Embracing democratic dissent in a data-driven age

Stephen Chatelier, Mark Harrison and Elke Van dermijnsbrugge

 

Introduction

We teach in a pre-service teacher programme that prepares students for a teaching career in international schools. In one of the courses, we discuss models of teacher appraisal and teacher effectiveness, their purposes, and how different schools approach them. We ask whether or not student performance data should be part of these processes. During the discussion, it is inevitable that one of the students will argue that data must be used because, ultimately, the most important concern of a school is the learning of students.

 

During our time as schoolteachers and in our ongoing conversations with colleagues, we have heard this same argument, in different forms, many times over.

 

How dare you – it’s all about student learning!

These days, we often hear that the student – and student learning – are more important than anything else, and should be the yardstick for all that happens in schools. The problem with this is that it seems impossible to argue against. Who in their right mind is going to say “the students aren’t really the most important” or “hmm, I don’t think student learning is really at the centre of what we do as a school”?

 

The view that student learning is the aim of schooling might seem obvious, but has been challenged, perhaps most notably by the academic Gert Biesta who argues that education is a much broader enterprise. While the claim that student learning is all that matters is itself problematic, it is also used all too often as a “shut down” to alternative voices.

 

If you’ve ever tried questioning the latest initiative focusing on wellbeing, resilience, growth mindset, or “soft skills”, you’ve probably experienced “the shutdown”! If you’re thinking of being that person, good luck!

 

The ‘research shows’ argument

Perhaps you’ve been in a meeting about increasing the quantity of reporting. The school leadership is arguing that parents should get more regular feedback, as well as more detailed end-of-term reports. As concerns about the increased administrative requirements for teachers are voiced, the reply comes: “research shows that formative feedback and home-school partnerships are key to student improvement, and surely that is our primary aim?”

 

The argument here is not only that student learning is the only thing that matters, but that ‘the research’ undeniably supports the particular initiative being proposed. In this sense, ‘the research’ is often quoted in a vague and ‘handwaving’ manner to justify an initiative. After all, who can argue with ‘the research’?

 

So, just like the ‘student learning’ strategy, the ‘research says’ declaration is too often used to quash dissenting voices.

 

Democratic education

The dissenting voice, however, is central to ensuring a democratic education.

 

Put another way, the data-driven, evidence-based discourses in schools risk undermining the various forms of education that prioritise students’ responses to the world around them, inquiry and the construction of knowledge, and engaged citizenship, all elements of a broader vision of education than one which simply focuses on ‘learning.’

 

When teachers become focused on the numbers and the data, they are more likely to engage in practices that primarily focus on that which can be measured. That is, teachers are more likely to do the equivalent of ‘teaching to the test’. As a result, we start to value what we measure instead of measuring what we value (Biesta).

 

Given that many international schools claim to provide exactly the kind of education that guides students in becoming responsible members of a global society, it is important that we consider the implications of focusing on data and numbers.

 

Dissenting voices

In fact, if we really believe that the best education for our students is that which ‘draws out and opens up’ rather than ‘narrows in and closes down’, then we ought to be more, not less, sceptical about educational agendas which flatten and standardise practices.

 

And we ought to be willing to embrace dissenting voices from teachers as well as students.

 

But while we make the argument for allowing dissent, it is important to note that this is not the same as mere complaint. Dissent, it can be argued, is more closely aligned to democratic education, not because it allows the community to simply say whatever they want, but because it involves giving account for one’s position.

 

Dissent emerges from genuine concerns – whether philosophical, practical, political or pedagogical – and can, therefore, play an important role not only in critiquing the way things are, but in contributing to different and innovative ideas for education.

 

Embracing alternative views for education

The start of a new school year is the time in which new initiatives are proposed with energy and enthusiasm. School leaders are often keen to ensure that they push something through, before the grind of the daily and weekly routine sets in. As such, it can be tempting to resist the dissenting voices by invoking ‘the research’ which is, in actual fact, always contestable, or the centrality of student learning.

 

Managed well, a genuine invitation for dissent is to see any proposal of a new initiative as an educative opportunity itself. It is an opportunity for the community to genuinely inquire into, grapple with, critique and imagine alternatives. It is an opportunity to ask: what does the data actually tell us? What does the research not address? And, are there other factors – outside the data or the research – that perhaps ought, nevertheless, to carry more weight in making a decision?

 

A school that breeds a culture of genuine engagement with ideas, and leaders who genuinely listen to dissenting voices, model something of the kind of democratic education that so many international schools claim to promote. In embracing this culture within the staff, the effects will be felt across the school, including in the classrooms.

 

So, next time we are tempted to shut down debate by blithely stating “learning is the most important thing” or “the research says”, perhaps it is worth thinking about what this says about our perspective on the role of education.

 

Stephen Chatelier, Mark Harrison and Elke Van dermijnsbrugge have all been teachers and leaders in international schools. They now work in the Department of International Education at The Education University of Hong Kong, where they teach and conduct research on critical aspects of international schooling.

Artificial Intelligence in Education

Alex Canariov
CEO, HEDKY-AI

 

Artificial Intelligence (AI) is definitely the buzz word today. It is quite widely spread and it’s included in a variety of software applications which we take for granted.

 

The Corona pandemic brought software in general to anyone’s attention all over the world. Across many economic sectors, including education, everyone is by now an expert in using virtual meeting software, such as Zoom, MS Teams or Google Meet. This Covid-19 crisis will also accelerate the pace the AI technology is to be introduced in the software we are using daily.

 

In education in particular, the use of technology proved to be even more vital, as during lockdowns online teaching was the only option to keep on providing education to our children. At the moment, the pandemic seems to be under control as vaccination rates are rising and the summer weather sets in in Europe. Nobody can tell for sure though if this one-in-a-generation crisis is definitely behind us. It might very well be the case that new lockdowns might be again imposed on us once the cold weather returns and numerous new variants of the virus emerge in different corners of the world.

 

Nevertheless, technology is here to help. It will even take us further and improve our lives as teachers, parents and students. I am talking of course about AI – the next step in how technology is to be used in education.

 

We are now starting a series of articles on the topic “AI in Education” with the aim to introduce the fascinating world of AI to school staff. Over the course of these articles, we will be covering subjects like AI Trends in Education, AI used as Career Assessment Tool, Types of Jobs AI will / will not take over by 2050 and which Skills will still be relevant in the future and which will become obsolete.

 

What is AI ?

 

As we plan to dive into the topic of “AI in Education”, we should first know what AI really is. In fact, it is not very easy to explain, as even AI data scientists have a hard time defining it, but in a nutshell we can say that AI is a computer system designed to simulate the human intellect. It is basically a fancy piece of software which performs various tasks only done by humans until very recently. Some basic examples of AI software are face recognition, text autocorrect or chatbots. AI technology is incorporated in very familiar software applications we use daily, such as web search (Google), digital assistants (Siri, Alexa), all social media news feeds, Google/Apple Maps or in consumer electronics products such as vacuum cleaners (e.g. Roomba). More complex AI examples include manufacturing robots, self-driving cars, virtual travel booking agents or automated financial investing.

 

 

The advantage is that now humans do not waste valuable time with boring, time consuming routine tasks and we can focus on more creative tasks, which require human interaction – in our case, teachers and school staff can focus more on education.

This is a unique opportunity to spend our working time creating more meaningful things. The evolution of AI does not mean humans will be out of work and doomed to starve to death. The Hollywood image of machines taking over and raging war against humans is, well, just that – a Hollywood interpretation of various scientific facts, portrayed in such a way to generate box office sales. AI technology currently is very far from being able to behave like Terminator. And I mean very, very far away – as in centuries. We can’t even say for sure at the moment that AI will ever be able to go past the “singularity” moment and become self-aware and start thinking on its own. So, rest assured, AI will not attack you, your children and not even your grand-grand children.

 

The main “threat” posed by AI is replacing humans in performing various tasks. Yes, some jobs will be lost to automation, but other types of jobs will be created to replace the obsolete ones. This is how progress works.

In education though, people should not worry as the teacher / educator jobs are among the less likely to be lost to automation. Jobs such as accountant, telemarketer or courier are among those most likely to be done by AI by 2050.

We will dive deeper into the automation risk and how can students today avoid them later in our series of articles.

 

In our next article we will focus on how AI came into existence as a natural next step in evolution in terms of progress and industrial revolution.

 

This article is provided by HEDKY-AI – Linking courses to careers. More than 90% of students using HEDKY-AI choose the right career – according to their talents. HEDKY-AI monitors student skill development from age 3 to graduation and beyond.

