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Choose humility, humbleness, and strength each day!

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Hard work is the core of our leadership!

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Create better lesson that engage your students!

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Planbook - The Leader in Lesson Planning

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With over one million teachers and one billion lessons, Planbook is the established leader in online lesson planning!

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Make your lessons Effective!

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Strategies for Effective Lesson Planning | CRLT

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A lesson plan is the instructor’s road map of what students need to learn and how it will be done effectively during the class time. Before you plan your lesson, you will first need to identify the learning objectives for the class meeting. Then, you can design appropriate learning activities and develop strategies to obtain feedback on student learning. A successful lesson plan addresses and integrates these three key components:

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Use discussion to engage students and achieve greater gains!

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For teachers seeking to facilitate rather than lead discussions, these strategies empower students to share their ideas.

Sometimes, as teachers, we struggle to help our students connect what they know to what they are learning. When we face this challenge, it can be helpful to examine our practice under a different set of lenses to uncover ways to reinvigorate learning. One of the easiest ways to do this, especially if you're new to the profession, is to take a closer look at how you manage discussions.

When facilitating a discussion, do you direct your students toward specific outcomes, or is there room for them to take ownership of the conversations and make them their own? There are differences, however subtle, between leading and facilitating discussions. The following five strategies, which are particularly suited for middle and high school students, empower student agency and offer a fresh approach to discourse.

CoFounding Environments of Shared Inquiry

When you lead a discussion, you begin with the end in mind-that is, you determine exactly what you want your students to know and guide them with focused questions.

Rather than provide you with a list of strategies that you can use to increase student engagement, our intention is to demonstrate how combininggold standard discussion strategies, such as Turn and Talk or Think-Pair-Share, can energize your teaching practice and produce powerful results.

The following discussion sequences, or dialogic archetypes, can be applied to subjects across the curriculum. They can be disassembled, rearranged, and reconfigured to create new instructional arrangements that appeal to your students' strengths and needs and to your own teaching style.

1. Quick Write, Turn & Talk, Modified Jigsaw, Quick Draw

Here's a sequence that works well when discussing short texts such as case studies: Distribute a number of short texts (three or four should suffice) and blank note cards among your students, so that each student has one text. Ask students to read the texts and respond on the lined side of their note card; you might invite open responses or offer a prompt.

Once students have responded, pair them by text, and ask them to share what they wrote. You might also create discussion groups in which students have read different texts and invite them to explore similarities and differences in themes, characters, conflicts, or other relevant topics, moving from pair to small group work.

Finally, ask students to draw something they learned from their discussion group on the blank side of their note card to share with you, their group mates, or the class as a whole.

2. Four Corners, Think-Pair-Square, Sticky Chat, Gallery Walk

To integrate kinesthetic engagement into classroom discussion, post images related to what you are teaching in the corners of the room, and direct students to stand next to the image that they find most appealing.

Pair students by image, and ask them to conduct some independent research about their chosen picture. If your students do not have ready access to computers, you can provide them with books to explore, or simply ask them to record their thoughts on the images. Create discussion groups of four by combining pairs assigned to the same image. Finally, ask students to write what they learned on sticky notes, and post them on the images. The class might then engage in a gallery walk to learn from one another's findings.

3. Group Roles, Team Pack Discussion, Classroom Mingle, Classroom Poll

For a discussion sequence that connects students with multiple classmates, create groups of three, and provide each group with a different discussion prompt on a note card. Assign each member of the group a role: speaker, scribe, and timekeeper. Ask students to respond to the prompt on their note card before passing it to the next group.

Then, rotate speakers one group to the right and scribes two groups to the right. After the timekeepers have discussed all of the prompts, poll the class for their favorite.

4. Pick a Side, Snowball Discussion, Debate, Graffiti Wall

To lower the stakes and boost participation during classroom debates, ask students to pick a side on a given issue and to write their thoughts on a piece of paper. Direct half of the students to fold their papers lengthwise, the other half widthwise. Collect the papers, assign a side of the issue to each type of fold, and redistribute the papers randomly.

Facilitate debates of two, then four, then eight students, with each side evenly represented. Ask students to record their thoughts on the paper again, and then tape them on the wall to showcase students' engagement.

5. Stoplight Sticky Notes, Affinity Mapping, Gallery Run, Web Discussion

Make learning visible with an archetype that centers the use of maps: Provide students with a prompt connected to a short video or text. Ask them to write their thoughts on color-coded sticky notes: green might mean "interesting," red "challenging." Create small groups, and direct participants to identify similarities and differences between their notes. After small group discussion, arrange the class in a circle, and have them create a "web" by passing a ball of string when they connect with a fellow student's reflection.

