Thursday, November 20, 2014
assignment #10
Who is responsible for turnover rate? Is it a reflection of poor directing or teachers that just could not hack it? In the readings Michelle was sure that changes need to made to her coaching, mentoring, and hiring approaches in order to have a staff of self reflective problem solvers. I thought that Michelle was very well versed in coaching and mentoring, her conviction to providing a better experience and environment for her staff was something that I firmly believe in. One of the things that Michelle did that I would implement in my own program if I where director would be the side by side mentoring which allows teachers to get 1 on 1 live mentoring in areas that they feel they are not well versed in. Should continued education be a requirement for teachers? Does it matter if staff are not qualified? and does it have in affect on the children in the center?
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I think that Michelle did a great job of fixing the turnover rate. In regards to your question does it matter if staff are not qualified, and does it have an affect on the center. Yes and yes, i think what Michelle did it is important, creating expectations and compatable personalities of teachers should be at the forefront of your school's procedures. Teacher relationships are a huge aspect of being in a classroom together, how can you work with someone who is not experienced,do you have to teach them? Do you think teacher dynamics will be compromised if personalties and experience are vastly different?
ReplyDeleteHi Maika,
ReplyDeleteCoaching and mentoring seem to be a something you notice over the two scenarios but also something you discussed and considered previously. In what ways might the triangle help you to define coaching and mentoring? Are there ways in which you might rethink the triangle or any of the defining ideas around coaching and mentoring from your experience?
What is the role of relationship and image of the teacher in terms of coaching and mentoring? And how does a director position himself within these terms? What role does power have in the process of coaching and mentoring? In what ways might you consider power in the scenarios? And how would these examples in power influence how a director understands and uses power?
Cheers,
Jeanne
Poor turnover rate is a combination of a poor work environment and teachers who just couldn't hack it. A teacher who is resilient and determined enough will keep at it and won't give up on herself or her job. This kind of teacher would first fight for the kind of work environment she hoped work would be. She would speak up, share ideas and have an eye for endless possibilities. This kind of teacher would do everything and anything to make work better. But, this kind of teacher is rare. Most teachers would give up before going to such extremes. They would throw in the towel, they wouldn't be able to take it. Those teachers would find junk work environments to be intolerable and would bail. This causes the high turn over rates we often see-junk programs and teachers who quit too easily.
ReplyDeleteYes, continued education should be a requirement for teachers! There is always more to learn, we should never stop seeking knowledge.
Yes, it matters if teachers aren't qualified. Teachers who aren't qualified shouldn't have the privilege to work with children. Teachers should work hard to become teachers. Children need teachers who know what they're doing, teachers who care.
Aloha Maika,
ReplyDeleteI think turnover rates are a combination of factors like environment, staff relationships, personalities, lack of training or experience. My previous job in retail I saw a tremendous turn over rate and it mostly dealt with conflicting personalities, lack of team mentality and the in ability to befriend new hires. Many people think they can be a preschool teacher because their kind of like babysitters but we are so much more, and then they become in over their heads. How can you create a positive working environment and build a team mentality? What techniques could you use to reduce turnover rates in your program? Directors should lead by example for the rest of the staff to follow and build a strong team.
Hi Maika
ReplyDeleteI believe that it does affect the children if staff are not qualified. Even if staff have their degree, it is still possible for them to become complacent and just start going through the motions while being in the classroom. If it has been a few years since a teacher received his/her degree, they could start to forget developmentally appropriate practices and might just go through the motions. How do you keep you teachers abreast in developmentally appropriate practices? Do you require them to take workshops/classes? Is quarterly or yearly observations enough?
I agree that Michelle had a great idea in utilizing her staff and doing 1 to 1 mentoring. This practice alleviates some work off of the director and it also allows for your staff to share their skills and build camaraderie among your staff. I too would implement her idea when I become a director.
Mahalo
Marisa
I find that you started you response with "Who is responsible for turnover rate" a very strong but important start. Who is responsible? I would have to also ask who does a high turnover rate reflect on the organization or the leader of those who have either been let go or who have chosen to leave? I can from a place that in one year we "lost" 7 employees and in this case it was purely timing and growth opportunities. But others without knowing the whole story may not see it that way. I also believe that creating an environment that not only cares for the children but also the staff is very important.
ReplyDeleteI too also agree in a side by side mentoring. I feel that it would give staff members confidence. I also feel that it's one thing for a director to tell their staff members what to do, and another thing to help them and mentor them. To place yourself in the staff members position and to help them can be a difficult thing. But I believe that this type of coaching and mentoring will help staff members feel confident at work and be willing to build a strong relationship.
ReplyDeleteHi Johnathan,
ReplyDeleteI am curious as to how you would answer to your own question, “How do we get staff and family members excited about trying different things?”
ex·cite
• cause strong feelings of enthusiasm and eagerness in (someone).
• bring out or give rise to (a feeling or reaction).
What excites you? What are your preferences? How would you incorporate your sense of self amongst your center?
What gets me excited? Bright colors, photographs, and animals incite me! I feel more motivated to participate in my center when it features my tastes. There is a sense of worth when my environment incorporates things that I put in the time to adorn. This is a way that directors can use with their staff. I am sure that everyone will feel more inspired to contribute to their center as it entails their ideas, tastes, and likings. What other strategies can directors use to encourage their staff to strive to do their best?
Being respected and appreciated are important elements that directors should regard with their staff. At times, I feel under-appreciated at my workplace. However, there are occasions where my director thanks me for my hard work. I felt a sense of pride as well as self-worth when she does that. It re-energizes me to get through the day as well as this profession. How should directors be regarded? How should staff be regarded? How would you show appreciation to your staff?
Hi,
ReplyDeleteI feel that the strongest trait that Michelle has was the side by side mentoring and coaching she provided her staff with. This kept her up to date and in the know. It also did help with the staff being able to work well beucase she was tehre for them no matter what. She was definitely being a leader and not just a person in a leader position. As for classes and workshops, what can you do to give teachers more oppertunity for that? Some teachers take thier work home, there just isn't enough time for everything. What would you do if you had a few staff members who were overwhelmed like that?
How do you think staff turnovers effect the program? I think that it has a negative effect because children need consistency. Also, having such a high turnover rate shows that there is a problem with staff relationships. How would you give staff the time to do 1 on 1 mentoring? How would you provide positive approaches to helping them become confident in their teaching and planning, or weaknesses?
ReplyDelete