What is your definition of instructional and/or organizational supervision? Develop and clearly state 3-5 principles for successful supervision of staff.? Consider principles as values, et
What is your definition of instructional and/or organizational supervision? Develop and clearly state 3-5 principles for successful supervision of staff. Consider principles as values, ethics, beliefs and norms. Identify and describe each supervisory principle with research references. What professional development program will meet the needs of teachers and staff and lead to increased student learning and/or staff performance based on the principles? Conclude the platform with a reflection, including new perspectives, new discoveries, concerns and surprises.
You can use the guide for clarifying your supervisory platform below:
What is your definition of instructional supervision?
What should be the ultimate purpose of
supervision?
Who should supervise? Who should be supervised?
What knowledge, skills, attitudes, and values are
possessed by successful supervisors?
What are the most important needs of teachers?
What makes for positive relationships between
supervisors and teachers?
What types of activities should be part of
instructional supervision?
What should be changed about the current practice
of instructional supervision?
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,
chapter 4 Adult and Teacher Development Within the Context of the School
Learning Outcomes for This Chapter
After reading this chapter, you should be able to:
List the implications of any of the theories of adult learning discussed in this chapter for
instructional supervision.
Explain why the notion of a universal model of adult development has been challenged.
Discuss what the authors mean by the “ebb and flow” of adult development.
Questions to Reflect On as You Read This Chapter
As you read the chapter, reflect on learning about each of the following concepts:
Andragogy
Transformative learning
Self-directed learning
Experiential learning
Situated cognition
Informal learning
How do you think adult thinking differs from that of younger learners? To what do you
attribute these differences?
Two different teachers may approach the same teaching challenge in markedly different
ways. In what ways do you think adult development may explain this?
As you read the various models of adult development, which resonate with your own
experience?
What ways do you see that knowledge of adult development might be applied in
supervision and professional development of teachers?
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This chapter will serve as a core for thinking and practicing supervision in a
developmental framework. So far, we have defined “a cause beyond oneself” as a
demarcation between the collective, thoughtful, autonomous, and effective staffs of
successful schools and the isolated, unreflective, and powerless staffs of unsuccessful
schools. Knowledge of how teachers can grow as competent adults is the guiding
principle for supervisors in finding ways to return wisdom, power, and control to both the
individuals and the collective staff in order for them to become true professionals. With
the understanding of how teachers change, the supervisor can plan direct assistance,
evaluation of teaching, professional development, curriculum development, group
development, and action research at an appropriate level to stimulate teacher growth
and instructional improvement.
The research on adult learning and development has been prolific. We have attempted
to distill the knowledge of adult and teacher development that has direct applications for
supervision and supervisors. Readers who desire more detail should refer to the
references cited. The use of such readily available and potentially rich knowledge about
human growth can be extremely valuable to those who work with adults. If schools are
to be successful, supervision must respond to teachers as changing adults.
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figure 4.1 Adults as Learners
Unfortunately, many schools do not foster collaborative action, reflection, critical
thinking, or teacher empowerment. Rather, the hierarchical structure of many
school systems—as well as the environmental problems of isolation,
psychological dilemma, and lack of a shared technical culture discussed in
Chapter 2—tends to work against the type of growth described in the adult
learning literature. Conversely, Drago-Severson’s (2007) qualitative study of
principals as professional development leaders found that those who
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successfully exercised their leadership to promote adult learning consistently
employed four strategies, which she refers to as “pillar practices”:
Encouraging various forms of teaming/partnering with colleagues within and
outside school (e.g., teaching teams, curriculum teams, technology teams,
diversity teams, developing partnerships with other organizations)
Providing opportunities for teachers to serve in leadership roles (e.g., mentoring
graduate student interns, knowledge-based management, technology leaders,
sharing decision making, leading accreditation teams)
Promoting collegial inquiry (e.g., reflection through writing and dialogue)
Mentoring
According to Drago-Severson, these pillar practices, particularly when adapted to
teachers’ developmental stages, foster transformative rather than informative
learning (Drago-Severson, 2007; Drago-Severson, 2009).