 

Using HEDKY-AI’s “Skill passport”, teachers, schools and parents can see very early in a student’s life towards which type of career they are heading to, according to their choices and results in curricular courses and extracurricular activities. If they head towards a job which is likely to be lost by automation, parents would most likely want to know this as early as possible in order to change their career goal.

 

To learn more about HEDKY-AI, please visit hedky.fr or get in touch with us by email at hedky@hedky.fr.

 

ABOUT THE AUTHOR

 

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Alex Canariov is a former teacher in the international school system, currently CEO at HEDKY-AI. Alex obtained an MBA degree from Germany’s oldest business school – HHL (Handelshochschule Leipzig) and has been involved in business consulting projects since 2001 and in software projects since 2007.

 

Promoting a Gender-Inclusive Hiring Process

By members of the Carney, Sandoe & Associates International Schools Practice

 

At Carney, Sandoe & Associates, we are aware of the role that search agencies play in shaping the overall make-up of school leadership, both within individual schools and across the collective community of schools. In short, we know that who we identify and promote as strong candidates who meet a school’s particular needs matters a great deal.

 

Given the longstanding gender inequities in school leadership — the bias toward white menhat still holds today — we are committed to identifying and promoting diverse groups of highly qualified candidates for every school leadership position. We also see it as our job to educate all school search committees and governing boards about the qualities a range of candidates bring to the job and about the overall value of diverse leadership within and among schools. At the same time, we understand that it’s essential to focus energy on expanding the pool and pipeline of candidates for these positions in the future. This tripartite process is at the core of every search we conduct.

 

Recently, it has come to our attention that in the world of international schools — a vibrant, fast-growing area of K-12 education — the percentage of women heads and other top leaders has been particularly low. According to data from the Academy for International School Leadership (AISH), women heads of international schools have only improved slightly — increasing from 27% to 33% over the past ten years. While it’s good to see improvement, we submit that this percentage of growth is unacceptable, especially in a profession with so many extremely talented, highly competent women.

 

Our Focus on Gender Equity

For every search, the members of our International Schools Practice build a database of candidates and analyze it to ensure that we are interviewing for equitable access to leadership roles. Many times, this means we seek out and nurture talent, offering to review résumés and cover letters in advance, and holding one-on-one coaching sessions.

 

Separate from retained searches, we uphold our commitment to supporting women in education by hosting our annual Women’s (Re)Institute. First held in person in 2017 and now having completed its second virtual iteration, the (Re)Institute draws hundreds of women together to engage in workshops, one-on-one career advising, cohort groups, panel presentations, and keynotes related to female empowerment, skill building, and overcoming the unique challenges women face working in education. The event includes a range of sessions designed to help women educators develop their skills, make connections, and understand their leadership options and possibilities. Among the sessions this year, for example, were: “A Woman’s Worth: The Art of Negotiation;” “Living with Imposter Syndrome and Biased Workplaces;” “More than Conversations: A Feminist Approach to Equity Work in International Schools;” “Women, EQ, and Leadership;” and “Huddle (verb): To Gather Your Sister Circle.”

 

Given the low numbers of women leaders in international schools, this year’s (Re)Institute also included a topic we consider of utmost importance: “Ever Consider Leading an International School?” which was led by CS&A consultants Deb Welch and Karen Neitzel and included presenters Robin Appleby, Head of School at American School in London; Madeleine Hewitt, Executive Director of the Near East South Asia Council of Overseas Schools; and Nancy Le Nezet, Head of School at the Swiss International School in Qatar.

 

Additionally, Carney Sandoe offers implicit and cognitive bias training for search committees at no extra charge. Our consultants work internally with the Carney Sandoe staff as well, helping us to recognize ways our own identities, cultural perspectives, and biases that may be unconsciously serving as blind spots in our work. To further our organizational commitment to antibias work, Carney Sandoe is also covering the cost this summer for consultants to attend (diversity, equity, inclusion, and justice (DEIJ) professional development of their choice.

 

We are engaged in this work across the board because we know it’s the right thing to do and because we know diverse leadership teams in schools function at a higher level that monocultural groups and, thus, serve the faculty, staff, and students best. Research makes it clear, for instance, that diverse teams focus more on facts, process those facts more carefully, and are more innovative (Rock and Grant, HBR, Why Diverse Teams are Smarter). The bottom line is that, by committing to helping create diverse leadership teams, we are not just committing to equity and justice, we are also helping to create better decision-making in school leadership teams, boardrooms, and classrooms.

 

Toward the aim of an equitable gender balance in school leadership, we’re proud of our record of recent appointments of women to senior administrative and leadership positions. Of those recent placements, 70% of them have occurred since 2018.

 

Female Appointments from Recent International School Searches

 

AMERICAN COLLEGE OF SOFIA

President, 2022

INTERNATIONAL SCHOOL OF ZUG & LUZERN

Primary School Principal, 2021

AMERICAN COMMUNITY SCHOOL ABU DHABI

Superintendent, 2018

THE KAUST SCHOOL

Director, 2019

AMERICAN INTERNATIONAL SCHOOL – VIENNA

Director, 2020

KEYSTONE ACADEMY

Executive Head of School, 2022

AMERICAN SCHOOL IN JAPAN

Interim Head of School, 2016

LYCÉE FRANÇAIS DE NEW YORK

Head of School, 2018

AMERICAN SCHOOL IN LONDON

Head of School, 2017

Director of Institutional Equity, 2021

MADRID MONTESSORI SCHOOL

Head of School, 2020

AMERICAN SCHOOL OF BARCELONA

High School Principal, 2018

NEAR EAST SOUTH ASIA COUNCIL OF SCHOOLS

Executive Director, 2017

AMERICAN SCHOOL OF PARIS

Head of School, 2018

NISHIMACHI INTERNATIONAL SCHOOL

Head of School, 2019

BASIS SCHOOLS, CHINA

Chief Inspection Officer, 2021

Vice Head of Primary, 2021

RIDLEY COLLEGE

Head of Upper School, 2016

BEIJING CITY INTERNATIONAL SCHOOL

Director of College Counseling, 2015

SEOUL FOREIGN SCHOOL

Upper School Head, 2021

BENJAMIN FRANKLIN INTERNATIONAL SCHOOL

Head of School, 2021

SHANGHAI AMERICAN SCHOOL

Deputy Superintendent, 2014

Middle School Principal, 2014

Elementary School Principal, 2020

Deputy Head of School, 2016

BRANKSOME HALL ASIA

Principal, 2018

TAIPEI AMERICAN SCHOOL

Superintendent, 2007

Head of School, 2021

BREWSTER ACADEMY MADRID

Founding Head, 2022

UNITED NATIONS INTERNATIONAL SCHOOL

Executive Director, 2013

CHADWICK INTERNATIONAL SCHOOL

Middle School Principal, 2019

VIENNA INTERNATIONAL SCHOOL

Director, 2020

COLEGIO AMERICANO DE GUATEMALA

General Director, 2017

VIRGIN ISLANDS MONTESSORI & INT’L ACADEMY

Montessori Director, 2019

ESCUELA BILINGÜE INTERNACIONAL

Head of School, 2019

WASHINGTON INTERNATIONAL SCHOOL

Head of School, 2018

HONG KONG INTERNATIONAL SCHOOL

Middle School Principal, 2019

WESTERN ACADEMY OF BEIJING

Middle School Principal, 2017

INTERNATIONAL SCHOOL OF AMSTERDAM

Director, 2019

ZURICH INTERNATIONAL SCHOOL

Director, 2019

 

An Invitation

At Carney Sandoe, we will continue to highlight the value of diversity in school leadership and promote diversity in the hiring process. In particular, we are dedicated to finding new ways to increase the number of women and other underrepresented groups. In this light, we are constantly encouraging talented candidates to apply for positions of interest, even if they believe it may be a bit of a “stretch.” We also help such candidates establish a connection with a search consultant who can advise them on their suitability for different positions and encourage them to test the waters. Meanwhile, we advise search committees that no candidate will check all the boxes of the desired profile, but that we are adept at identifying areas in which a candidate will be an excellent match for a school. We also advise candidates to work with a variety of search firms, since no single firm does all the searches.

 

For educators aspiring to leadership positions in international schools, this is a particularly good time to be looking. The number of international schools continues to grow at a remarkable rate and all of these schools are searching for administrators (and teachers) who are native English speakers. For those educators who are our candidates, we encourage you to let search committees know where your strengths and interests lie — so we can better align these strengths and interests with the needs of schools. Mostly, though, we encourage educators aspiring to school leadership to step up, cast your net wide, and believe in yourself. We know from experience that the right position will come.

 

ABOUT THE AUTHORS

This article was contributed by Art Charles, John Chandler, Karen Neitzel, and Deb Welch of the International Schools Practice.