Moving Beyond These Discussion Sequences

These instructional sequences can be followed by whole group discussions or some other kind of low-stakes assessment to measure student understanding. However you decide to progress, the point is that strategies that usually stand on their own, or that are simply framed as standing on their own, can be combined to create unforeseen opportunities for engagement. While it is important to have a plan, good teaching is about leaning into the unexpected. It's about taking risks and creating space for your students to actively participate in the meaning-making process.

Even if the archetypes presented here do not appeal to your particular style of teaching, we encourage you to experiment with the strategies that do. It doesn't matter if you've been teaching for three months or 30 years. Education is unmapped terrain, and there will always be something new to discover.

The strategies in this article were developed with Cayla Cosner, an elementary and special education specialist.

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5 Discussion Strategies to Deepen Student Engagement

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There's a difference between leading and facilitating discussions. These strategies de-center the teacher's voice so students' ideas soar.

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Use research to better your instruction!

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10 Examples Of Evidence-Based Instructional Strategies | ClickView

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What strategies should you implement in your classroom? Jessica Pastore explains the benefit of peer-reviewed strategies backed by data

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Understand why effective instructional practices to be part of your observations

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Make sure you and your staff understand what evidence-based instruction is important to your school

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Evidence-based means using classroom practices based on clear and convincing proof from well-designed research and data analysis. Find out what to look for in identifying best practices.

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How Transformational Leadership can transform your school environment

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It's no secret that an effective leadership strategy can be the difference between an organization that flourishes and one that fails. What most do not consider, however, is the effort that goes into identifying which approach a leader should take in order to make the biggest impact.

There are eight primary theories of leadership, according to Les Stein, EdD, assistant teaching professor in Northeastern's Master of Science in Organizational Leadership program. Each leadership methodology operates on a different set of priorities and can be equally effective when applied to the correct situation.

While Stein believes in utilizing different leadership approaches depending on the circumstances, he is partial to employing transformational leadership, because the broad and inspiring principles the paradigm is based on have the potential to make a difference in a larger context.

"Transformational leadership offers a little bit of everything," Stein says. "And [it] is generally considered to be extremely effective for leaders who want to get the most from their followers."

What is transformational leadership?

Transformational leadership is a model of leadership used across the spectrum of politics, education, entertainment, finance, technology, and other industries.

"When you look at people that are good examples of transformational leaders, you think of the people that have had an impact, whether that's on an organization or on the country," Stein says. "These are the people that can rise to any challenge and bring everybody together collectively to make a difference."

This transformational approach to leadership relies on encouraging and motivating followers to participate in molding a successful future for an organization. This often includes establishing a group's common purpose-a concept rooted in an organization's official vision and mission, which are two aspects leaders use to help define and outline goals.

"[Vision] tells me where I want my organization to be in the future and why," Stein says. "[Mission] explains the reason for my organization's existence-its purpose."

Stein argues that no organization can succeed without a clear vision and mission and that both are vital aspects for leadership to establish early on. In fact, he believes a truly transformational leader can enter a struggling or stagnant organization, analyze the circumstances, and articulate needed improvements almost immediately. That leader should then be able to guide the organization in defining or redefining its core values in a way that unites the group in a common effort.

At the most basic level, transformational leadership is used to inspire employees to look ahead with a focus on the greater good and to function as a single unit with a common goal in mind. It is not until a leader accomplishes these steps that a successful transformation can begin.

Qualities of transformational leaders

Stein considers transformational leaders to be people who can bring an organization together "to understand a common purpose and motivate in a way that creates an organizational culture focused on success." He has found these types of leaders commonly possess a particular set of traits and characteristics.
A transformational leader is:

Visionary.

Team-centric.

Engaging.

Inspiring.

Inclusive.

Emotionally intelligent.

Collaborative.

Leaders who have these skills are also commonly charismatic, empathetic, and motivating, Stein says. On a personal level, they possess strong ethical values. They strive to put their teams before themselves without ever thinking about their own power or how their actions will benefit them personally moving forward.

As part of a team, transformational leaders have an innate ability to understand people, define each team member's goals and aspirations, and bring everybody together to make a difference. They are also likely visionary in their own way of thinking and possess communication skills that allow them not only to articulate their thoughts clearly, but to do so in a way that is inspiring to others.

"You hear a lot of people called 'transformational leaders,' and I would question that," Stein says. "[Transformational leaders are] unique individuals with real, honest personal skills [that allow them] to get the job done far better than anyone else."

Transformational leaders must also be able to create a positive work culture for their employees. This requires they assemble the right group of people on a team and create a collaborative environment in which individuals are free to work together, encouraged to express their thoughts and opinions, and feel safe to share any creative and innovative ideas that might benefit the organization.

Stein describes an effective transformational leader as one who is "always focused on making the organization the best that it can be." This includes asking for opinions, gathering ideas, and making sure that every person on the team feels included, heard, and valued.