Adult and Teacher Development
Literature on adult development can be seen as reflecting several distinct but
related approaches. Just a few decades ago, the study of human development
focused on children, and adulthood was either not a consideration or was thought
to represent a period of stability. Theory and research on adult development for
several decades emphasized development as an orderly progression. Because
developmental psychologists did much of the work in this area, there was an
emphasis on the change processes occurring in the individual with relatively little
consideration of his or her interaction with the environment. Early approaches to
adult development were rooted in such a tradition. Over time, alternative views of
adult development evolved, with less concern for a universal progression and
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greater interest in the interaction between the individual and the social
environment. Subsequent sections of this chapter will discuss adult development
according to these five subtopics: (1) stage development, (2) life cycle
development, (3) transition events, (4) role development, and (5) sociocultural
influences on adult development.
Stage Theories of Adult and Teacher Development
We will begin discussion of adult development by focusing on developmental
stage theories. Levine (1989) delineated the characteristics of stages:
First and foremost is their structural nature. Each stage is a “structured whole,”
representing an underlying organization of thought or understanding. Stages are
qualitatively different from one another. All emerge in sequence without variation;
no stage can be skipped. Finally stages are “hierarchically integrated”; that is,
progressive stages are increasingly complex and subsume earlier stages.
Individuals always have access to the stages through which they have passed.
Under ordinary circumstances or with proper supports, people will generally
prefer to use the highest stages of which they are capable. (p. 86)
It may be helpful to look more closely at several specific stage theories.
Cognitive Development
Piaget described four stages of cognitive development: sensorimotor,
preoperational, concrete operations, and formal operations (Blake & Pope,
2008). The person at the formal operations stage has already progressed beyond
reasoning only for the “here and now” and can project into and relate time and
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space. A person at the formal operations stage uses hypothetical reasoning,
understands complex symbols, and formulates abstract concepts.
Some researchers have found that formal thought is not demonstrated by all
adults. There has also been considerable exploration of characteristic adult forms
of thinking that go beyond Piaget’s fourth stage to a postformal operations stage
(Cartwright, Galupo, Tyree, & Jennings, 2009; Merriam & Bierema, 2014; Wynn,
Mosholder, & Larsen, 2014). Terms like postformal thought (Sinnott, 2009),
integrative thought (Kallio, 2011), and epistemic understanding (Baxter-Magolda,
2004) have been used to describe the highest stage of cognition observed in
adults. Figure 4.2 represents the adult cognitive developmental continuum.
igure 4.2 Adult Cognitive Development Continuum
Source: Adapted from Stephen P. Gordon (1990). Assisting the entry-year
teacher: A leadership resource. Columbus, OH: Ohio Department of Education.
Used with permission.
Ostorga (2006) provides insight into connections between teachers’ cognitive
development and their reflective thinking. Part of a larger study of student
teachers, the two participants selected as the focus of this article were both adult
learners, ages 28 and 35, who had previous experience in the classroom as
paraprofessionals. Ostorga analyzed interview protocols and Measurement of
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Epistemological Reflection (MER) questionnaires developed by Baxter-Magolda
(2004), as well as 15 weekly reflective journal entries. Neither participant
exhibited epistemic stances at either end of the epistemological spectrum
presented by Baxter-Magolda—absolute knowing and contextual
knowing—rather, they exhibited adjacent stances in the middle of
Baxter-Magolda’s spectrum. Nonetheless observable differences were
demonstrated in the nature of reflective statements made in their journals, coded
according to Mezirow’s (1981) taxonomy of reflectivity, developed as part of his
work on transformational learning. Elena, the participant exhibiting a transitional
epistemological stance, exhibited content level reflection in most of her journals,
the most basic of Mezirow’s levels of reflection, and only once engaged in a
combination of content and process reflection. Shakira, the participant exhibiting
an independent thinking epistemological stance, wrote at least one journal entry
exhibiting premise reflection—the highest of Mezirow’s levels of reflection—when
she critiqued a response provided by her supervising teacher.