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As Managing Associate for the International School Practice, Art Charles has done more than 140 senior administrative searches, both in the U.S. and abroad. Prior to coming to CS&A, Art worked in five international schools, most recently as President of International College in Beirut, Lebanon. He also worked as an administrator and teacher at the American College of Sofia, Academia Cotopaxi (Ecuador), The American School in Switzerland, and the American Embassy School (India).

 

 

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John Chandler is a senior consultant. The majority of his work has been in leadership searches for international schools. He has also led searches for U.S. independent schools and has consulted on governance. He has completed more than 120 searches. After several teaching and admissions roles, John served as Head of School at Pingree School (MA) for 14 years before becoming General Director of the Koç School in Istanbul, Turkey. Following Koç, he served as Head of School of Robert College, the oldest American school outside the U.S., also in Istanbul, for seven years.

 

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Karen Neitzel is a search consultant for the firm’s Head of School, Key Administrator, International Schools, and Catholic Schools Practices. Karen joined CS&A from ‘Iolani School (HI), first serving as Dean of Studies before becoming Associate Head of School. Prior to ‘Iolani, Karen held several leadership roles in the Hood River County School District (OR), including Vice Principal and Principal. She also worked at The Archer School for Girls (CA), where she served as Assistant Head of School, Academic Dean, and Director of Technology.

 

 

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Deb Welch is a senior consultant for the International Schools Practice. For five years, Deb served as CEO of the Academy for International School Heads (AISH), a leading organization among international schools. Her experience working in independent schools is deep and varied. She was the Director of American School of Doha in Qatar, as well as Director of Curriculum, Assessment, and Professional Development; then Deputy Head of School at International School Bangkok. She also has significant consulting experience, having worked as an independent consultant for various international schools and organizations.

Moonshot Thinking from the Sidecar

 

Debra Lane, Ed.D., CEO, Lane Leadership Group

 

I participated in an adventurous Sidecar Summit in Red Lodge, Montana sponsored by Sidecar Counsel. Fourteen international women leaders gathered at The Pollard Hotel to do some Moonshot Thinking on July 7 with Lakshmi Karan, Co-Founder of Future Frontiers Institute, and Bridget McNamer, Chief Navigation Officer of Sidecar Counsel.

Photo credit: Brian Korzenowski

According to the Macmillan Dictionary, ‘moonshot’ actually means a type of thinking that aims to achieve something that is generally believed to be impossible. Moonshot or stretch goals are goals that seem impossible to achieve. They should force teams and individuals to rethink how they work and take you out of your comfort zone. In the literal sense, President John F. Kennedy invented moonshot thinking in 1962 when he challenged an entire nation to set an incredibly audacious goal of sending man to the moon in fewer than 10 years…50 years later, Astro Teller has taken this discourse and transformed it into a philosophy, a certain mindset. Teller is the Director of X (formerly Google X), Google’s disruptive innovation division where they ideate, test and launch projects that use cutting-edge technologies to build solutions that can radically improve the world. Literally a Moonshots factory.

 

Lakshmi shared her vision and task. She reminded us how space travel was about to take off and asked us to think of the galaxy and what this means by 2121. She said, “We are in the midst of a new space race. Driven by political and economic incentives, with a focus on settling on the moon. We want to see a learning institute first before a military base. We want an advisory composed of humans (Monks, Scientists, Teachers, Students, Nurses, Data Scientists and many more humans). Her task is to help create the ecosystem that will enable us to explore and stay in a sustainable, equitable and responsible way.

 

As women leaders in education, we started to brainstorm ways to embark on this journey. How will success be measured by our own values and what is the process to get there? Who sets the rules and who is accountable? How will this learning benefit us back on Earth? Bridget and Lakshmi asked us to take this moonshot thinking back to our present roles and do the following:

 

Identify a huge problem that affects the entire organisation.

Most of us identified the issue of a need for more gender equity and women of colour in leadership positions. According to McKinsey’s Women in the Workplace 2020 study, for the sixth year in a row, women continued to fall behind in moving into first-level management positions. According to the study, for every 100 men promoted into a managerial position, only 85 women were promoted—and this gap was even larger for women of colour.

 

Identify a big, bold, seemingly impossible goal.

In the case of diversity, equity, and inclusion (DEI), consider taking broad aim at diversity (for example, “We will achieve gender and racial parity at all levels of the organization, including our board of directors, by 2030.”). Your colleagues may jump to why this cannot be done at all levels or within the timeframe, but this is not the point. Moonshots are not designed as feasible goals; the point is to push the collective mindset beyond the gravitational pull of small incremental changes.

 

Craft breakthrough new approaches to tackle the challenge.

When it comes to driving increased diversity, it is imperative to start with data. Invest in a thorough collection and analysis of everything impacting representation, including recruiting sources, hiring processes, and promotion practices. Enact sweeping changes to talent acquisition, sponsorship, and performance review practices to include a much more diverse talent pool from which to draw. There are countless examples: Blue Origin by Jeff Bezos or Virgin Galactic in the space world; JUST or Impossible Foods in the gastronomy universe (trying to eliminate animal suffering) or cell-based chocolates; these are just a few examples of creating breakthrough approaches.

 

As we finished our morning with Lakshmi Karan and Bridget McNamer I had a number of ideas fleshed out on how I would like to push some big, bold goals and craft some breakthrough approaches to tackling those challenges. What are some of your moonshot thoughts going into the 2021-2022 school year?

 

What do you think about the points raised in this article? We’d love to hear your feedback.

 

ABOUT THE AUTHOR

Debra Lane, Ed.D.

Dr. Debra Lane has been an educator for more than 25 years as a teacher and administrator in the U.S. and abroad. She has led several schools as principal, including most recently at Shanghai American School. She taught grades from pre-K through middle school, as well as ESOL, Literacy, and Gifted and Talented classes. Currently, she is working on federal grants focusing on transformative leadership and increasing teacher’s leadership and instructional roles across the U.S., Central and South America. She is also the founder of the educational consulting firm, Lane Leadership Group, LLC.

The Power of Community and Masterminds – creating connection and empowerment during our world crisis

 

Becky Carlzon
Co-creator of LearningPioneers.co and Letspressplay.co

 

If there’s one thing for sure, our shared recent world crisis has rocked the world. In many ways, this has had devastating consequences – lives have been lost, businesses have crumbled, people have been isolated.

 

In other ways, we have had to learn to pivot – to think on our feet and think up creative and innovative ways to solve problems; most closely to our hearts as teachers, this has involved developing effective online learning programmes whilst juggling home lives, navigating new technology and, if we’re lucky, getting out of our pyjamas, ready for our 8am maths lesson, trying to maintain the focus of 30 children surrounded by siblings, pets, and, in one of my calls, a feral bat!

 

Although this has been a challenging process, perhaps there are some gifts too – some silver-linings to the cloud of COVID. For me, one of these gifts has been making space to reimagine.

 

Here are a few ways I started to reimagine after online learning:

 

  • I wonder what learnings I can take forward from developing lessons remotely? What new technology can I incorporate? How might I be able to plan for more cross year group learning? How can I deepen relationships with families and therefore impact more on learning?
  • Can we build connection and community, even when isolated in our own homes?
  • Now that we can’t invite in consultants for staff training, how else could we develop effective professional learning opportunities?

 

It was these final two wonderings, that led me to develop online learning communities and Masterminds. Here were my “what ifs” to make that happen:

 

  • What if we could create a safe space for hungry-to-learn practitioners to connect?
  • What if we could run regular “Mastermind” sessions where we could troubleshoot best practice together?
  • What if we could collectively write a list of “dream” speakers and co-create questions for them to suit our individual needs and contexts?
  • What if, by doing this, we could connect practitioners, philosophies, curriculums across the globe and, in doing so, open our minds to new possibilities?

 

Well, that’s just what we did – We built an international community called “Learning Pioneers” committed to learning from and with one another, powered by the world’s learning minds. Since I have worked closely with Professor Guy Claxton, this began as developing our practice in Learning Power. Since then, it has expanded to exploring any ideas and approaches that empower students and ensure learning is meaningful, purposeful and joyful. So far, we have co-created interviews for speakers including Kath Murdoch, Professor Guy Claxton, Trevor MacKenzie, James Nottingham and David Price OBE. We have learned and implemented effective strategies in, amongst others, assessment, learning environments, growth mindset, agency and challenge.

 

And, now, a year after having got this started, we are really starting to understand the impact of developing a learning community like this. Research into teacher collective efficacy, shows that continuous professional dialogue over time can have a 4-fold impact on learning (Hattie). A GTCE study in 2007 found that effective teacher learning involves sustained interactions and interventions over time, teacher choice and influence over their learning and learning within a collaborative network – turns out, we have all three.

