Uncategorized

Earlier this month California became the seventh state to adopt a new brand set of K-12 science outlines, dubbed Next Generation Science Standards, or NGSS. The “real world” approach to science mastery focuses on engineering, problem solving, modeling, and cause and effect experiments. Other states that are on-board with the science outlines are Maryland, Nevada, Kentucky, Kansas, Rhode Island and Vermont. The term “science standards” sounds like a positive one as far as learning is concerned, but do schools need really need another tier of learning accountability – and will students really benefi

What are Next Generation Science Standards?

Over the past year and a half, NGSS have been developed by education experts in several states. They are not an official part of the new Common Core standards but are meant to layer on top of the standards in place for stronger science, technology, engineering and mathematics (STEM) outcomes. These standards are intended to teach the overlapping nature of science subjects, rather than to present lessons in topic isolation. In states like California, the value of a strong STEM foundation is critical to individual and state success. Over the past decade, STEM jobs have grown at a rate three times faster than other industries. By equipping K-12 students with better STEM knowledge, the long-term economic outlook will improve.

Why are NGSS controversial?

A report from the Thomas B. Fordham Institute reveals a flaw in the enthusiasm for NGSS. The Common Core math standards and NGSS outlines do not align. The authors of the math review from the Institute say that while there are many strengths on the math side, there are also “a distressing number of weaknesses.” These include science expectations that have math components that are not grade-appropriate, according to an Education Week post by Erik Robelen,

Other critics believe the standards are actually subpar when compared to current state standards. There is also concern that implementing a one-size-fits-all approach to science neglects individual learning initiatives and also regional needs when it comes to science education. Some critics also believe there is a lack of computer learning in the standards which is a disservice to students with how rapidly science technology is changing.

The verdict?

Applying any cookie-cutter standards to any K-12 topic certainly comes with its share of potential problems, as NGSS critics have pointed out. Still, shining the focus on real world STEM learning in real-world settings is necessary to fully equip the present and future workforce. American students also need the extra focus in areas of math and science where they fall behind their peers in other developed nations.

Science, math and engineering topics are also less likely to be discovered by students, in the way that many find a love for reading or music, without some guidance from educators. Let’s face it – science and math are less romantic than other topics and so the “aha” factor takes some navigation. Once students have experienced a science spark of interest, they are more likely to maintain it, particularly if they can see the real-world ramifications.

Like other curriculum standards, NGSS need some tweaking to best impact K-12 learners. The foundation is there though and that is a step in the right STEM direction. The NGSS are a building block of a much larger cultural shift that needs to happen where science and math are concerned. Empowering students with better conceptualization of science in everyday living is necessary for career success and progression as a nation.

Do you like the Next Generation Science Standards? Will students ultimately benefit from these areas of focus?

First Lady Michelle Obama recently joined the stage with middle- and high-schoolers who performed in the first ever White House Talent Show, created to celebrate the importance of the Arts in American education. At the opening of the show, the First Lady emphasized the need for arts programs to be a part of all school curriculum, and not something that comes secondary to other academic pursuits like reading, math and science.

“Arts education isn’t something we add on after we’ve achieved other priorities, like raising test scores and getting kids into college,” said the First Lady. “It’s actually critical for achieving those priorities in the first place.”

The Talent Show celebration comes two years after President Obama introduced the Turnaround Arts program in partnership with the U.S. Department of Education. The goal of the program is to see if strong arts programs aid in other strong student academic outcomes. In the original eight schools where the program has been implemented, reading and math scores have improved, and so has behavior. Two of the schools have shown so much progress that they are no longer considered in need of a “turnaround.” In each case, big-name artists or performers like Alfre Woodard and Sarah Jessice Parker have adopted the turnaround schools and provided guidance in the programming.

At the show, the First Lady announced that the program will expand to 35 schools in 10 states and the District of Columbia.

An estimated 6 million children have no access to arts education, and another 6 million have a “minimal” exposure, the First Lady said.

Technology in K-12 classrooms is evolving at a rapid pace. Of K-12 teachers, 86 percent think that education technology is an essential in the classroom, and 96 percent say that the technology improves student engagement levels. Despite teacher support, only 14 percent use digital curricula and 31 percent use other technology resources. The disconnection between what teachers really want and actually have is a matter of access, money and time resource

In addition, any technology that is considered “cutting edge” often comes with some red tape. Getting new equipment approved takes more than just funding – it often takes convincing on the part of the teachers that it really is necessary, and that it will make a difference in their teaching outcomes.

