Improving Teaching Through Collaboration

Our guest author today is Matthew Ronfeldt, Assistant Professor at the University of Michigan School of Education. Ronfeldt seeks to understand how to improve teaching quality, particularly in schools and districts that serve historically marginalized student populations. His research sits at the intersection of educational practice and policy and focuses on teacher preparation, teacher retention, teacher induction, and the assessment of teachers and preparation programs.

Learning to teach is an ongoing process. To be successful, then, schools must promote not only student learning but also teacher learning across their careers.* Embracing this notion, policymakers have called for the creation of school-based professional learning communities, including organizational structures that promote regular opportunities for teachers to collaborate with teams of colleagues** – also here and here. As the use of instructional teams becomes increasingly common, it is important to examine whether and how collaboration actually improves teaching and learning. The growing evidence, summarized below, suggests that it does. 

For many decades, educational scholars have conducted qualitative case studies documenting the nature of collaboration among particular groups of teachers working together in departmental teams, reading groups, and other types of instructional teams. This body of work has demonstrated that the kinds and content of collaboration vary substantially across contexts, has shed light on the norms and structures that promote more promising collaboration, and has set the stage for today’s policy focus on “professional learning communities.” However, these studies rarely connected collaboration to teachers’ classroom performance. Thus, they provided little information on whether teachers actually got better at teaching as a result of their participation in collaboration.

What Makes Teacher Collaboration Work?

Today’s guest authors are David Sherer and Johanna Barmore. Sherer is a doctoral candidate at the Harvard Graduate School of Education. He specializes in research on policy implementation and the social dynamics of K-12 school reform. Barmore is a former teacher and also a current doctoral student at the Harvard Graduate School of Education. She studies how policy impacts teachers' instructional practice as well as how teachers learn to improve instruction, with a focus on teacher education.

You’ve probably attended meetings that were a waste of your time. Perhaps there was no agenda. Perhaps the facilitator of the meeting dominated the conversation. Perhaps people arrived late or the wrong people were in the room in the first place. Maybe the team ran in place and no one had any good ideas. Whatever the reason, it’s common for teamwork to feel ineffective. Good teamwork does not just “happen.” Organizational researchers study teams with a goal of understanding the conditions that foster effective meetings and, more broadly, effective collaboration (see here for a review).

Meetings can feel like a waste of time in schools, just like they can in other workplaces. However, educational scholars have paid less attention, compared to researchers in other fields, to the conditions that foster productive collaborative work, such as management (see, e.g. Cohen & Bailey, 1997). Educational researchers and practitioners have long advocated that collaboration between teachers should be a cornerstone of efforts to improve instruction – indeed, teachers themselves often cite collaboration with colleagues as one of the key ways they learn. And yet, we know many teams flounder instead of flourish. So why are some teams more productive than others?

New School Climate Tool Facilitates Early Intervention On Social-Emotional Issues: Bullying And Suicide Prevention

Our guest author today is Dr. Alvin Larson, director of research and evaluation at Meriden Public Schools, a district that serves about 8,900 students in Meriden, CT. Dr. Larson holds a B.A. in Sociology, M. Ed., M.S. in Educational Research and a Ph.D. in Educational Psychology. The intervention described below was made possible with support from Meriden's community, leadership and education professionals.

For the most part, students' social-emotional concerns start small; if left untreated, though, they can become severe and difficult to manage. Inappropriate behaviors are not only harmful to the student who exhibits them; they can also serve to increase the social bruising of his/her peers and can be detrimental to the climate of the entire school. The problem is that many of these bruises are not directly observable – or not until they become scars. School psychologists and counselors are familiar with bruised students who act out overtly, but some research suggests that 4.3% of our students carry social-emotional scars of which counselors are unaware (Larson, AERA 2014). To develop a more preventative approach, foster pro-social attitudes and a positive school climate, we need to be able to identify and support the students with hidden bruises as well as intervene with pre-bullies early in their school careers.

Since 2011, Connecticut’s Local Education Agencies (LEAs) have been required to purchase or develop a student school climate survey. The rationale for this is that anti-social attitudes and a negative school climate are associated with lower academic achievement, current behavior problems, as well as future criminal behaviors (DeLisi et al 2013; Hawkins et al 2000) and suicide ideation (King et al 2001). There are hundreds of anonymous school climate surveys, but none of them was designed to provide the kind of information that we need to help individual students.

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