 

So, now I am wondering:

 

  • How can I empower others to set up learning communities of their own? Our focus is on the most impactful and meaningful learning. Other communities could be set up around STEM, best use of technology, oracy, inquiry, student agency, SEND provision … The possibilities are endless!
  • How can we go even deeper in our Learning Pioneers community? For example, Dr Kulvarn Atwal, who has a PhD in developing dynamic learning communities, will be an integral part of our learning next year.
  • What would this look like as a whole-school approach to professional learning? Not only are whole schools signing up to Learning Pioneers, but I have developed a new learning community called “PressPlay” with Kym Scott, Early Childhood Consultant, dedicated to supporting and empowering schools to take play beyond Early Years.

 

And I am wondering about you too.

 

  • What have your greatest challenges been during our world crisis? Did you get better at overcoming them as time went on?
  • Were there any silver linings to your clouds?
  • What are your thoughts on online learning communities? If you were to set one up, what would you like to investigate and learn about with others? Which speakers would you invite in?!

 

I would love to hear the answers to these questions! Imagine if we could all connect with like minds across the globe to learn and grow together? We could fire up education and learning from the ground up and, quite frankly, change the world (or at least our part of it!).

 

You can link with Becky via Twitter @beckycarlzon  and via LinkedIn.

 

And find out more about her learning communities via:

 

Learningpioneers.co

and

Letspressplay.co

 

What do you think about the points raised in this article? We’d love to hear your feedback.

 

 

ABOUT THE AUTHOR

Becky is the Co-creator of Learning Pioneers, with a focus to make our classrooms as exciting, impactful and purposeful as possible. You can find out more at learningpioneers.co.

She is also the co-author of Powering Up Children, which is bursting with tips and techniques to get students learning muscles stretching from a young age. The book is designed for busy primary school teachers who want to get started on the LPA journey as well as for those who have already made good progress and are looking for fresh ideas.

Better Than Before – 3 Practices That Should Be Part of Our New Normal

 

Jessica Werner, Ph.D.
CEO, Northshore Coaching & Consulting

 

It is summertime and there are currently a lot of conversations happening around what the new normal will be in schools come this fall. Clearly, the teaching conditions we endured for the last year and a half were decidedly not normal. At best it was innovative, and at times it was simply survival. COVID was a once in a century pandemic and teaching through it wasn’t always pretty.

 

Though we know there will be a ‘new normal’ for schools, it may take a few school years for us to feel comfortable in this, let alone thrive in it. Yet, it is important to remember – teaching is hard during non-COVID times, and our ‘new normal’ should reflect that. Here are the top three aspects of our new normal that I am advocating for:

 

Keep wellbeing a priority

For everyone in schools – administrators, office staff, teachers and students.  In many schools where I work, the focus on academic achievement shared an intentional space with a focus on wellbeing, social-emotional learning, and self-care this past year. Teachers were offered CPD opportunities for wellness, which came at a crucial time as many reported feeling burnt-out as early as mid-September. The schools that did this deserve to be commended, yet it would be a mistake to discontinue this type of support in the future. Schools must continue to nurture the health and wellbeing of their staff as much as they focus on the social and emotional needs of their students. We know from research that happy, engaged teachers are less likely to transfer schools or to leave the profession entirely, just as we know that these teachers report higher academic gains in their students.

 

Encourage continued innovation

When the pandemic forced immediate school closures in early 2020 everyone working in education was forced to adjust, more or less overnight. It was extremely difficult, and this cannot be understated. This sudden, unprecedented shift ultimately led to new thinking, cooperation, and innovation in almost every school I have worked in and visited in the last 18 months. Educators have flipped the way of doing business on its head and this should continue to be the way schools operate post-pandemic. School administrators must encourage continued innovation by investing in CPD opportunities for staff, particularly those that are personalized to meet each individual’s growth goals.

 

Continue appreciating educators

Early in lockdown, Shonda Rhimes, an American television producer, went on social media after one hour of homeschooling her six and eight-year-old children, and said “teachers deserve to make a million dollars a year. Or a week,” and many people expressed agreement. Teaching is hard work. We educators have always known this, but it was nice, for these months, to hear this sentiment expressed by our non-educator friends. Despite this hard work, educators often feel taken for granted. At my daughter’s school, the parent community provided at least 20 lunches for the school staff throughout the year as a ‘thank you.’ Teachers also received a small stipend to reward them for their hard work during this extraordinary time. These displays of appreciation were absolutely warranted, and they should not stop when COVID concerns are behind us. Roughly 50 per cent of educators leave the profession in the first five years, and nearly 10 per cent quit every year after that. That is significant turnover, even in ‘normal’ times. One of the top reasons teachers quit is due to not feeling adequately respected or appreciated.  Therefore, I propose that we must continue to show educators that we respect and appreciate their hard work. Let’s try our best to keep amazing people in this profession. Through lunches, stipends, or simply a kind word or note here and there, letting your child’s teacher or your teaching staff know you care can mean a lot and help boost morale.

 

As we transition to ‘post-pandemic thinking, let’s focus on what actually worked well during pandemic teaching and consider how we can integrate these positive outcomes into our future work.  No doubt, COVID was a challenge for all, and especially for those in education. Let us remember that during this challenging time educators rose to the occasion and continued teaching, an act of resilience that will not soon be forgotten by millions of grateful students and families.

 

What do you think about the points raised in this article? We’d love to hear your feedback.

 

 

ABOUT THE AUTHOR

Jessica Werner, Ph.D. is the CEO of Northshore Coaching & Consulting. NSCC partners with schools worldwide providing professional development opportunities for teachers and school leaders that focus on both performance and wellbeing. Dr. Werner’s personal expertise lies in helping teachers establish a positive classroom culture, develop SEL skills, and improve their instructional practices. She teaches Assessment courses as a Professor of Education at the University of Notre Dame and lives in St. Paul, Minnesota, with her family.

Living with Asperger’s – an interview with SEN professional Beverley Williams

 

Aimee Haddock
Marketing Executive, Real Group Ltd.

 

 

Beverley Williams is a former delegate of Real Training. She has had an expansive career, influencing the lives of many young people with SEN. Not only has Beverley completed multiple courses with Real Training and gained a vast amount of professional knowledge through SEN and safeguarding roles, but she was also diagnosed with Asperger’s at around 50 years old. We thought it would be useful to share Beverley’s story, not only for those delegates looking to have an impact but also for those with Aspergers who may be looking for some advice.

Discussing Beverley’s early life, there was a common challenge that she faced almost every day – being able to build meaningful friendships and understanding how to behave in certain social situations. During her time at primary and secondary school, Beverley found herself feeling exhausted by social politics. Something she also experienced in some of her job roles in later life. She acknowledges her personal daily struggle with this and now understands this to be part of her Asperger’s. Explaining how she felt after her diagnosis regarding those social challenges, Beverley said,

“It has been really releasing on a personal level… I don’t feel I need to explain things to other people but it explains to me why I find situations hard.”

Since her diagnosis, Beverley has felt a lot more confident in building relationships, explaining that now she knows what she is going to find tricky, she can prepare herself and put certain strategies in place to help her deal with different situations.

I wanted to understand a little more about how Beverley thinks her experiences in early life influenced her approach whilst working with SEN children. She explained that she has always resisted stereotyping young people and children by their diagnosis. She explains that not everybody with the same diagnosis has the same limitations, behaviours and challenges. Her focus remains on the individual and she is highly conscious of the social isolation of SEN children, constantly working to combat this. Through her work, Beverley has noticed her ability to acknowledge each individual, recognising those who are on the edge of the social group and understanding that they may be happy there. Highlighting that this approach is strongly influenced by her experiences.

Following her own diagnosis, I wanted to know if Beverley felt her approach was influenced or changed in any way. Beverley explained the biggest alteration was a new awareness of females, acknowledging the likelihood of masking – not just Aspergers but all kinds of challenges. She feels this made her look more deeply into triggers and behaviours and spend more time getting to know each individual.

Beverley’s learning journey with Real Training has seen her complete CCET and NASENCO. She is also currently working on the Autism Spectrum Conditions module. After gaining knowledge through her lived experiences with Autism and her varying professional pathway, Beverley continues to expand her knowledge. When asked about her time studying with us Beverley said,

”My NASENCO tutor was fantastic. I explained about my Aspergers and she was really supportive. That gave me quite a lot of confidence to go onto the next course. I acknowledge that her support helped me to keep going and gave me the encouragement I needed. I never felt that she was making allowances nor do I think she was, but I did feel my tutor had an understanding of how I work best.”

I asked Beverley to provide us with some of her top tips, not only for other delegates working with SEN children but also for young people with Autism, highlighting the kinds of things she wishes she knew in her younger years. Although Beverley had not yet been diagnosed while she herself was at school she now understands, through her diagnosis, why she found school hard.