Moral Development
Kohlberg & Kramer (2006) identified three broad categories of morality: the
preconventional level, the conventional level, and the postconventional level.
They further delineated two stages of development within each of these levels,
with the second stage more advanced and organized than the first. Across the
three levels, reasoning shifts from a self-centered perspective to one that
increasingly considers the perspectives and rights of others. The individual at
Level I makes decisions from a self-centered orientation. At Level II, individuals
“do the right thing” because that is what is expected according to social norms.
Finally, at Level III, moral decisions serve to recognize the social contract and to
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uphold individual rights. Although conflicts between these principles and legal
mandates are recognized as problematic in the lower stage of Level III, moral
principles come to take precedence by the time an individual reaches the highest
stage of moral development. Kohlberg (Kohlberg & Armon, 1984; Kohlberg &
Kramer, 2006) sees the higher stages as superior, and he sees enhancing
development as an appropriate aim for education. Figure 4.3 represents the
moral development continuum.
figure 4.3 Moral Development Continuum
Source: Adapted from Stephen P. Gordon (1990). Assisting the entry-year
teacher: A leadership resource. Columbus, OH: Ohio Department of Education.
Used with permission.
It is important here to also mention the work of Carol Gilligan (1982). Gilligan
compared conclusions from Kohlberg’s model of moral development with
conclusions from her own research with women discussing personal decisions.
People at the top of Kohlberg’s stages worry about interfering with others’ rights,
whereas those at the top of Gilligan’s stages worry about errors of omission, such
as not helping others when possible. At Gilligan’s highest stage, morality is
conceived in terms of relationships, and goodness is equated with helping others.
Gilligan (1979) proposed that a different conception of development emerges
from the study of women’s lives:
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The shift in women’s judgment from an egocentric to a principled ethical
understanding is articulated through their use of a distinct moral language, in
which the terms “selfishness” and “responsibility” define the moral problem as
one of care. Moral development then consists of the progressive reconstruction
of this understanding toward a more adequate conception of care. (p. 442)
Several small-scale studies have investigated relationships between teachers’
moral development and their understandings of teaching and learning. Johnson
and Reiman (2007) explored the relationship between teacher dispositions in the
moral/ethical domain and their actions in the classroom through a case study of
three beginning teachers, all of whom were described as “lateral entry” teachers
(entering without a teaching degree or specific training in education). All three
teachers were found to operate primarily from a moral schema aimed at
maintaining norms and emphasizing rules that are clear, consistent, and apply to
everyone, which the authors reported is typical of beginning teachers. The three
teachers varied, however, in the degree to which they also exhibited a personal
interest schema (in which decisions are primarily based on the personal interest
of the decision maker) or a postconventional schema (based on alterable social
norms, with ideals that are open to justification and scrutiny). Using the Flanders
Interaction Analysis System (also known as the Guided Analysis System, or
GIAS) to document teacher actions, they found:
When the teachers used more postconventional reasoning and less personal
interest judgments, the percentage of direct instruction decreased. Teachers
spent less time providing information and giving direction and more time
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prompting inquiry, accepting and using students’ ideas and offering
reinforcement. (Johnson & Reiman, 2007, p. 683)
Johnson and Reiman concluded that with increased percentages of
postconventional reasoning teachers became more open to learner perspectives
and engaged in more indirect interactions. They also found that in response to
mentoring provided as part of the study, beginning teachers were able to move
toward more complex levels of judgment, although they remained primarily at a
below average level of complexity. In an earlier study, Reiman and Peace (2002)
found an increase in moral/ethical development as well as a shift from
self-concern to concern for the learners in eight teachers involved in peer
coaching using a framework of social role-taking and guided reflection, as
compared to a control group. Both these studies suggest that moral dispositions
are linked to teaching practice, and that both dispositions and actions are
amenable to tailored mentoring and coaching programs.
