The problem is, if you don’t have this effective observation and feedback system in your school, you risk leaving line managers feeling ‘stressed’ or ’embarrassed’ every time they need to have these conversations. They end up dreading it. (Some observers even email their observation feedback to avoid this, which can easily be misinterpreted and have detrimental effects. That’s assuming, of course, teachers actually read the email!)
It becomes a “done to them”, not “done with them” process.
Worse still, little changes as a result of the observation and feedback – even though observers have pointed out exactly what’s wrong and how to fix it! They just don’t understand why things aren’t improving – and at times they feel like tearing their hair out!
You may have noticed people on the receiving end of feedback either arguing, becoming defensive, or going away feeling so upset that they want to leave the profession. As a result their confidence drops and their health suffers. They feel demoralised, demotivated and deflated. So it’s hardly surprising that some schools are haemorrhaging staff when this is the case!
Obviously, this problem isn’t going to fix itself, so it’s important for you to deal with it now.
Otherwise teachers won’t improve as much as they could. The stress and frustration will still be there. And the school won’t move forward in the way you’d like it to. When this happens it’s obviously going to affect your budget, and the quality of teaching and learning.
The good news is that it doesn’t have to be that way.
When you’ve learnt how to conduct teacher observations and give ‘coach-style’ feedback using our system you’ll instantly eliminate these problems.
You’ll save time. You’ll stop inconsistency. And you’ll get rid of stress. What’s more, you’ll quickly improve performance, leading to better outcomes.