Beverley’s Top Tips for working with SEN children

  1. Don’t stereotype people on the Autistic Spectrum, they are as individual as everyone else.
  2. Provide a range of strategies to mirror the range of people.
  3. Give students the opportunity to work in a calm area, avoiding sensory overload. Always tailor these strategies to their individual needs and preferences.
  4. Look for those on the edge of the group who don’t feel they fit into any specific group.
  5. Focus on an individual’s interests and strengths and then build these into your learning strategies for them. In my experience, people on the Autistic Spectrum are more likely to be engaged in their learning if you encourage them to go deeper with specific interests instead of broadening their general knowledge.
  6. Understand, if you can, that what is important to you may be totally irrelevant to someone on the Autism Spectrum and they, therefore, may not see the point in learning about some things, which may seem trivial and pointless to them.
  7. It is often exhausting for children on the Autism Spectrum to comply with expectations. If they comply at home, they might not have the energy to comply at school and vice versa. Provide opportunities for the individual to restore and refresh using whatever strategies work for them- don’t make assumptions about what these are.

Beverley’s Top Tips for young people in education with Autism

  1. It’s ok to be different, everyone is!
  2. You don’t have to pretend to be someone you’re not. It’s exhausting.
  3. Find a teacher or other member of staff you can talk to.
  4. Ask for a quiet area you can go to if you need to take a break from the noise or light, etc. If you feel embarrassed to ask for this perhaps you could find a ‘job’ you need to do.
  5. Don’t let people ‘pigeon-hole’ you or put you in a box to fit their expectations.
  6. It’s ok to make a mistake because it’s all part of learning. Getting something wrong isn’t a failure, it simply means you have learned something new.

Many thanks to Beverley Williams for her insightful thoughts.

What do you think about the points raised in this article? We’d love to hear your feedback.

ABOUT THE AUTHOR

Aimee Haddock is the Marketing Executive at Real Group Ltd.

Leveraging student voice for a new world

 

Marta Medved Krajnovic
and Stephen Taylor
Western Academy of Beijing

 

This article first appeared in the June issue of International School Leader.

At a recently hosted TEDx at Western Academy Beijing (WAB), eight students shared ideas that were informed or inspired by the coronavirus outbreak. Topics ranged from innovation in biotechnology to music production at home, to learn more about what we are as humans and how we react when faced with a global crisis.

 

Research is confirming that being empowered, having voice and choice, and working together increases not only engagement, motivation and learning, but also student well-being. It is not just special events that create the opportunities for student agency to drive the learning in our schools. That journey of ‘students in the centre’ started at WAB through our founding values and, over time as an International Baccalaureate continuum school, we have incorporated it into all stages of our teaching, learning and school development.

 

Student voice and choice in daily learning

Even our youngest learners in Elementary have choice and voice, from how they connect with a unit of inquiry to the opportunities to co-create their daily schedule. In Grade 3, students engage with a prompt, “what did I do well this week and what do I need to spend more time on”, and then based on their responses they allocate part of their schedule to focus on this area. In Middle School, our student surveys have become a continuous collaborative effort with the Middle School student council. They work with school leadership to co-create the questions and analyse the results. Questions cover teaching, social-emotional support and inclusion, and the responses inform our planning for the coming year. In the Middle and High Schools, we have a nine-day rotation in our schedule. On Day 9 students have full freedom of choice on how to build the most inspiring and helpful day for them. Choices include academic, social, physical, leadership or creative options. Students also have the opportunity to lead workshops for their peers and teachers. Another example of student agency is Grades 6–9 Maths. During these lessons, students can choose whether they want to work in groups or individually, the space they think is most conducive to learning and whether they would like self- or teacher-directed instruction.

 

Student voice events at WAB

TEDx is not the only event where students have the opportunity to share their voices. When planning our global conference, students have played an integral role. At the Future of Education Now (FOEN) 2019 conference at WAB, students were supported with a facilitated stream over the three days where they could join workshops and speaker sessions. The conference culminated with a student-led closing keynote where they shared their vision of the future of education.

 

Student voice in the design of space

As spaces at WAB are changed to better support learning and well-being, so our students have a voice in the design. For their new Middle School playground, the student council surveyed and ran focus groups with fellow students on what they would like. Their feedback resulted in a tailor-made space that is used not only for play but also as a dynamic learning environment.

 

“We are facing not only a public health emergency with COVID-19, but also an economic and climate emergency… I can’t vote for another five years, and neither can my friends, but my family, teachers and politicians can invite more of us into their conversations about how we envisage our world. So, before you ask us the question “what do you want to be when you grow up,” ask us the question, “what kind of world do you want to live in.” We need everyone, adults and children in this fight for a better future and the only way to do that is together.”  – Jeremy. Grade 8 TEDx speaker

 

“Perseverance has become almost like a ‘hello’ part of our daily conversations. But contrary to its usual connotation, our constant need to persevere has shown us that we can transform it into creativity, wellbeing, and fulfilment. With our speakers and audience spread across the globe last year, we took on the challenge to host an online event. Despite the physical distance, it brought us as an organising team closer, and showed us how we can transform our stress and fear of the unknown into a movement for empowering student voices and learning. We turned our resilience into passion, which has, in turn, become a part of our well-being.” – Katarina. Grade 12 TEDx leader.

 

In our High School, a Design in Service (DIS) student group has been working with the leadership team to redesign the outdoor spaces of the campus and to purchase new furniture. As part of the refurbishing of the High School, a sample classroom was set up and students and teachers tested furniture and gave feedback. Their feedback was the basis on which the final decisions were made.

 

Student leadership and voice in strategic planning

In 2016, in the process of creating the WAB 2017–2021 strategic plan and envisaging our innovative education strategy (later named FLOW 21), students across all school sections were already quite articulate about what kind of school experiences they would like to see. They wanted greater control over what, when and how they learned; they wanted their work to be meaningful and relevant, and they wanted passionate and engaged teachers.

 

Five years down the road, in the midst of a global pandemic, and with the complexity, disruption and grief it has brought, we feel an even deeper urge to engage our students in interdisciplinary, transformative, creative and joyful learning that will help them better understand and navigate a complex world. However, isn’t it presumptuous to think that we are the ones who can help students understand the world around them? Maybe they are the ones who can help us understand it better and discover what we need to learn and do to help our students “find their voices to create a world as it could be, should be, might be, what we hope it will and what we hope it won’t be” (Steve Sostak, Inspire Citizens).

 

Guided by that thought, from being only one of the voices in our strategic planning five years ago, this time around our students are leading WAB 2021 strategic planning and engaging the whole school community – their peers, their teachers, their parents – in designing ‘Portraits of WAB Alumni’. They are change-makers that will leave WAB with a sense of agency and empathy, voice and confidence.

 

Giving students voice and choice can be uncomfortable as we cannot predict what student voices will raise, what choices they will make, what disruption will happen in some of the ways we approach teaching and learning. Nevertheless, at WAB we firmly believe that the synergy between student agency and our school mission, and our willingness to listen and learn together, are our best guarantee that WAB alumni are future-ready.

 

What do you think about the points raised in this article? We’d love to hear your feedback.

 

ABOUT THE AUTHORS

Dr Marta Medved Krajnovic is Head of School and Stephen Taylor is Director of Innovation in Learning and Teaching at Western Academy of Beijing.
Connect with them on LinkedIn: Dr Marta Medved Krajnovic and Stephen Taylor.

Talkin’ ’bout my Generation: Ageism in International Education

 

Sidney Rose & Michael Thompson

People try to put us d-down (talkin’ ’bout my generation)
Just because we got around (talkin’ ’bout my generation)
Things they do look awful c-c-cold (talkin’ ’bout my generation)
I didn’t die before I got old (talkin’ ’bout my generation)

This is my generation
This is my generation, baby

(With apologies to Pete Townsend).

The Who sang something like that in 1966 – when even we were just kids. It was a snipe at the “older” generation and their lack of understanding about what’s new and cool…. We reverse the lyric to take a snipe at the “younger” generation and their disregard of the wealth of experience and expertise we gained in those 55 years.

Yet, Mark Twain is said to have once said, “Age is an issue of mind over matter. If you don’t mind, it doesn’t matter.” 

 

But in international education it obviously does… we hear of many highly experienced and highly skilled senior educators being passed over by recruiters, agencies and schools because of their date of birth.

 

“International schools need great educators and leaders who are skilled, experienced and have the right personality and attitude” … TES

 

Ok Yes… really?… So?

