My skill started when I first got my Playstation 3 for Christmas two years ago and I played by myself until I played against Travis Hill and got admitted in the 7o6 Playstation Network clan. Although he beat me thirty to twenty-one, he still thought that I was good enough to join. I didn’t always play with Travis on Playstation, it was maybe five months before I started playing with Travis, and I think that I got good enough by playing that time by myself, and I didn’t really know the meaning of teamwork at first and I quickly figured out that the 7o6 clan was a very teamwork-based clan, especially after I got chewed out by all of the other, more experienced members, but then I proved myself to the entire team by winning an important match against one of our rivals with a 4 v. 1 clutch (a clutch is just when a player by themselves beats at least four of the other players on the other team). The only reason that I chose this as the most important skill is because of the things that it taught me by playing with teamwork, which are basic things like
JLO. Before Jennifer Lopez’s fans laid claim to this three-letter combo, it was the acronym for the unique youth theater group I participated in from 1970 to 1975, playing a role either backstage or, later, onstage in over twenty musicals, comedies, dramas and children’s theater. During the years I was a member of ‘Junior Light Opera’, it was a group of some seventy youth, ages five to twenty and just two facilitating adults — my speech and stagecraft teacher Michael and a school orchestra teacher named Sue. Michael played a pivotal role in funding the enterprise, picking the plays, pulling the key team members (producer, director, etc.) for each play. Sue, our musical director, would recruit and rehearse a full youth orchestra of maybe twenty kids from her various orchestra classes. Given that, the bulk of the responsibility was distributed to their company of talented youth. Unlike any other youth theater group I have seen where all the key jobs — director, producer, lighting and set design, costumer, choreographer — are performed by adults, a typical JLO musical had teenage youth in these critical roles. For example, we did the musical ‘Oliver’ with a seventeen-year-old director, a thirteen-year-old choreographer, an
When I was thirty, I had the great good fortune to attend my first Alcoholics Anonymous meeting and thereby board what I think of as the great ship of AA, which was to carry me through the often-stormy seas of life, one day at a time, to today, 33 years later. AA is an extraordinary model of learning. There are no paid employees and no one has higher rank than anyone else. We learn by sharing our “experience, strength, and hope” with each other. Meetings are lead by volunteers, who tell their stories: “what we used to be like, what happened, and what we are like now” (quotes from the “Big Book” of AA by Bill WIlson, the founder). Support, in the form of friendship, telephone calls, and getting to meetings, is offered unreservedly by members to each other. The only requirement for membership is a desire to stop drinking. Meetings are always free, and available in most areas every day of the week. The principles of the program are put above personalities, and you are advised to “take what you want, and leave the rest.” Learning happens at your own pace, incrementally, over time. No one lectures. The important
All of our students deserve well-trained teachers, but high needs schools often struggle to retain teachers, especially in math and science. I was lucky to work for 18 years with a remarkable group of teachers at Bret Harte Middle School in Oakland. Nine years ago, our science and math departments were struggling with turnover, so we applied and received a state grant to improve instruction. We assigned each new teacher an experienced colleague to serve as their informal mentor, and we met several times a month to share and learn together. We conducted lesson study, developing lessons together, then observing one another teach. We looked hard at our assessment practices, and learned to do formative assessments. There were several keys to making this work.1. Classroom teachers were in charge. We set the direction of the project, and we chose the tools we would use to collaborate. We had a vision for what we needed and we owned the process. 2. Our principal, Mary Hamadeh, was supportive but not prescriptive. She encouraged us to apply for the grant, but she did not attempt to micromanage it.3. We brought in resources from partners in the community. Local experts in Lesson Study from
I love teaching my students to write because there is no greater pleasure in my life than expressing myself. Over the years, as politicians and other folks push standardized testing, students resent the more formal writing and complain, refuse to participate or do a lousy job to prove how much they hate writing. Today, I explained to my students that we were going to venture into writing about ourselves – about things that matter to us. Guess what? Not one complained – not one. We pulled up Inspiration (a software that helps with planning) and students worked through the parts of the document that they needed to include in the writing in order to create a document that they can display with pride. This writing will be a slow process because students will need to conference constantly with teachers and students; learn new evaluation techniques to help them make decisions about their writing style. It was wonderful day working with my students because they have already demonstrated their total interest in writing about themselves. Little do they know that there is more ahead.
For the past year and a half, I’ve been working with a small group of schools in Chicago that are improving kids’ learning through instructional leadership teams. These are teams of teachers in schools that work democratically and systematically to help teachers throughout the school adopt a powerful practice, such as classroom writers workshop. What I love about this is that it is not only improving classrooms, but also developing teachers’ leadership capacity so they can continue making improvements whether consultants or grant funds or other outside resources are available or not. And when teachers learn how to work more democratically, they come to view kids this way as well. This is a kind of sustainable improvement in education that we have lacked across the country. Too often schools depend on outside experts (like me) to promote change, and then we wonder why it doesn’t last. What’s also exciting is that the well-structured development process the teams are using helps insure that the effort really gets carried out and deepened as it goes along — which too often hasn’t happened in schools. I’ve helped coach the teams — but it’s really the teachers and the kids who do the work.
The year was 1988 and I was a new high school principal in Franklin County, Virginia. The school had problems – a high drop out rate, low percentage of students going on to higher education, and parent and student apathy to name a few. We did a good job of working with the academically talented students, but not all students. In my five years as principal the faculty (with changes) came around to accept a mission of meeting all students’ needs. We started interdisciplinary teaming in 9th grade to ease the middle school transition, set up a mentoring program for at-risk students, and taught interdisciplinary classes (combining 11th grade American Literature and American History so students studied the Civil War as they read the Red Badge of Courage) to make school more meaningful and relevant for student learning. We also reprised the musicals that the drama and music department put on after 20 years of artistic silence in that arena. I met with all new faculty every Friday over pizza and soda to help them last through the first year and be more effective than they might have been otherwise. At the end of the fifth year our drop out
I am an educational consultant and writer, and the most powerful learning experiences I have are when the folks I am consulting with/learning with have chosen to be part of the group, agree on the nature of the problem, and there is a high degree of trust among group members. I’m working now in a troubled middle school that won’t make AYP this year and might be closed due to underperformance. Many of the teachers and all the school leaders got together at the beginning of the year, though, and decided they would work on problems of instruction as a way to deal with their underperformance. Because everyone agreed this would be fruitful, and people have developed a lot of trust with each other about discussing hard things, we are really seeing improvement every day, even in test scores! But all three conditions: trust, agreement on the problem, and choosing to participate are ingredients of making this a powerful learning environment. Thanks for asking!
I grew up going to my mother’s afterschool tutoring program in a church basement on the South Side of Chicago. It is the best learning community I’ve ever been a part of and the best learning experience I’ve ever had. That is high praise because I have been lucky enough to attend extraordinary schools and to have great professional development and learning experiences as an adult. My mother created a unique culture. Everyone was challenged to do their best, every single day. It was the ultimate in high expectations, both for individuals and the group as a whole. There were no short cuts or excuses. We did lots of things in teams and groups. These collaborations created positive peer pressure where we encouraged one another. Folks who were strong in one thing were helping ones who were weak in something else. We had a sense of camaraderie. We were all in it together. Everybody was both teaching and learning. Ten-year-olds taught five-year-olds, and fifteen-year-olds taught ten-year-olds. At every stage, you were expected to continue to learn and improve, but you also were expected to help others. The older students took great ownership for how the younger children were doing. At