective, but I don't need controversial and "difficult."
ReplyDeleteI know the teacher you're talking about. She is so aggressive at meetings that other people don't speak up. She often bullies students in class and never has anything good to say about anything except herself. When she retires, my school will be a better place and I don't care who they hire to replace her because her negativity adversely affects a lot of the good things that could be going on at our school outside of her classroom.
I'm taking moderately effective. I can grow a better teacher, or certainly hire one if need be.
I believe this is assuming the leadership is good. If it's good leadership and someone is simply toxic, then I agree this would not be a good fit. But what if it is not good leadership, and that is why the teacher is difficult? This teacher may actually be well-respected by peers but considered controversial by administration because she actually speaks up for the other teachers.
Delete-Jamie C.
I think I'm going to have to (respectfully)disagree with you this time, Phillip. Highly effective teachers are not easy to come by... growing one or hiring one is going to take time, energy, and money... with no guarantee that this person will be "highly effective" in the end. That's a pretty big risk!
DeletePhillip,
DeleteI agree with you, only because I feel that all of us as teachers grew into highly effective teachers. Someone had to work with us, and we all can improve over time. I would definitely get rid of the highly effective teacher, because this one teacher does not make the whole team. Yes, highly effective teachers may be hard to come by, but there's no need to have a highly effectively teacher that no one feels comfortable collaborating with; how could this be helpful for anyone? I would keep the moderately effective teacher, continue to work with him/her and go from there.
Can't you also develop a teacher that is highly effective in the classroom to alter behaviors that are "controversial" or that make them difficult to work with? If these behaviors would prevent someone from being able to effectively work with a PLC, then no I would not hire them. But if they are an outstanding teacher and I believe that I can coach them on the areas where they have an issue, then that is who I would hire.
ReplyDeleteHighly effective. I cannot stand mediocrity in the classroom. Being moderately effective is a disservice to public education. It's what often gives other good teachers a bad name. And what is it the teacher is being 'controversial' about? Could it be because the leaders in the school need to re-examine their own methods? I would say that I can sometimes be the person who makes waves because I stand up for the rights of the children when something is wrong. I do adhere to rules, but some may find me to be a difficult person with whom to work because I am not a "yes man." However, I think other highly effective teachers and leaders find it very easy to work with me. I suppose I also take this perspective because of my current working environment. Perhaps the teacher who is making waves would not do so in a productive and effective learning environment.
ReplyDelete-Jamie C.
I am with Jamie. I would choose highly effective with student achievement being paramount. Not sure what "controversial" or "difficult" are defined as and who has labeled this teacher this way. Maybe this teacher is frustrated at other's mediocracy? Maybe they are not in a a school environment that is the "best fit" for them? If they are a highly effective teacher- hire them.
ReplyDeleteWow, having to choose between these two situations really bites. I've always been one to choose heart over talent any day because I believe someone with a good heart can be taught. I've run into too many talented people that are horrors to work with. I think as an administrator, I think I'd still rather have a teacher that's highly effective in the classroom even if she/he is difficult to work with. I hope that with good leadership, the school will reflect a positive healthy culture, and with that culture, this difficult teacher will see the need to become "less difficult" to work with.
ReplyDeleteThis one is easy for me... I am going with the highly effective teacher every time. Student learning is always the first priority. However, if I am the leader, I want to look at the ways in which this teacher is controversial or difficult. Does difficult mean he questions my leadership? Does difficult mean he wants more information before "jumping on board" every initiative that comes through the building? Does difficult mean he challenges others to have to work harder, or think outside the box? To be honest, as long as this is not rude in presentation, I value this type of being "difficult". But, if difficult means being mean or rude to others, or making a negative impact on students in other ways... that is a conversation I am going to have. I am going to work to change those behaviors and try to make my difficult teacher a part of the team.
ReplyDeleteI am in total agreement with Jodi. I would go with the highly effective teacher every time as well. We are unsure what "controversial" and "difficult" means at this time. I actually really enjoy having teachers like that as colleagues. Typically people like that always give another perspective to ideas or decisions and make people think. Those perspectives can lead the way to some great discussions that need to take place before making decisions. But I'm also with Jodi, if being "difficult" has a negative impact on students, then something would need to be said. I would hire the highly effective teacher each time.
DeleteI think that all three terms used to describe the two teachers can be misleading. Why is teacher A considered moderately effective? Does he/she write up a lot of discipline referrals? Do the students not like him/her? Is his/her pedagogical practicing less than proficient? Is he/she willing/motivated to improve? Is he/she a first/second year teacher trying to get better or in need of a better mentor? The list of variables could go on and on....