 

Summary of our leadership careers from an Age perspective

As can be seen from our respective biographies at the end of this article, we are experienced heads of international schools and consultants. We have the first-hand experience of the relative ease of finding new and appropriate positions up to about the age of 55 years. From then on, securing a new position has become more difficult annually. Sid states:

I am often head-hunted based on my profile and then the prospective employer backs out when my age is revealed. It’s happened at least a dozen times, now.

Mick has been very fortunate in that his current and previous positions valued experience but this is an anomaly to the trend.

These facts are stated to set the scene in which we outline the many and varied skills and attributes that a motivated and experienced person brings to the roles of international leadership and consultancy.

 

There is Ageism in international education … Why is that?

There’s a lot of talk about gender bias, racial bias and culture bias in society and at the workplace and each are important for many reasons. But perhaps one of the most hidden, biggest and most problematic types of bias we face is the bias of age: Recruiters often evaluate candidates based on age rather than experience – or expertise for that matter.

Is it just the recruiters or are they doing what they are instructed by the school owner or board?

In India, we had the experience of several teachers over the age of 60 who had considerably fewer days absent during the year than their younger colleagues but there was prejudice from the board, (locals with a forced retirement age of 58). We propose that these “golden oldies” had fewer distractions than their younger colleagues, paced themselves better and probably contributed more to the school’s development.

Some recruiters will argue that many countries do not give visas to older candidates but according to a recent survey released by The International Educator (TIE), which asked about hiring restrictions at international schools, over 65% of the 176 school heads interviewed reported that their school’s host country does not have age restrictions for issuing a work visa.

 

So, what’s the issue then?

We argue that organizations and schools can and should, employ older educators as leaders, teachers or consultants and give them meaningful, important jobs.

The myth propagated by the retirement industry is that people over the age of 65 should retire. Despite the billions of dollars spent convincing us that our “golden years” should involve more travel, golf, sitting around the pool or pottering around the garden. Research however shows that people who stop working and retire may suffer from depression, heart attacks, and a general malaise of not having as much purpose in their lives. Many people, particularly those who have enjoyed long, and meaningful careers like to work. In the wise words of Stephen Hawkins…: “Work gives you meaning and purpose, and life is empty without it.” It represents an opportunity to give value to others and the community, and it gives you something to do with your intellectual and physical energy.

Why would we want to retire if we love our work and can still contribute?

Many very experienced educators, school leaders and international education consultants and advisors find it more and more difficult to get work in their older years.  Virtually impossible actually. Why is that?

The average life expectancy in many developing countries is about 60 years and so it is difficult, perhaps even seen as biased and prejudiced if the country allows older internationals to work there.

If you are older, you are likely to be considered less capable, less able to adapt, or less willing to roll up your sleeves and do something new than your younger peers. They say we cannot use Technology but recent evidence during the current global pandemic has shown that the experienced leader has the ability to adapt and often lead schools when forced to work from a different time zone.

 

There is an assumption “oldies” are slowing down, are not flexible in their thinking and their health may deteriorate rapidly.

It can be expensive for medical insurance for older candidates and it might be assumed that there is a danger of a “lame duck” not fulfilling the contract?

Many international schools express concern over health issues for the older candidate and the associated costs of insuring them: “Health and health insurance are big issues. Disability coverage is not allowed over 60 and health insurance skyrockets,” reports one school. Another school in Africa, agrees, “I think that an older candidate must demonstrate physical fitness…I really feel that that is the main issue. A fit, active (coaching?) older candidate would have a good chance.

What could be worse than a much-loved, grandfather type leader, dying whilst working for the school?

But the facts are that we are living longer. The average longevity of human life increases each year. Life expectancy was around 50 at the beginning of the 20thCentury in the West. It is now 79 years – many of us are healthy and are in good shape and last much longer, and by the end of the century, it should reach 100!

International schools can appoint cheaper alternatives – and more often than not do.

 

What do we silver-haired “Golden Oldies”, have to offer?

Many of us are still fit and healthy. Many of us are fitter than our 45–50-year-old colleagues actually.

We, along with many other international education dinosaurs, have a wealth of experience, expertise and wisdom – gained from years in schools. We have the ability and expertise to train senior management and boards, based on acquired experience and expertise.

Adaptability: we have already “been there” and adapted to different circumstances, cultures and scenarios several times in our careers.  International schools vary dramatically, in location, size, student intake, staffing, curriculum, philosophy, and more. The best international teachers are willing and eager to adapt and embrace new circumstances and unexpected challenges.

In one specific area, age can benefit the school; the older educator will probably have a grown-up family that is not in need of subsidised tuition places in the school, annual home leave, larger accommodation, medical insurance etc. because they would not accompany him to the post. These savings, let alone the lack of “distractions” will allow the senior educator to focus most of his /her time and energy on the development of the school and more than offset the increased medical insurance of the educator.

With changes caused by the global pandemic, many older educators have displayed their ability to adapt and are abreast of recent changes in education. Many of us have been using technology since the 1980s and we are lifelong learners.

In order to be employable, we would suggest:

An annual review including a medical to confirm that we are still physically able to perform the tasks needed as head of school or consultant.  We always need a medical to get a visa for each country – and have always passed with flying colours.

 

What do we golden oldies have to offer in School Leadership/ Consultancy?

In addition to all the examples listed above, there should be no restriction on this as;

-health and fitness are not so important, the experienced educator will work within his/her capability and pace her /himself. Mick comments that “As a 26 years old newbie Head, I was constantly running around trying to fix everything myself, whereas the older, more empowering me as Head is far more efficient, effective and successful”.

– the only negative might be the perception of a: closed mind: but this would be eliminated by the consultant’s bid for the job. We are wise enough to know and understand our limitations.

-vast experience, network, knowledge of education, cultures etc.

– several “golden oldies” have shown their experience by leading schools as Interim Heads,  from afar during this pandemic; jobs that less experienced people could not do with the same level of competence.

There should really be no negatives as consultants are;

-paid by results, the short term usually. Sid’s school set-up projects have always been short-term to do the nitty-gritty work and use connections and network.

-none of the benefits that a head requires. Pension scheme, dependents etc.

It really is a win-win situation for the school and the consultant as the consultancy business is, realistically, “survival of the fittest’ as many of us have turned to consultancy as a way of giving back to the educational world that we have loved.

The “only” problem is they don’t want what we offer!!!! Ageism is rife!

The International Educator, a leading resource for teachers looking for jobs at overseas schools, has recently mandated that schools indicate if there is an age requirement when filling out their job posting form on their website.

 

What we have to do is point out the benefits to the schools of employing capable people who have a lifetime of experience. The most important job in the U.S. – and perhaps the world goes, often, to people who would generally be considered “too old” to be productive in most employment.  Joe Biden is 78 and deemed fit to run a country with the world’s largest economy and 328 million people. Many other national leaders are ancient; they are expected to use their wisdom, not their athleticism!

 

You can’t have 40 years of experience in a 30-year-old body! Or even a 50-year-old.

 

Besides the value and competence older employees can bring to an educational organization, there is the issue of cognitive diversity. Few things of value have ever been accomplished by individuals working alone. The vast majority of our advancements — whether in science, business, arts, or sports, or education— are the result of coordinated human activity, – people working together as a cohesive unit. The best way to maximise team output is to increase cognitive diversity which is significantly more likely to occur if you can get people of different ages, experiences and expertise working together. We, older heads have” been there and done it all” before, so don’t need credit for leading. Our aim is to develop the skills of the middle managers to be able to take over.

Career systems, pay systems, and recruitment and assessment systems are designed against hiring older people. Many companies believe older people are “overpaid” and can be “replaced with younger workers” who can do the job just as well. People like Mark Zuckerberg and others publicly say that “younger people are smarter.” We have an entire media and publishing industry that glorifies youth.

We must acknowledge that there is a limit for paying for an experience; the educational system which pays people more because they have done the job longer is not generally accepted by board members from industry. Oldies should be prepared to accept a salary similar to, for example, a 55-year-old.

Scientific evidence shows: For most people, raw mental horsepower declines after the age of 30, but knowledge and expertise — the main predictors of job performance — keep increasing even beyond the age of 80. There is also much evidence to assume that traits like drive and curiosity are catalysts for new skill acquisition, even during later life. When it comes to learning new things, there is no age limit, and the more intellectually engaged people remain as they age, the more they will contribute.

 

We should encourage schools and recruiters not to discriminate by age – or in any other way. This includes tackling implicit biases, which is an illegal practice. Many of us — no matter our age — do not have enough money to retire (even if we wanted to). This said people of every age are motivated to work and have a right to do so. If employers can create an inclusive, fair, and meaningful experience for older employees, as well as younger ones, the company becomes more innovative, engaging, – and profitable – and it benefits society at large.