Most transformational leaders are found at the executive levels of organizations because "they have to be in a position of responsibility to impact the success of their organizations," Stein adds.

Examples of transformational leaders and organizations

Although it may seem that transformational leaders only come around once or twice in a lifetime, it is likely that you can recognize the names of many of the famous transformational leaders that have made an impact on today's society.
Well-known transformational leaders include:
Companies that have thrived under transformational leadership include many of the most famous names in our culture today, including Apple, IBM, Microsoft, Walmart, and Google.

Some may even argue that Northeastern University, led by President Joseph Aoun, is operating under a transformational leadership model.

"[Aoun] has a very strong vision for the university and is successfully challenging it to change and meet the many social and technological challenges of tomorrow," Stein says. "He has one of the most important skills any leader can possess-the power to influence."

Which organizations benefit most from transformational leadership?

Stein believes that every organization, no matter how successful it is, can benefit from the guidance of a transformational leader.

"Transformation doesn't have to always be from bad to good," he says. "It can be from good to great, or simply good to better. The point is, [a transformational leader will] change their institution in a way that's always positive."

Stein recognizes that organizations with a poor culture will gain the most from this type of positive interference, however.

"Organizations will benefit most from a transformational leader when their culture is such that people aren't sure if they buy into the vision of the organization, [or they don't] seem to have that collective enthusiasm for their product."

How to embrace transformational leadership in your workplace

Given the many benefits of a successful transformational leadership strategy, it is no wonder so many employees feel inspired to practice these skills and incorporate these values into their work. Academics in the leadership community, however, are divided on whether "choosing" to be a transformational leader is that simple.

"The 'great man theory' is based on the idea that people are born with leadership skills," Stein says. For this reason, many in the community operate under the belief that the qualities required to be a successful transformational leader are not ones that can simply be taught.

Those on the opposite side of the argument, however, believe that society has "since transitioned to the idea that leadership can be learned," Stein says. From his view, Stein believes that tThe transformational leadership model challenges a bit of both."

Stein explains that while many believe the core qualities of a transformational leader-such as charisma and empathy-are ones that people are either born with or are not, with hard work and an honest desire to improve an organization, there are some transformational leadership skills that many individuals can learn to embrace.

Use the following tips to explore transformational leadership and learn the ways you can apply its methods to your workplace.

1. Work on yourself as a leader.

Before you can start making changes to your team and your organization, it's important to look at how you function as a leader. Successful transformational leaders are empathetic, charismatic, and inspirational. These traits may not appear to be learnable, but there are steps you can take as a leader to develop them.

Empathy: Take the time to sit down and get to know the people you work with on an individual level and in a context that's broader than just their role in your organization. Ask about their backgrounds, their personal goals, and even the concerns that weigh heavy on their minds from day to day. You may walk away from this exercise with a better understanding of how they will react to change in the organization, how to approach feedback with them, or even what tactics and tools can be used to motivate them. At the very least, taking time to connect with them on a personal level should allow you to put yourself in their shoes much more easily, a necessary factor when determining how best to inspire them.

Charisma: In her book The Charisma Myth, leadership coach Olivia Fox Cabane outlines a set of tactics anyone can use to become a more charismatic person. These tactics include being present in every situation, neutralizing negative thoughts, dressing to impress, mirroring body language, and more. Books like this, while not foolproof guides, do offer future leaders struggling to find their natural charm a starting point for improvement.

Inspiration: There are dozens of guides on how to inspire and motivate, and each offers a variety of viable tools and methods for doing so. For example, Entrepreneur outlines nine creative approaches to inspiring people -listing everything from actively listening to using high-powered talent when trying to motivate. However, at the center of all this advice is simply the idea that you must approach every situation with the greater good of the organization in mind. Leaders who truly conquer this skill naturally create a level of trust and accountability within their team, which allows those being led to feel safe and secure in choosing to follow.

2. Create the proper culture in your workplace.

Company culture is an increasingly important aspect of an employee's overall work experience. For that reason, employers tend to put a lot of time and energy into establishing a work environment that their employees can enjoy, incorporating perks, events, and benefits in an effort to make each individual feel appreciated by the organization and thus motivated to work harder.

Putting a similar emphasis on culture from a transformational leadership perspective can go a long way in your workplace. Not only is it important to make sure your team feels appreciated and respected, but those wishing to utilize transformational methods must also take the time to ensure the environment is one that encourages collaboration, innovation, and communication. Establishing each of these will help to create the collective enthusiasm among your team that is necessary for a successful transformation.

Collaboration: Transformational leadership is based on the idea that all employees should be working together toward a singular, common goal within an organization. It is vital that leaders create a collaborative environment in their workplace to accomplish this. Whether this means working as larger groups on projects very clearly tied to the achievement of that common goal, or simply ensuring employees can see how their own daily work contributes to the greater goals of the company, establishing these methods of collaboration early on will help set your organization up for success.

