Deze bundel laat de verhalen zien van ervaren en startende teamspelers, die via hun studie het werk op de school naar een hoger plan wisten te brengen. Onder hun leiding (het zijn immers ‘teacher leaders’) hebben schoolteams doelgericht gewerkt aan de verbetering van het onderwijs en alle teamleden droegen daaraan bij. En de leerlingen plukten er de vruchten van!
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Mathematics teacher educators in primary teacher education need expert knowledge and skills in teaching in primary school, in subject matter and research. Most starting mathematics teacher educators possess only part of this knowledge and skills. A professional development trajectory for this group is developed and tested, where a design based research is used to evaluate the design. This paper describes the professional development trajectory and design. We conclude that the professional development design should focus on mathematical knowledge for teaching, should refer to both teacher education and primary education, should offer opportunities for cooperative learning, and need to use practice based research as a developmental tool.
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Het begrip ‘teacher leader’ duikt steeds vaker op, in publicaties, masteropleidingen en (boven)bestuurlijke professionaliseringstrajecten. Het verwijst naar leraren die rollen op zich nemen die de eigen lespraktijk overstijgen en een bijdrage leveren aan onderwijsontwikkeling en onderwijskwaliteit. Die rollen bieden steeds meer leraren een aantrekkelijke carrièremogelijkheid. Teacher leadership zou je kunnen vertalen als leiderschap van leraren, maar een echt mooi Nederlands equivalent voor teacher leader is er niet, vandaar dat ik de Engelse term aanhoud. In dit hoofdstuk is de kernvraag hoe leraren zich kunnen ontwikkelen tot teacher leader. Ik maak daarbij een onderscheid tussen formeel en informeel en tussenindividueel en collectief leiderschap van leraren. In het laatste geval is leiderschap een vanzelfsprekende opdracht voor iedere leraar. Ik ga kort in opde benodigde kwaliteiten voor teacher leaders en de voorwaarden die binnen de school aanwezig moeten zijn. Daarmee wordt duidelijk wat leraren die ditloopbaantraject ambiëren, nodig hebben.
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In many schools teaching learners is conducted in isolation, and often, so is teachers’ learning. Isolation hinders shared practices; it creates a key challenge for those in middle leadership roles who must foster collaborative professional development. This study examines how a system perspective empowers aspiring middle leaders to develop their capacity for teacher leadership – leading instructional improvement through expertise and collaboration rather than formal authority. Participants (n = 10), all experienced teachers in a Dutch master’s programme preparing them for middle leadership positions, engaged with two tools: causal loop diagrams (CLDs) to map systemic interactions, and the ‘Colours of Change’ model to strategize interventions. Findings indicate that adopting a system perspective enhanced participants’ diagnostic capability, strategic thinking, and confidence as change agents. This study positions systems thinking tools as practical means to develop the teacher leadership capacities essential for middle leaders to navigate complex educational environments and drive sustainable improvement.
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In the Netherlands, and in many other countries, teacher policy and teacher education are strongly focused on ensuring that teachers meet certain minimum standards. As all student teachers need to meet these standards, teacher education programmes might put the main emphasis on the ‘average’ student and pay little attention to students who can perform better, which would lead to a middle-ofthe-road perspective on teachers and teacher education curricula. However, there is a growing awareness within higher education of the diversity of students with respect to their abilities and ambitions. In the Netherlands, there are initiatives to develop excellence programmes and honours programmes that recognize and accept student diversity. Such programmes offer ‘excellent’ students new challenges in the development of their excellence. But as ‘excellence’ is not centrally defined, higher education institutes can define the concept independently. Here, we present two examples of teacher education institutes that have developed honours programmes that emphasize excellent student teachers. While traditionally honours programmes in universities are focused on stimulating outstanding research performance of excellent students, in both examples a different focus is taken. The honours programmes in these universities for applied sciences do not focus on academic performance, but focus more directly on the roles of outstanding teachers in schools. One of these institutes focuses on primary teacher roles, the other on secondary teacher roles. Both use research in the content of the honours programmes and in the evaluation of the programmes. Here, an analysis of the two programmes is related to developments in teacher policy and the teaching profession with respect to teacher excellence, e.g. the recent recommendation from the Netherlands Education Council to nominate the top 5% of teachers as ‘excellent teachers’ – a recommendation that was received with mixed feelings by teachers, teachers’ unions and school leaders