 

…. ALL WE ARE SAYING… IS GIVE OLDIES A CHANCE……

 

What do you think about the points raised in this article? We’d love to hear your feedback.

 

 

ABOUT THE AUTHORS

 

Sidney Rose was born in Cheshire, England and studied at Manchester University.  He began teaching in 1974 in a Community College in Cambridge, followed by a Head of Department position in Hertfordshire before he was contracted by the UK Ministry of Defense to the British Services School in Hong Kong in 1980. Forty years in international education later in many countries, cultures and settings (Hong Kong, Singapore, Dubai, Sweden, Qatar, India, China and Vietnam and well as consultancies in many other countries) as a school leader and international education consultant and advisor, he finds himself “on-the-shelf” and considered past-the-sell-by date.

 

Michael Thompson was born in Nottingham, U.K. and studied at Leeds University. He started teaching in Oxfordshire and was head of a co-educational secondary boarding school in Zambia at the age of 26. He then moved on to a career in international education with leadership positions in Africa, Europe, Asia and the Americas. Michael has served as an accreditation team leader and was a member of the Education Steering Committee that produced the Government of India’s 5 Years Plan, 2012-2017. After establishing his consultancy, he returned to international school headship in Belgium and now Jamaica.

 

Image By Jean-Luc – originally posted to Flickr as The WHO, CC BY-SA 2.0

The benefits of teaching primary school children about DNA

Dr Mandy Hartley
Founder of The Little Story Telling Company

 

The benefits of teaching primary school children about DNA

 

The purpose of this article is to give teachers a tool kit of simple props and cross-curricular activities to help children learn about DNA in a fun, engaging and memorable way.

 

Why learn about DNA?

Working with DNA is of huge importance in the modern world. It enables us to identify why people get ill, develop gene-targeted drugs, eradicate diseases like malaria, create crops to feed the world, answer questions about the past, catch criminals and learn more about life on earth. In recent times DNA has been fundamental in developing vaccines against deadly viruses such as Corona which threaten our very existence.

 

There is a podcast being released shortly called “The DNA Detectives” (available on all major platforms) where some of the different uses of DNA described above will be discussed. Scientists involved in the fields of medicine, malaria research, forensic science, archaeology and the Coronavirus will be interviewed by children to find out what their work involves. This is a great way for children to gain science capital.

 

It is a huge advantage for children to learn about DNA. If children have a solid understanding of the basic concepts of a topic it provides a fantastic platform which through progressive learning can be built on. As their cognitive faculties develop it makes it simpler for children to understand more complicated extensions later on. A child who has learnt the basics of DNA at primary school is likely to find it easier to understand topics like transcription and translation at secondary school.

 

Learning about DNA enables children to make sense of topics such as “Evolution and Inheritance”. How can you understand evolution if you don’t know about the vehicle driving it? How can you understand variation if you don’t know the cause? Teaching children about evolution without reference to DNA could inadvertently support the development of potential misconceptions which are hard to correct.

In learning about DNA children are learning to work scientifically, to make hypotheses and test them, recognise patterns, practice hands-on science and relate the work they are doing to the real world. This topic is fantastic in terms of science capital with plenty of opportunities to look at subjects in more detail from a multitude of sources including museums, books, scientific articles, podcasts and talking to scientists.

 

The Hook

Every new topic needs a good hook to get children engaged and interested. Equipped with the right book, teachers have the ammunition to hook a class on a topic, get them on board and motivated to learn. This topic can then be brought to life through a story.

The “DNA Detectives” series of books are perfect for this topic (“The DNA Detectives – To Catch a Thief”, “The DNA Detectives – The Smuggler’s Daughter” and “The DNA Detectives – The Stone Age Mystery)

 

They provide an exciting, page-turning story where DNA is used to solve a crime. Having an exciting fictional text is likely to engage more readers than a non-fiction text on this topic. It also presents the subject in a relatable way. Most importantly, the story reinforces what is being learnt in the classroom.

So, where do we start? The first step is to find out “What is DNA?”

 

What is DNA?

Teaching children about DNA builds on their previous knowledge of living things and parts of the body. The most successful approach is to put simple ideas in place first and build on them in an order that is logical to children. This helps children understand more complicated concepts later on. The first thing they want to know is “What is DNA?”

Lego is something children can relate to and provides a fantastic analogy for learning about DNA. Show the children a Lego kit and ask what they need to make the model. The answer is “instructions”. Humans and all living things are just like Lego. They need a set of instructions to build them and make them work. These instructions are their “DNA” which is short for “Deoxyribonucleic Acid”.

Discuss what things are in their instructions. Start with an example “hair colour, lungs, brain etc”. Ask them to stick out their tongues. Can they roll their tongues? Are their ear lobes attached to their heads or free to dangle? Do they like Brussel sprouts? All these things are contained in their instructions, their DNA. This is a great opportunity to encourage children to write their own set of instructions. Get them to have a look in a mirror and then write ten instructions to make them e.g. To make Anna you will need; one set of brown eyes, freckles etc.

The use of familiar visual props like Lego enables children to understand the concepts and repeating new scientific vocabulary in-class discussion helps these words become familiar and memorable. The new vocabulary is also explained in each of the books in “The DNA Detectives” series. Reading this alongside the lesson helps to reinforce learning.

If children want to find out more, they can read an interesting story of how the structure of DNA was discovered and the controversial story as to whether they stole key information from Rosalind Franklin to complete their data. This is also covered in “The DNA Detectives – The Stone Age Mystery” (this book has a series of weblinks and as well as science, is a great accompaniment to teaching the history of the Stone Age). This is perfect for building on science capital.

 

www.yourgenome.org/stories/the-discovery-of-dna

www.yourgenome.org/stories/giants-in-genomics-rosalind-franklin

 

Now they know what DNA is, children are naturally curious to discover where DNA is found and how big it is?

 

Where do we find DNA? How big is DNA?

 

DNA is found in the body in a special bag called a “cell” which protects it from damage. In the middle of the cell is the “nucleus” which contains the DNA and is surrounded by a jelly-like substance called “cytoplasm”. Around the outside of the cell is the “cell membrane” which holds everything in place and lets chemicals in and out. Showing a labelled picture of a cell, or a model of a cell and getting the children to repeat the specialist vocabulary helps children remember these terms and understand the concept of a cell.

Models of cells can be made from gel/air-filled packaging or bubble wrap. Large hamster balls can also be used either with a smaller hamster ball inside (the nucleus) containing 23 pairs of chromosomes made of twisted rope or a small hamster ball with a clear Christmas bauble inside (the nucleus) filled with white string.

 

A game of operation is a fun way to get children thinking about where cells are in our bodies. Get them to point to a different body part and make the patient’s nose glow. Ask “what parts of the body are here and are they made of cells?” The children will get the idea that everything on the inside and outside of the body is made of cells and inside the cells is the nucleus which is full of DNA. The only cell in the body which doesn’t have DNA is the red blood cell because it doesn’t have a nucleus.

Get the children to guess how many cells there are in the body. The answer is 37 trillion. You can think of it as 37 trillion seconds which is equivalent to 1, 167, 202 years. Use increasingly smaller items such as raisins, coffee granules, sugar and sand. Ask if DNA is smaller than each item? DNA is so small you need a microscope to see it. You can show children pictures of microscopic cells from different parts of the body.

This learning can also be reinforced by reading “The DNA Detectives” books. They all discuss what cells are and how cells in our body are used by Scene of Crime Officers to collect evidence from Crime Scenes. This also helps children relate what they are learning to the real world as well as repeating the new vocabulary in a different context. You could recreate some of the crime scenes from the stories and get the children to think about where the cells would be as they collect their DNA evidence to catch a thief!

Get the children to draw a cell or make cell cookies. Junk modelling is a great way to get children thinking about what cells look like. Clear containers such as salad/dip/fruit containers with a lid (humous, strawberries etc), clear water bottles or take away boxes. Use cake case containers for the nucleus with white wool inside or small clear pots, spice bottles, tic tac containers, cocktail stick holders etc. Put white wool inside the nucleus for the DNA. Get children to label the cell membrane, cytoplasm, nucleus and DNA.

So now the children understand what DNA is, where it is found and how big it is (For a demonstration of presenting all these ideas we have discussed so far you can click on this video www.youtube.com/watch?v=W7t1pVVjQr4). To really build on what they have learnt and to create a mental image of DNA in their minds the next step is to see DNA for themselves.

 

What does DNA look like?

Turn your class into a laboratory and get the children to extract DNA from different fruit e.g., strawberries and bananas. Their challenge is to become real scientists and determine which fruit contains the most DNA. Using scientific enquiry this hands-on experiment will consolidate learning from previous activities. The multi-sensory aspects will appeal to different types of learners making the activity engaging and memorable. This is also a fantastic opportunity to enhance science capital and encourage our next generation of scientists!

