Raising Achievement Using Teamwork

Raising Achievement

Question: What do the most successful performers in ANY industry have in common?

Answer: Teamwork.

No man is an island. Not only that but in a world where  teachers connect with each other 24/7 over email, social media, etc, we no longer work in isolation. This week’s blog post is something I’ve been considering for a while now. We work in teams, so how do we make the best use of our colleagues in order to raise achievement?

What does a successful team look like?

If you want to see what phenomenal teamwork looks like, just watch a pit crew in a Formula 1 race. Teams in education are no different and the most successful all have the same essential attributes:

  • Every member has a pre-defined job
  • They all do their jobs extremely well
  • They trust each other
  • They hold each other accountable
  • They hold themselves accountable

Now ask yourself: do the above points accurately describe the teams you belong to? If not, then what can you do to improve your team and to raise achievement?

Teamwork

Five simple ways to improve your team and raise achievement:

1. Know your job

It’s crucial that you know exactly what you are personally responsible for and what others are personally responsible for. Without knowing this, how could you begin to raise achievement? If you are unsure then a useful exercise is to sketch out a hierarchy (most if not all schools are hierarchical), showing the different levels of responsibility of team members from the very top to the very bottom. That way, it will be much easier to hold yourself and others accountable for the whole range of responsibilities. Once all the jobs are defined, you can begin to collaborate more effectively.

2. Actively work with each other

When designing a scheme of work, or contacting a student’s parents or planning a trip, do we actively involve others in the process? Not only is it useful to share workload when completing complex tasks, you will also benefit from colleagues’ experiences too. In their roles, they may well have encountered similar issues to the one you are busy solving. I always find it helps to see things from a different perspective – it also pays dividends to learn from other people’s mistakes!

3. When analysing your own performance, focus on the important details

It’s very easy when things don’t go to plan, that we can make excuses. Studies show that this happens even more often when others are observing – some people just don’t like to take responsibility for things that THEY could have done differently. For instance, a particular cohort of students may have a real issue with completing homework on time and to a good standard. Is this a behaviour issue? is it their organisation skills? Is there a knowledge deficit? Do they lack engagement with their subject? It’s vital to determine the correct cause of the issue, or else you will waste energy trying to solve a problem that doesn’t exist, whilst the real problem keeps rumbling on.

4. When holding others accountable, ask the right questions

The same studies that show our unwillingness to hold ourselves responsible also show that we prefer to blame others. Teachers MUST hold each other accountable. Without this, we won’t be able to maintain and drive up standards. However, this can be done in a positive, developmental way, or it can become punitive and lead to decreased motivation. When asking colleagues to evaluate their own performance, ask questions that generate practical and useful answers. Framing ‘problems’ as ‘opportunities to develop specific teaching methods’ is another proven strategy. Another popular one is the ‘feedback sandwich’ – give one piece of positive feedback, then one way to improve and then another positive. Remind colleagues that they have more good points than bad, but don’t shy away from being totally honest. Over the long term, it’s important to make sure that colleagues feel supported and encouraged. Even teachers who are completely honest in their self-evaluation won’t feel motivated to fix problems if they feel their positive attributes aren’t valued.

5. Keep in regular contact with each other

This one is my own particular failing (hence why I put it at the end!) but it makes a huge difference when I get it right. Far too easily we can become engrossed in a never-ending checklist of day-to-day tasks. It’s important, now and again, to let others know what you are up to. Also to engage them in a conversation about how they could participate, or how you could help them. In my own experience, it prevents problems down the line, where I’ve ended up duplicating the work a colleague had already done, or where I could have offered help before a problem reared its head. One very short email every week or so is all it takes and the shorter it is, the better!

Success

Call to action!

The best teachers will always act on advice, even if they only focus on one tiny snippet at a time. Don’t get left behind! Take one small step from those outlined above and spend no more than five minutes on it TODAY. You know fine well if you leave it until tomorrow then it will never get done. Be outstanding and raise achievement NOW!

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