Top Tweets for #TDTCONF
Enjoying listening to @al_beauchamp present in today’s @TeacherDevTrust #TDTConf on translating research to practice using Hunter’s Bar Junior School’s Professional Inquiry Model - a really carefully designed and bespoke approach to collaborative learning!
Listening to @MrsBallAP’s brilliant ideas of how to effectively support middle leaders. Great to hear lots of things I think we already do, but also lots of ideas to think about for next year! #tdtconf
Great discussion on wellbeing at #TDTconf between @GarethConyard and @McBreartySinead absolute gold! Loving the reference to Brene Brown too. @TeacherDevTrust
Really looking forward to hearing from @MrsBallAP at today’s @TeacherDevTrust #TDTconf - such an inspiring leader #smarthearthumble
One of the bits of CPD this year which has had the most positive feedback is our T and L briefings where each week I remind staff of one strategy which feeds into our Great Teaching principles. None of these are my own ideas but I add any I hear in podcasts or in my reading 1/
.@GarethConyard thanks the panellists, @Concettina_J1 @chadda_amit @DamienRobertsIP and for those asking questions including @Stillteaches @adamboxer1 on Twitter and all those in the room. This is something TDT really cares about improving for teachers and schools #TDTconf
.@Concettina_J1 picks some examples from @TeacherDevTrust network schools - e.g. a school that focused PM targets on process, not product, i.e. the discussion was around efforts made toward improvement, not around judging/comparing outcomes #TDTconf
.@Concettina_J1: it's fundamental that you mustn't just have the 'judgement/evaluation' side of performance management without the coaching and development side - that makes it feel much more 'done to' #TDTconf
.@GarethConyard puts @adamboxer1's point to the panel "Performance management is often done *to* teachers and we don't think enough about their side of things and what works and what doesn't from that angle" #TDTconf
.@chadda_amit: it's important to make sure that record-keeping is kept light and focus on having really powerful conversations #TDTconf
.@Concettina_J1: the key is to separate out accountability and support; one person is assessing practice but the more regular conversation is with a trusted and valued coach. #TDTconf
.@Concettina_J1 encourages us to consider not only individual appraisal but also team appraisal that encourages staff to think of themselves as part of a collective - joint responsibility to develop performance. #TDTconf
.@Concettina_J1 reflects that developmental-focused PM can strike some leaders as 'fluffy' but there can be a robust focus on teachers bringing and discussing formative assessment around pupils' progress but this can stay developmental and high trust #TDTconf
.@Concettina_J1 discusses the idea that we need to encourage a 'learning orientation' and not a 'performance orientation' if we want appraisal to lead to improvement in complex domains such as teaching #TDTconf
.@Concettina_J1 sketches out the separate processes: one person who has regular appraisal discussions and another who is a coach with plenty of ongoing dialogue and lots of chance to tweak practice. #TDTconf
.@Concettina_J1 draws a parallel to assessment feedback to pupils where they will focus on grades given and less on developmental comments - having the two together is hard to make work #TDTconf
.@Concettina_J1 quotes the @CIPD and @CenterforEBMgt review that identifies that appraisal relationships need to focus _either_ on judgement _or_ development - it's almost impossible for one person to do both. #TDTconf
.@Concettina_J1: there isn't a perfect or correct way to do performance management, but it's about finding an approach that works well. #TDTconf
.@chadda_amit: we need to build the skills of line managers, middle leaders and senior leaders, empowering them to have powerful, non judgemental conversations. #TDTconf
.@chadda_amit: annual PM conversations should be 'no surprises' - these meetings are the not the place to discover bad news but to summarise what happened in the year, the key is ongoing discussions and feedback #TDTconf
.@chadda_amit: when line managers are confident in the way they conduct conversations and regular dialogue, it builds trust, keeps the focus on development, reduces the fear and increases the impact and helpful accountability elements on performance management #TDTconf
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