One challenge is understanding the actual training needs of your colleagues:
- Some present as vaguely competent and actually have very little idea of how to use devices to support learning
- Others...hide under a bushel a deep and valuable understanding and set of of skills.
Some people will need ...intensive support ...you will need to make a judgement about w...what constitutes ‘enough’ progress for this term/ year
Unless your staff is small and stable, it’s likely that you won’t have the in-depth knowledge you need to design a training program that meets everyone’s needs. For this, a Training Needs Analysis (TNA) tool is required. An example is listed here.
It serves a number of purposes:
- to identify those most in need of intensive support;
- to identify those who might be able to support others, particularly in specific areas of expertise;
- to help you plan large-scale training aimed at common areas of weakness/ concern;
- to help you plan training targeted at smaller groups (e.g. the English department), based on a better understanding of their skills.
It's best administered online survey and analyzed via a spreadsheet.
Some people will need really intensive support and you will need to make a judgement about who should get your time and what constitutes ‘enough’ progress for this term/ year.
Some teachers will resist the change, whatever you do to support them. This is something that many 1-to-1 leaders struggle with, pouring time and energy into trying to shift the most stubborn of refuseniks.
Our advice? Put your effort where it is likely to have an outcome and ‘ignore the haters’. If you can create momentum with 75% of staff, they may carry the rest with them. ...Teach to the top end.
- Full support of Leadership team with regular communication;
- A defined Director of Technology role for implementation;
- Regular training sessions with support available by email, in lessons and 1-to-1;
- Model good practice and offer lesson observations;
- Implement a student Digital Leader programme;
- Identify a staff technology champion in every department;
- Remember that use of the technology is always about learning not the device;
- Find quick wins that make the change worthwhile for staff;
- Focus your time on the positives.