The methodology for extracting DNA from fruit using simple equipment and chemicals is shown in the following video clip. There is also an explanation of what is happening to the cells and what the different chemicals do; www.youtube.com/watch?v=W7t1pVVjQr4 (watch from 16.30 minutes)

 

You will need:

  1. Safety glasses
  2. Two clear glasses/cups
  3. Ziploc bag/plastic bag which you can seal at the top
  4. Banana (you can use other fruit as long as it is easy to mash up)
  5. Blunt knife and teaspoon
  6. Plate/chopping board
  7. Measuring jug
  8. Either a colander/sieve/tea strainer
  9. Either a coffee filter/dishcloth/paper towel
  10. Black paper/card/black t-shirt/black jumper
  11. Vodka/surgical spirit/rubbing alcohol (keep in the freezer)
  12. 4 teaspoons salt
  13. 2 teaspoons washing up liquid
  14. Warm water
  15. Skewer (optional)

A great tip is to use a black card under the beakers when precipitating the DNA as it will make it easier for the children to see the DNA appearing.

Worldwide scientists are extracting DNA every day. They may use smaller tubes and slightly different chemicals than in this experiment but the process is the same. They could be extracting human, animal or plant DNA. Ask the children to brainstorm what kind of things scientists use DNA for e.g. forensics, archaeology, to study animals, to see if someone has a disease, to help farmers get better crops etc. If children can see how working with DNA affects their lives it makes it relevant to them.

Get the children working collaboratively, sharing ideas to hypothesise which fruits have the most DNA and why. Which fruit is squashier making it easier to break down the cells and extract DNA? How can we make it a fair test? i.e. use the same amount of fruit or chemicals. How will we measure how much DNA there is? What will DNA from different fruits look like?

Get the children to use technology to communicate, record and compare the results e.g. iPad, videos, photos. Observation skills will be important to make valid conclusions. The results are another opportunity for discussion and to develop a deeper understanding. Which fruit had more DNA? Why were some groups more successful than others at getting DNA? Do cell walls in some fruit break down more easily? Did the groups do anything differently that could have affected their yield of DNA?

Reading helps to reinforce what the children have just learnt. In “The DNA Detectives – To Catch a Thief” and “The DNA Detectives – The Stone Age Mystery” the children break into their Mum’s laboratory and extract DNA from their evidence. In “The Stone Age Mystery” there is the added excitement of seeing how DNA is extracted from ancient bones. This links into how scientists can use DNA to answer questions about the past.

There is a great website where children can go online and extract DNA in a virtual laboratory. It gives them a glimpse of what working in a real laboratory is like;

https://learn.genetics.utah.edu/content/labs/extraction/

A lovely activity to do with the children is to put a picture of a DNA Helix on the white board. Get the children to draw it on black paper with chalk. They could even draw a DNA helix on the playground with chalk. This activity really gets them to examine the spiral shape of the DNA helix. There are some other fantastic activities like writing a poem about DNA, making a DNA helix out of sweets, an origami helix and DNA bracelets at the following site; www.yourgenome.org/activities/dna-discovery-pack and www.yourgenome.org/activities/sequence-bracelets.

 

By completing these activities, the information is repeated in different ways so it can be reinforced, remembered and understood. When you talk about DNA children will now be able to visualise what it looks like and understand what it is. This is key in enabling them to understand the next stage of the conceptual framework and how we get variation.

 

Introducing the concept of variation

 

A great way to introduce this concept is to get the children to observe variation in their own features. Which features are inherited from their parents and which are not? How many different types of hair, eye colour etc are there in the class? The weblink below explains how to facilitate this in the classroom.

https://teach.genetics.utah.edu/content/heredity/files/InventoryOfTraits.pdf

Get children to think about what makes variation happen? What makes one person’s hair blond and another brown? The answer is DNA which you inherit from both your parents.

It is small, random changes in the DNA, “mutations” that give us our variation and there is a great way to demonstrate this! What makes this a fantastic demonstration is that it is something that children can relate to and also links to real-world science.

Start with the discovery of a bone, skull or skeleton in the classroom. The class is going to use DNA to discover what this ancient person would have looked like!

Our alphabet has 26 letters. DNA is like the alphabet but it has just four letters A, C, G and T and they form a pattern or sequence which make up the instructions. To find out what our mystery person looked like we are going to look at their DNA (genes) for hair, eye and skin colour and compare it to DNA from known reference samples.

To make the DNA from your mystery person use indoor hockey balls of 4 different colours which have holes in them or soft play balls linked together with string. Use about ten balls for each gene and link them together on the same string it doesn’t matter what the sequence is.

To make the reference sequences for each gene create one DNA sequence which matches the mystery gene, the others should vary by changing one letter e.g. so if our mystery person has black hair the reference sequence should match the mystery person. The other hair colours you use e.g. ginger, blond won’t match.

Get the children to match the reference sequences with the mystery sequence. A Girl’s World or model head (insert photo 4) can be used to build up an image of what the person looks like. Wigs/wool can be used for the different hair colours, tights for skin colour and eyes made out of card.

Scientists use this technique of comparing DNA to reference sequences in real life to predict what someone looks like. However, they use computers and instead of 10 letters, each gene can be 1000’s of letters long. Instead of one gene, hair and skin colour are determined by at least 13 genes for each feature. Scientists have recently discovered that eye colour is controlled by about 50 different genes! (www.kcl.ac.uk/news/50-new-genes-eye-colour).

Scientists from the Natural History Museum have used DNA to establish what “Cheddar Man” looked like. They successfully extracted DNA from the 10,000-year-old skeleton which was discovered in Gough’s cave in Cheddar. Children will be really wowed by how the activity they have just done is actually being done by scientists in real life. Even more exciting are their findings which are incredible.

https://www.theguardian.com/science/2018/feb/07/first-modern-britons-dark-black-skin-cheddar-man-dna-analysis-reveals

https://www.youtube.com/watch?v=lWDWVDu01P0

Get the children to observe and compare the patterns for the reference sequences for each colour. How are they different? These differences are called “mutations”, they happen by chance and are the cause of variation in skin, hair and eye colour.

There is a great activity that can help reinforce this learning where the children have to identify what skeletons would have looked like from their DNA

www.yourgenome.org/activities/recreate-a-face

In addition, within the storyline from “The DNA Detectives – The Stone Age Mystery” the children discover an ancient skeleton. They discover how scientists find out what the skeleton looks like using DNA. It repeats what the children have learnt in the lesson and describes what DNA, chromosomes, genes, mutations and inheritance are. There are also great links where children can find out more about the work of real-life scientists.

Now children understand what DNA is and how we get variation, they will find it easier to understand the next step in the conceptual framework which is to demonstrate how mutations can lead to adaption and evolution. Following on from this activity using the example of the Peppered Moth, where a mutation led to a change in colour of the moth is a great way to introduce adaptation and evolution. There is a fantastic book you can use to tell the story called “Moth”, by Isabel Thomas.

All these stories and activities have been designed to help children have fun and engage with this topic in a memorable way. Most importantly the aim is to inspire children with a love of science and literacy. This hopefully, will encourage the next generation of much-needed scientists.

 

What do you think about the points raised in this article? We’d love to hear your feedback.

 

ABOUT THE AUTHOR

Mandy Hartley lives in Norfolk with her husband, two children Annabelle (13yrs) and Harry (11yrs) and black cockapoo “Milly”. She has a PhD in Genetics and worked for 15 years in various different laboratories using DNA to study subjects as diverse as populations of fish at the genetic level, detecting inherited human diseases, criminal work and paternity and relationship testing. She now runs scientific workshops and performs stories to children. She teaches children as young as 4 years old about DNA. The stories she performs are designed to be multi-sensory and to help children with their understanding and visualisation of different scientific concepts.

Mandy is in the process of recording an exciting six series podcast called “The DNA Detectives” for children. Children will learn about the different uses of DNA including medicine, archaeology, forensic science, genome sequencing, analysing the Coronavirus and research on malaria. The series will be available on all popular platforms. Mandy is also an author. She has created a series of “DNA Detectives” science-based adventure books which were also educational (“The DNA Detectives – To Catch a Thief”, “The DNA Detectives – The Smuggler’s Daughter” and “The DNA Detectives – The Stone Age Mystery”). They can be used by teachers as a cross-curricular tool for teaching science and literacy. The stories have been designed so that the reader can see how the characters in the book use DNA to solve a mystery – just like real forensic scientists! At the same time, the reader will learn all about DNA as part of the story. Mandy wants to share her love and passion for science with children and hopefully inspire some future scientists.