Levels of Consciousness
Robert Kegan (1994, 2009), a self-acknowledged neo-Piagetian, is a more recent
entrant on the scene of adult developmental psychology with his theory of levels
of consciousness. As with the Piagetian shift from concrete to formal operations,
the development of abstract thinking is a key characteristic of movement from
Kegan’s adolescent stage of durable category level to a more mature
cross-categorical (or third-order) consciousness. The person functioning at the
cross-categorical level is capable of thinking abstractly, reflecting on his or her
own emotions, and being guided by beliefs and values that ensure loyalty to the
larger community. At this stage the adult experiences a new construction of
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reality, with the needs, wants, and desires of others figuring as prominently as his
or her own (Albertson, 2014; Bridwell, 2013; Taylor & Marienau, 1995).
Only with the transition from cross-categorical to systems (or fourth-order)
consciousness, however, does the individual move beyond defining oneself in
terms of those duties, devotions, and values to become a truly independent and
autonomous person. At this level we can look objectively at our own perspective,
compare it with that of others, and work to reconcile differences—a process
associated with transformational learning (Bridwell, 2013; Kegan, 2009). It is the
systems level of consciousness that is said to be necessary to meet the various
demands of modern adult life (parenting, partnering, working, continued
learning), but Kegan contends that many do not reach this stage until their 30s or
40s, if at all. Finally, as is common with stage theories, Kegan posits a level
rarely achieved, trans-systems (or fifth-order) consciousness. Dialectical thinking
is associated with this level of consciousness, said to be rare before midlife.
Kegan’s model suggests that our expectations may be too high, both for
ourselves and others. In the preface to his book In Over Our Heads: The Mental
Demands of Modern Life (1994), he especially appeals to those who provide
education, training, and supervision for other adults to be mindful of the mental
demands we place on others. An example would be our expectation that
teachers, even those recently graduated as traditional-age students, exhibit high
levels of critical thinking and metacognitive skills, as he speculates these skills
may not be fully evolved for many until their 30s and 40s. The emphasis Kegan
places on continuing adult learning in the workplace, as well as in other domains
of adult life, along with his suggestion that teaching/coaching can stimulate
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developmental growth, makes this a promising model for future examination with
practicing teachers. It is this model upon which Drago-Severson (2009, 2012;
Drago-Severson, Blum-DeStefano, & Asghar, 2013) bases her four-pillar model
of leadership for adult growth. Kegan’s model also provides a framework that is
consistent with the principles of developmental supervision. Figure 4.4 depicts
the continuum of adult consciousness.
figure 4.4 Adult Consciousness Continuum
Stages of Concern
In the 1960s and early 1970s, Frances Fuller (1969) conducted pioneer studies
of teacher concerns. In analyzing both her own studies and six others, she found
that the responses by hundreds of teachers at various stages of experience
showed different concerns.
Teachers at the self-adequacy stage focus on survival. They are concerned with
doing well when a supervisor is present, getting favorable evaluations, and being
accepted and respected by students and other teachers (Adams & Martray,
1981). Their primary concern is making it through the school day.
With survival and security assured, teachers think less of their own survival
needs and begin to focus on teaching tasks. At this stage, teachers become
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more concerned with issues related to instructional and student discipline. They
begin to think about altering or enriching the classroom schedule, the teaching
materials, and their instructional methodology. Instructional concerns include the
pressures of teaching, routinization and inflexibility of the teaching environment,
student load, workload, and lack of academic freedom. Discipline concerns
include class control, conflict between student and adult values and attitudes,
and disruptive students (Adams & Martray, 1981). Concerns at this stage can be
characterized as focused on the teaching environment and teaching
responsibilities.
Superior teachers are at the highest stage of concern, referred to as the teaching
impact stage. At this stage, teachers are most concerned with the impact on
students’ learning and students’ well-being, even if it means departing from rules
and norms. Academic concerns at this stage include diagnosing and meeting
individual needs, sparking unmotivated students, and facilitating the intellectual
and emotional development of students. The teacher with mature concerns also
tends to be interested in the whole child, including interest in student health and
nutrition, use of drugs by students, and dropout preve
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