Wednesday, September 24, 2014

EDUC 638 - Week 6 - Flipped Classroom


A flipped classroom is a new innovative method to promote learning in and outside of the classroom. A flipped classroom also incorporates technology and all of the social aspects that have grown in the past five years that children use on a daily basis. Flipping the classroom simply changes the way students learn; from a very different instructional practice that takes place at home to a more collaborative and engaging classroom environment when the students are in class.
Of course there are pros and cons to every practice, policy and procedure in any organization. With flipped classrooms, teachers need to encourage it as an “all in” method to learning or children will be turned off. Traditional methods of instruction with lectures are out; however, students and families may still feel more comfortable in this particular learning environment. The pros are that students are able to work in their own learning environments at their own pace. If they need instruction repeated, all they have to do is rewatch or redo a particular module. This encourages critical thinking, along with rethinking and even redoing. A con to a flipped classroom is that not every student has access to a piece of technology. To overcome this challenge, teachers need to know what students have access and what students do not have access to a computer or particular source of technology. Teachers can designate specific times, before and after school for students without technology access to complete their assignments. In this case, these students cannot always take their time learning at their own pace, unless it is, of course, after school hours.
Staker and Horn (2012) write, “The Flipped-Classroom model accords with the idea that blended learning includes some element of student control over time, place, path, and/or pace because the model allows students to choose the location where they receive content and instruction online and to control the pace at which they move through the online elements” (p. 11).
(Example: At Stillwater Area Public Schools along the St. Croix River in Minnesota, students in grades 4–6 math classes use Internet-connected devices after school at the location of their choice to watch 10- to 15-minute asynchronous instruction videos and complete comprehension questions on
Moodle. At school they practice and apply their learning with a face-to-face teacher.) (Staker and Horn, 2012, p. 11).
In regards to parents and stakeholders, teachers need to keep constant, clear open- communication to ensure best possible student outcomes where everyone is on board and supportive. Schools that encourage the flipped classroom need to implement effective teacher professional development related to flipped classrooms and maintaining parental involvement throughout the entire process. School administrators must keep their teachers accountable for maintaining effective flipped classroom practices, as well as open, clear communications with parents.
School administrators must ensure their roles in observing students, evaluating teachers, and mandating staff meetings that keep teachers in the loop and on top of best practices related to flipped classrooms. Staff needs to communicate their pros and cons with the flipped classroom method of instruction, and the school needs to continually revisit and adapt or change their flipped classroom practices. Essentially, balance is needed with any instructional practice. The mind gets used to the same old method and students become bored; therefore, teachers have to constantly reflect on their own instructional practices, making changes that will ensure students intuition and drive to learn and grow.
Reference:
Staker, H., & Horn, M. B. (2012). Classifying k-12 blended learning. Innosight Institute.


 Click below to hear Geoffrey's audio piece on flipped classrooms:

Thursday, September 11, 2014

Sheninger's (2014) Six Elements of Change

This week, I chose to take on option 1, which is to discuss the six elements that Sheninger suggests drives change. Sheninger (2014) talks about six secrets of change, which consists of: loving your employs, connecting peers with purpose, prevailing through building capacities, learning is the work, being transparent, especially when it comes to rules and policies, and having effective learned systems. Sheninger (2014) writes, “Loving your employees is about helping them all find meaning, increased skill development, and personal satisfaction by making contributions that simultaneously fulfill their own goals and the goals of the organization (Fullan, 2008, p.25)” (p. 54-55).
An organization is nothing without its members. A leadership team is nothing without its members. Positive outcomes are not possible without members that feel appreciated and cared for. An organization must have a purpose. Leadership teams must ensure their purpose in developing their members, which consists of being transparent in everything they do. When it comes to policies, systems in place, rules and guidelines. Expectations must be shaped with purpose in mind and members must know that learning is challenging and takes hard work and effort. Effective organizations connect their peers with purpose in mind where their teams are able to collaborate with others in the district or field that influence positive change on their members and organization.
Kim and Frick (2011) state, “Fostering motivation to learn is one of the key principles for effective instruction (American Psychological Association, 1993; Bransford, Brown, & Cocking, 2000)” (p. 2). As a leader in technology, team members must be motivated and eager to develop and grow. Such motivation comes from knowledgeable leaders who implement constructive and transparent systems that assist with daily practices and policies.
Knowing the six elements of change and how my district runs, I could change the overall practices related to teacher attrition, connections throughout the district, adult education, policies, and systems used.  Sheninger (2014) states, “The effectiveness of distributed leadership resides in the human potential available to be released within an organization, an emergent property of a group or network of individuals in which group members pool their expertise (Gronn, 2000)” (p. 55). My district needs to do more collaborative work that is concentrated on our staff members and teacher happiness, development, and future. My district is amazing at using data to analyze student achievement; therefore, I would concentrate most of my time ensuring teachers are challenging themselves when it comes to technological opportunities and ensuring they are seeking advice from leading, successful teachers. When teachers expose their peers to what works in their classrooms, especially related to technology, they are not only collaborating effectively, but improving teacher knowledge and helping their peers implement effective lessons using technology that advance students achievement.
Resources
Kim, K. J., & Frick, T. W. (2011). Changes in student motivation during online learning. Journal
of Educational Computing Research44(1), 1-23.
Sheninger, E. (2014). Digital leadership: Changing paradigms for changing times. Thousand

Oaks, CA: Corwin.