|Art meetings||As described above|
|30-minute meetings||Short meetings in which art members share that cycle’s practices with non-art members of the school|
|Classroom observations||Done by tdc or peers through intentional planning so that the observer does not miss out on their own class time|
|District progress check meeting||Meetings for mentors held by diets to discuss challenges, areas of improvement, and best practices in schools|
|District alignment meeting||Meetings held with ddes to discuss the overall Programmatic Discussions Challenges and administrative alignment.|
|Co-learning sessions||Held at the beginning of each lic to ensure everyone becomes familiar with the theme and strategies/skills for that cycle. The first round is led by the co-design team, along with stir, for diet faculty. Diets then lead the training for mentors, who go on to lead it for tdcs. At each level, facilitators adapt and add the sessions to suit the needs of their districts.|
Key activities and role of Stakeholders at multiple levels in state
|Stakeholder||Major activities||Nature of the role|
|State||SCERT Core Team||· Program designing as per the needs of schools
· Alignment with other programs and amplifying the impact
· District level progress check
· Producing supportive circulars and orders
· District teachers of some DIETs
· Mentor Teachers of some districts
· STiR Education representatives from the Design and Program teams
|· Support to Mentor Teachers for TDC programs
· Lead facilitators for TDC co learning session and MT CLS
· DIET Principal, DIET Faculty and DIET Facilitators
· District Coordinators (DC)
|District||Mentor Teachers||· Co- learning sessions
· School visits (Dist. officials)
Quick Recap on Programmatic themes journey through LIC themes
Considering the priorities of the Government Core Design Team is able to design and operate Intrinsic Motivation based model based upon following themes –:
How do I give great feedback to a TDC?
Why is it important?
Research shows that effective feedback from colleagues or managers is one the most powerful ways to help someone improve. However, if we get feedback wrong it can be very damaging. Therefore, it is crucial that, as an MT, you have a very strong understanding of giving effective feedback to a TDC.
So how do I give good feedback?
Giving feedback can be a sensitive matter. When you wish to give feedback to a TDC or anyone else on their performance, it is important to plan out what you are going to say so as to relieve this potential sensitivity. The plan should include the following steps. The examples are for giving feedback to TDCs during classroom observations.
|Start positive||It is important for the TDC receiving the feedback to feel that you are ‘on their side’. Starting with a positive sets a really clear tone that you are there because you want to help, not because you want to criticize or undermine.||‘It is really great to see how much time you are now spending supporting students. I want to recognise you for this as I know you have many other duties to do as well’|
|Encourage reflection||Give a chance for the person to reflect on their actions before telling them what you saw/how you think they can improve. This helps to build ownership and will depersonalize the situation.||‘When I saw you give feedback to Abdul Sir, how do you think it went? What went well? What do you think could have been better? Why?’|
|Be specific||When giving points for improvement, be very specific about what you are referring to. This again depersonalizes things and will help show them that you are not just giving a negative view for the sake of it, but are trying to help specific behaviours. You should also keep it to ONE area of feedback (more than that is overwhelming) so if there is more than one area for improvement, decide which one is more important and use that one.||‘It was interesting when you went straight into the things the teacher had done wrong in the lesson. Abdul Sir’s body language changed. I wonder if it would have been more effective to have started with a positive to set a better tone?’|
|Agree on an action||It is important that the TDC knows what they should do differently and commits to trying it out. You can help them with this.||‘So when is your next observation? Ok, so next Tuesday when you give feedback to the teacher, try start with a positive. Let’s write that down on the classroom observation form now so we don’t forget about it’.|
A TDC has told you that he has completed 4 classroom observations at his school. However, when you ask the teachers, they say this hasn’t happened. Another teachers confirms this, saying he had agreed with the teachers that he would come in on Tuesday but he didn’t show up. You need to speak to the TDC and give him feedback about this. Plan out what you would say using the table below.
Plan what kind of feedback you would give to the TDC using the table below.
|Agree on an action|
Developmental Feedback meet-ups for TDCs
For the TDC developmental feedback meet-ups, you will give TDCs the opportunity to reflect upon, receive feedback and commit to improving their delivery of the ART Meetings/classroom observations and feedback. The following structure may work well for these meetings:
- Introduce the meeting and thank the TDC for their hard work, and comment specifically on any great practice you have seen.
- Invite the TDC to share their reflections on what has been going well, and what could be better. Ask them to rate their ART meetings/classroom observations on a score of 1-5 based on the success descriptors, explaining their answer.
- Probe the TDC, asking how they know and why they think these things are going well or could be better. Ask them specifically how they have promoted Growth Mindset and recognition.
- Give suggestions and feedback to the TDC based on your observations from the field, including the scores you gave and why.
- Ask the TDC for their thoughts and response to the feedback.
- Ensure that the TDC has committed to an action going forward, and ask them to share this with you and with a date for when they will complete it.
How will I receive developmental feedback?
As mentioned, one of the key supports you will receive is regular support for your own professional growth, where you will get the opportunity to reflect upon to strengthen your practice. The templates below will help you plan for the feedback sessions you will have with your District Coordinators and DIET facilitators, or your peers.
|Objective for the meeting||This is where you will state what you want to get out of the mentoring meeting. You need to think about this in advance, and be very clear what you hope to do.|
|Actions from last meeting||This is what you agreed in your last meeting.|
|What did I do to meet the actions?||This is where you list what you have done in order to address the actions you committed to. You will explain what you did and how.|
|How did I promote Growth Mindset or recognition?||This is your chance to explain how you have implemented the strategies from the co-learning session to promote a culture of learning in your schools.|
|What went well||Describe here the successes you had in addressing the actions.|
|What could have been better||Describe here what could have gone better.|
|What do I want to achieve as a result||Note here what you want to do over the next couple of months to be shared with the mentee and peers.|
|Feedback/suggestions||Note here any feedback and suggestions you get from the district official or peers from the meeting.|
|Actions and timelines||State 1-3 concrete actions you will take as a result of the meeting.|
|How will I promote Growth Mindset and recognition?||This will help you focus on continuing to promote great culture by refining again your use of the strategies.|
Support to mentors
|Who will help me?||How will they help me?||The doubts/query I have|
|Data based Discussion|
|What are you excited about w.r.t the TDC Programme?|
|What do you think will be 1-2 of your big challenges?|
|What can you do to prepare for/prevent those challenges?|
|What support do you need from 1) older MTs 2) your PM|