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In this paper, we report on interview data collected from 14 Deaf leaders across seven countries (Australia, Belgium, Ireland, the Netherlands, Switzerland, United Kingdom, and the United States) regarding their perspectives on signed language interpreters. Using a semi-structured survey questionnaire, seven interpreting researchers interviewed two Deaf leaders each in their home countries. Following transcription of the data, the researchers conducted a thematic analysis of the comments. Four shared themes emerged in the data, as follows: (a) variable level of confidence in interpreting direction, (b) criteria for selecting interpreters, (c) judging the competence of interpreters, and (d) strategies for working with interpreters. The results suggest that Deaf leaders share similar, but not identical, perspectives about working with interpreters, despite differing conditions that hold regarding how interpreting services are provided in their respective countries. When compared to prior studies of Deaf leaders’ perspectives of interpreters, these data indicate some positive trends in Deaf leaders’ experience with interpreters; however, results also point to a need for further work in creating an atmosphere of trust, enhancing interpreters’ language fluency, and developing mutual collaboration between Deaf leaders and signed language interpreters. De url van de uitgeversversie van het artikel is: http://dx.doi.org/10.1556/084.2017.18.1.5
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Many countries in Europe use some kind of competence framework to define the quality of teachers. They typically formulate one level of teaching quality which defines the competence level that teachers must have acquired after completing initial teacher education. In addition, most countries provide limited career structures that define career opportunities within the teacher profession itself, resulting in a profession where often the only option for career progression is to move to leadership positions. Competence frameworks that create opportunities for vertical and horizontal career structures can make being a teacher a more attractive profession. They offer teachers opportunities for ‘career crafting’ and professional growth and supply school leaders with tools for more elaborate career guidance. In this article, we present a framework that was developed in the Netherlands to support teacher growth and teachers' career development. It has been used as a starting point for creating a shared language and understanding of the teacher profession and as a catalyst for dialogue between teachers and school leaders on professional growth. We elaborate the main characteristics of the resulting model, its limitations, the feedback that has been collected and how this feedback has been incorporated in how the model is used and discussed by teachers, school leaders and teacher education institutes. Finally, we argue that the strength of the framework can be explained by the way it acts as a boundary object, inspiring mutual learning and dialogue between different activity systems (of teachers, school leaders and teacher educators).
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This paper reports on the EU-project 'Professionally Networking Education and Teacher Training' (PRONETT). The key objective of the PRONETT project (2001-2004) is to develop a regional and cross national learning community of pre- and in-service teachers and teacher educators supported by webbased resources and tools to collaborate and to construct shared understandings of teaching and learning in a networked classroom. The reasons for the initiative and the design principles of the PRONETT portal offering a virtual infrastructure for the collaboration of participating students and teachers at www.PRONETT.org are presented. The initial pilots carried out by the project partners are described, highlighting the co-ordinating partners activities targeted at contributing to the local realisation of ICT-rich, competence based Teacher Education Provision. Results are reported of the evaluation and implementation efforts aimed at validating the original portal design and collecting information to inspire further project development and implementation strategies. We conclude by summarising the lessons learned and providing recommendations for improved and extended use and further dissemination of the project results and facilities.
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In deze bundel vertellen studenten van de MLI en MLE wat de master hen gebracht heeft, wat ze daarmee betekend hebben voor de school of het bestuur. Ook wordt de nieuwe master Leiderschap en Innovatie Kind en Educatie (MLIKE) gepresenteerd, die zich richt op nieuw leiderschap in het interprofessionele veld van het domein kind en educatie
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Peer assisted study sessions (PASS), also known as Supplemental instruction, are structured peer guided sessions linked to a specific course, led by experienced and trained students called PASS-leaders. These PASS-leaders undergo several days of training before running their first session and receive supervision and feedback ‘on the job’. Research suggests that training improves student outcomes whereby supervision is considered best practice, as required by PASS protocols. However, it is unclear what type of supervision best supports PASS-leaders. Thus far, studies have not compared different methods for on-the-job interventions. Current practice involves supervisors observing PASS sessions without intervening but providing post hoc feedback. While this prevents undermining the PASS leaders, it delays their ability to act on feedback immediately. This study, carried out at an institution for initial teacher education, developed and tested a method for providing immediate feedback using a bug-in-ear device linked to a live-stream. Six PASS-leaders were observed during 4-6 sessions each, receiving either synchronous feedback with a bug-in-ear or in-person asynchronous post hoc feedback. In group interviews PASS-leaders reported appreciating the immediacy of synchronous feedback which allowed them to act on it in real-time. The surveys after each lesson indicated that they felt significantly more confident about teaching following live feedback. They described the supervisor as an invisible helper, providing support or assistance. Because the bug-in-ear method could only provide feedback on visible instructional and pedagogical actions, both PASS-leaders and PASS-supervisors recommended using this as a supplement to a pre-session briefing and a post-session debrief.
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