DeleteThe same can be said for teacher B. Who had determined that he/she is highly effective and for what reasons? There's a teacher at my school who does not follow the school's discipline policy, has a lot of parent complaints for how she talks to the students, and who students say they hate going to her class (100% direct instruction). Yet our grade-level AP has told me several times that she is "highly effective" because she doesn't write kids up and her students pass the EOGs. Personally, I wouldn't call this effective.
I know that it makes the most sense to say the teacher that is the most effective in the classroom, but I would still like to know the specific criteria surrounding what makes one teacher "effective" and the other "mediocre".
I would rather hire a teacher who will be highly effective in the classroom, but is likely to be controversial and difficult. My rationale is that educators are naturally passive and do not want to rock the administrative boat. Teachers want to help children learn, but find it uncomfortable to speak out against insensitive policies and insulting attitudes. I value maximizing student achievement above all else. As a leader, I can empower, or disempower this individual if needed. I have currently finished reading a book entitled, The $100,000 Teacher, by Brian Crosby. Some quotes in this book I feel helps this notion of a teacher being “controversial and difficult,” which often times I feel can be misconstrued as thinking “outside of the box,” or being a “creative or independent thinker.” Here are the quotes:
ReplyDelete“The philosophy of educators is to broaden and liberate the mind, not create schools of thought that put teachers in the position of ‘us versus them.’ God forbid the lone teacher who voices skepticism or opposition. Obviously, that teacher is not with us. Innovative teachers who think ‘outside the box’ are punished. Creativity and divergent thinking, considered admirable traits in students, are not allowed to flourish. Complacent teachers thrive. Even when given good ideas, have no time to implement them” (Crosby, p. 69).
“One of the newfangled ways of describing the cumulative role of students is as self-directed learners and independent thinkers, who have been taught all the necessary tools to succeed no matter what endeavor they choose. How ironic that teachers who teach students these tools aren’t able to exercise the same behaviors in their own profession. Teachers are not viewed as independent thinkers. Instead, they are looked down on as people who are best dictated to, told when to show up for work, what forms to fill out, what meetings to attend, when to turn grades in, where to go at what time” (Crosby, p. 269).
“This is quite typical of the bureaucratic mentality: if a few are having trouble, then all will be forced to attend staff development sessions on new materials. It’s difficult to think of one ‘innovation’ that provides more freedom of thought or rewards thinking out of the box” (Crosby, p. 149).
Highly effective. At some point every member of an organization whether it be a school or a Fortune 500 company is going to be controversial and difficult. Not every member will be highly effective. If I can guarantee the person will be highly effective in the classroom, assuming this includes being kind and respectful to the children s/he teaches, then this is clearly the choice for me. I can teach someone to be less difficult if it gets in my way. However, as a leader, I'm not interested in the gossip that circulates in the school and there is no question that the "safe" non-controversial teacher will at some point contribute to controversy as well. I'd rather have competent, effective, and wave-making, than incompetent, ineffective, and passive any day.
ReplyDeleteI agree with you wholeheartedly. My concern would be the children in the classroom. I can deal with controversial as a professional, but I have a hard time dealing will incompetent. Teachers should be hired because of the work that they are going to do in the classroom. There are plenty of methods for handling the difficulties of personality differences and the like.
DeleteIt depends on several factors including years the teacher has been in the classroom, the personality of the teachers, how their personality may fit with or against mine, and what the teacher has done that is controversial. Ultimately, you want a teacher who is highly effective, but at what cost to you, the school, the faculty, the students, etc. One can say that they support the students and are willing to fight for them, but if they do so in a manner that is unethical, is disrespectful, disregards or undermines authority or instruction, goes against proper protocol, or is counterproductive, then I know that that type of person may not be a good fit at my school. I would want and need someone that I can support, that will support me, is trustworthy, respectful, ethical, and can receive and accept constructive feedback. As a leader, you have to be able to work with all types of people who have different quirks, strengths, weaknesses, and personalities. At any job, there will be people that you like, some that you dislike and some who follow the rules and some who do not. A leader needs to surround him/herself with a faculty that is going to fit in with the culture of the school, is able to be flexible, is willing to adjust to change as needed, is willing to actively participate, can provide various perspectives without being a “yes man”, can offer solutions and not focus on the problem(s), and who is not going to add unnecessary stress, drama, or controversy.
ReplyDelete~Phylisha
Give me "difficult" yet highly effective any day! I suppose it is easy for me to say such since I have been perceived as such. The beauty of someone like that is you have to take their energy and channel it, like Dr. Pedro Noguera shared in a speech of his I saw. He spoke of dealing with students who may be perceived as difficult and the challenge that teachers must rise to, he used the analogy of tai chi, channeling that energy instead of fighting it. I completely agree with Lauren and Jodi.
ReplyDelete