Innovation: More often than not, the most creative ideas will come from employees within your organization who are spending the most time with your products or services every day. Embrace the transformational leadership method by making sure your workplace culture encourages the sharing of suggestions, improvements, and ideas from team members at every tier of the company. Other methods for inspiring innovation in the workplace include embracing failure, offering incentives, and training employees in design thinking.

Communication: Ensure that every member of your team not only feels comfortable enough to voice their opinions and share their innovative ideas, but also knows that what they have to say will be heard and valued. This starts with you, as the leader, establishing a flow of open communication with your employees.

3. Practice identifying and facilitating core values.

The first (and often most significant) impact a transformational leader can make occurs by defining and clarifying an organization's values. This may come in the form of cleaning or updating its mission and vision statements or simply ensuring there is a clear difference between the two. Transformational leaders can step into a new organization, identify what isn't working, and come up with a strategy and set of recommendations to address issues.

In order to formulate these skills, start to identify the vision and mission of your current organization and analyze whether, from your position, those values are being supported by every division within the company. If they are being supported, try to identify what strategies executives are utilizing to accomplish this. You may also consider these leaders as potential coaches and mentors and work to mirror their leadership styles.

If you find that your organization's mission and vision are not being upheld to the fullest, consider ways you might approach rallying the organization together to reach common goals. While it is important to be respectful of your company's leadership infrastructure and how they may react to such suggestions, Stein encourages aspiring leaders to remember that "transformational leaders don't wait for change to happen-they create it."
Editor's Note: This post was originally published in March 2019. It has since been updated for relevance and accuracy.

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Transformational Leadership: How To Inspire Innovation at Work

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Transformational leadership is an effective strategy for inspiring change in an organization. Learn how to apply it to your workplace.

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California Model Information

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California Department of Corrections and Rehabilitation

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The California Model - Transforming Public Safety

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The California Model draws on international best practices to change culture within CDCR and CCHCS. The Department is committed to improving working and living conditions for all who live in, work in, and visit state prisons, as well as improving the working environment for all employees regardless of their location.

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Why making life normal for our incarcerated students is important

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California Model pillar: Normalization - Inside CDCR

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One critical aspect of the California Model is its emphasis on normalization, bringing the prison experience closer to life outside.

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How to Claim Your Leadership Power | Michael Timms | TED

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Great leadership starts with self-leadership | Lars Sudmann | TEDxUCLouvain

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Empowered Teachers make a big difference

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Generational Change begins with Empowered Teachers | Jen Rafferty | TEDxIthacaCollege

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How do we create a support network for teachers in CDCR?

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Empowered is a teacher support network that provides FREE training, activities, classroom resources, community, and support to K-12 educators. Learn more and join us.

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It is time to be a positive leader!

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The Power of Positive Leadership | Chuck Wachendorfer | TEDxHawkesbury

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Simon Sinek shares how great leaders inspire action in their staff.

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How Great Leaders Inspire Action | Simon Sinek | TED

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In his previous book, Start with Why, Simon explained that for an organization to be successful, its leaders need to understand the true purpose of their organization-the WHY. In Leaders Eat Last...

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Crucial Conversations: Tools for Talking When Stakes Are High - Wikipedia

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extreme ownership: how u.s. navy seals lead and win

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2003-2011 - campaigns - iraq - anbaar (province)

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Extreme Ownership: How U.S. Navy SEALs Lead and Win

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Amazon.com: Extreme Ownership: How U.S. Navy SEALs Lead and Win (9781250067050): Willink, Jocko, Babin, Leif: Books

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There?s a lot of conversation about how to make schools better. Unfortunately, the nature of those conversations often makes things worse. maps out a way to change that. By taking a teacher-centered, no-fault, strengths-based approach to performance improvement, the Evocative Coaching model ge…

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Hands-on resources for new and seasoned school coaches

This practical resource offers the foundational skills and tools needed by new coaching educators, as well as presenting an overview of the knowledge and theory base behind the practice. Established coaches will find numerous ways to deepen and refine their coaching practice. Principals and others who incorporate coaching strategies into their work will also find a wealth of resources.

Aguilar offers a model for transformational coaching which could be implemented as professional development in schools or districts anywhere. Although she addresses the needs of adult learners, her model maintains a student-centered focus, with a specific lens on addressing equity issues in schools.

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The Art of Coaching: Effective Strategies for School Transformation

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The Art of Coaching: Effective Strategies for School Transformation [Aguilar, Elena] on Amazon.com. *FREE* shipping on qualifying offers. The Art of Coaching: Effective Strategies for School Transformation

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Why does sharing take courage?

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This is the adopted OCE achievement and accountability plan.