When implementing any kind of technology,
professional development is key to its success.
What is the point of purchasing a computer if you don't learn how to use
it? Most technology projects that fail,
fail because of a lack of professional development. I have spoken to many educators and
technology people over the years and I have heard this same story over and
over. People talk about how their school
or district purchased a smart board for every classroom, but no one knows how
to use it. Every teacher got a laptop,
but didn't get any training so it is only used for typing letters, internet and
email. Every time I hear a story like
this I am frustrated and saddened. Look
at it this way.
Let's say you have a teen aged child. It's time for that child to learn how to
drive, but instead of signing the child up for Drivers Education or taking
him/her out with you to learn how to drive, you just buy them a new car. That's it....you buy the car, give them the
keys and say "you are on own" or "let me know if you need any
advice". Who in their right mind
would do this? When in comes to using
technology in the schools, we do it all the time. Schools or districts purchase equipment so
they can show they are using technology (or with the goal of truly integrating
technology into the classroom), but don't supply professional development. Some schools give a little bit of training on
the hardware and stop there. Some
districts have Technology Coaches, but a single Technology Coach for 100
educators is simply paying lip service to a serious flaw in our current
educational model.
Let me clarify one thought. Professional development is not
training. They are not the same thing
and should not be approached the same way.
When someone receives new technology equipment, they need some training
to learn how to use it. When an educator
receives new equipment, they need training on how to use it, THEN they need
professional development to learn how to use it in the classroom. They need to be able to explore the technology
within the confines of their curriculum and they need to be able to speak with
someone about their ideas who can speak back and help the educator explore the
possibilities. Without this step,
technology integration into the classroom will never reach it's full
potential. Training is easy to
understand. Training has clear and
observable goals that can be seen right away.
Training can be done through simple tutorials via video or text
documents. Training, if organized well,
is efficient. Effective professional development
is not.
Professional development is that extra step
educators need to help them use classroom technology in the best possible
way. It can be obtained through the many
wonderful conferences that are available (see this page on my website for a
list) and many schools and districts offer mini conferences during the
beginning of the school year. They are
good ways to encourage educators to use technology and experiment with it's
limits, but is simply isn't enough.
Technology is changing very quickly and we have to keep up or get left
behind. I am not talking about
"Keeping up with the Jones", I am talking about using the best modern
tools to facilitate teaching and learning.
I am talking about knowing and understanding which tools are best suited
for a task and leaving behind old technologies when appropriate. I am talking about understanding the myriad
of tools available and having the ability to filter through them in order to
find the most appropriate one for your situation. This kind of understanding can come through
conferences, but a truly thorough understanding of a technology and how it can
be used in the classroom comes from high quality professional development.
At the school where I work, I have made
some serious changes to technology professional development. The first thing I did was to move my personal
vacation time. Every year I get three
weeks of vacation (plus the week of July 4 which is a mandatory week off). Instead of pretending to take my time off in
July (when I end up working half of it anyway) I take my time off during the
school year. During the summer,
educators are invited to work with me directly for up to three days as
individuals or in small groups (I limit these groups to three or four). I work with these educators and their
curricula. I don't "train
them" even if we start with a little bit of training. I help them explore the technology and how it
relates to their classroom. My results
are sometimes not what I expected. For
example: I was working with a couple of
educators on the concept of digital portfolios.
The original plan was for me to teach the basics of creating a Google
Site and helping them to create a template for their students to use. This evolved into using iPads to document
work and share files. We explored
various online storage options and found a system that would work well with
their specific age group and their classroom environment. The iPad discussion led to a variety of
apps that could be used to teach math and explore information. This led to their desire to learn how to use
iMovie and Comic Life on the iPad. Which
lead to... and the list continues. We did accomplish creating the digital
portfolio template and planning how digital portfolios would be
implemented. We did accomplish how to
use the iPads to document information and share files (I'm talking the kids
doing this as well as the adults). We
did accomplish finding apps to help teach Math and all of what we accomplished
is now being smoothly (for the most part) implemented into the classrooms
(grades 2,3,4). So in a total of 6 days
over the summer we have made an enormous change in their classrooms and
students as young as 8 years old are creating their own digital portfolios and
truly reflecting on their own learning.
How cool is that!?
Let's take that same situation and place it
into a more traditional model of professional development. Let's also use the six educators referred to
above. So I have six educators who are
interested in having students create and use digital portfolios. They discuss their idea with me and I ask for
some training during the week educators come back in August and are given some
training. I argue with administration to
separate these educators out from the rest of the staff. I struggle with the schedule to find the best
time to help them learn how to use Google Sites and at best I get to work with
the whole group of 6 for up to 3 hours (at absolute best). In that three hours I teach them how to use
Google Sites and discuss how they can implement the concept into their
classrooms. That's all, I'm done and
since it's the beginning of the school year, I may not be able to approach them
again about this project until late September.
At best 2 of them will have implemented the project. They get frustrated because things didn't
work as smoothly as expected (we didn't have enough time to plan and discuss
how to implement). They get frustrated
because they don't remember how to do some stuff in Google Sites (they didn't
get enough practice). The students get
frustrated because the teacher can't help them (the teachers didn't get enough
"play time" and we didn't plan out the student training portion of the idea. In short, we have spotty success at best. Does this sound familiar?
If we want technology to be truly and fully integrated into the modern classroom, we MUST provide quality professional development. The money we save by not having teachers receive this experience is paid by student learning and success.
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