I recently became acquainted with the company Peerless-AV and a wireless projector system that it believes is the key to overcoming technology obstacles in K-12 classrooms. Its Short Throw Projector AV System (projector not included) applies a modern take on the classroom technology of projection that has been around for a few decades. The projector system comes with a built-in wireless receiver and streams sound and HD content (up to 1080 pixels) from up to 131 feet. Teachers can connect up to five audiovisual input devices (all wirelessly) including their computers, tablets, DVD players, MP3 players and even VHS tapes. Instead of having to switch between media devices, and deal with all of the cords that accompany it, teachers have a streamlined way to project their content from many device sources. Teachers are also able to stream their own audio in real-time through a microphone, even with their backs to the class and audio playing from the source – making it possible for students to hear teachers over any audio being played.

Peerless-AV gave away one of its high-tech projector systems through a contest that saw 27 entries from teachers across the country. The winner was a special education teacher from Ludlow, Kentucky named Kristen Goodpaster. She reports that both retention and engagement of her students has risen after implementing the Wireless Short Throw Projector AV System and its audio-visual features. Goodpaster’s district saw just 72 percent of its high school graduates from 2011 pursue a college degree, something that she feels could be remedied with the right technology implementation in K-12 classrooms.

“For teachers looking to incorporate more technology into the classroom, my advice would be not to fear the change. For each lesson or chapter in the textbook, I would recommend thinking of the most effective way of displaying this information for students that learn best through physical activity or visual stimulation, whether it may be a video, an interactive game, an infographic or an image, and to work at least one of these elements into the classroom each day,” Goodpaster said.

To me, the Peerless-AV Wireless Short Throw Projector AV System is a smart way to blend all of the available audio-visual technology at a teacher’s disposal. Not only does it streamline many parts into one process, but it improves the engagement levels of students exposed to it. Research has found that the brain processes visual information 60,000 times faster than text alone, and that visual learning aids in classrooms improve learning comprehension by as much as 400 percent. It’s also widely accepted that students learn best through multisensory approaches to subjects. Simply reading about something on a page has a smaller impact than seeing the same information presented with visuals and sound. When possible, employing multisensory learning is an effective way to teach that taps into the best of how each student comprehends materials.

I like the idea of products that implement collective learning through technology. There is a big push to get an iPad or other tablet device into the hands of every individual student, and while I support this for some reasons, I also think too much segmentation of the learning process eliminates the inherent benefits of the classroom. If every student spends his or her classroom hours on a customized, individual learning track then why be in a classroom setting at all? Students could feasibly get all of the learning they need on their own, if the technology were right, but something becomes lost in that accomplishment: the ability to learn from others around you and receive other educational perspectives to enhance your own.

A product like this Peerless-AV Wireless Short Throw Projector AV System takes the best of available technology and multisensory learning and combines those things with a communal learning process. It allows for teachers to speed up or slow down lessons if needed but keep the attention of the class in the process. It is easy to use and cuts out the clunkiness of multiple audio-visual systems and their wires.

As more classroom technology is developed, I would encourage companies to look for ways to make the jobs of teachers easier. Instead of introducing something brand new, figure out how to simplify the technology that teachers already use – and streamline multisensory learning.

What technology makes teaching easier for you?

Read all of our posts about EdTech and Innovation by clicking here. 

The U.S. Education Department reports that the high school graduation rate is at an all time high at 80 percent.  Four out of five students are successful in studies completion and graduate within four years. While these statistics sound like a reason for a standing ovation, they are overshadowed by the crisis that is sweeping the United States. While 80 percent of high school seniors receive a diploma, less than half of those are able to proficiently read or complete math problems.

The problem is that students are being passed on to the next grade when they should be held back, and then they are unable to complete grade-level work and keep up with their classmates.

The National Assessment of Educational Progress (NAEP), the largest standardized test administered in the United States, reports that fewer than 40 percent of graduating seniors have mastered reading and math and are poorly equipped for college and real world life.  These students who are passed to the next grade are at a serious disadvantage and have an increased chance of falling behind and dropping out of college.

Luckily, the problem isn’t going unnoticed.  The chair of the National Assessment Governing Board, David Driscoll acknowledges the sobering scores. He points out that it is necessary to determine the performance level of high school seniors, and that the data obtained is useful. It can instill a sense of urgency throughout the U.S. education system to better prepare students for college and the real world.

While this isn’t new news to me, I do feel that this crisis is alarming. I agree with David Driscoll and feel that this data can be used to make improvements in education. All students should be able to proficiently read and do math problems prior to high school graduation.

Cloud computing has taken the business world by storm. Climate controlled rooms full of servers are quickly being replaced by remote storage technology, whimsically referred to as “the cloud.” Over half of U.S. businesses use some form of cloud computing to back up their important data and improve productivity. Instead of trying to find the capital to pay for a secure server structure, businesses are subscribing to cloud services and paying for more storage as their needs grow. The practical uses of cloud computing technology also translate to K-12 classrooms. Simply put, cloud storage saves space, money and time for teachers, parents, students and administrators.

A report by CDW Government found that over 40 percent of schools use cloud applications to store their data and by 2016, schools are expected to spend 35 percent of IT budgets on the cloud. The savings add up though. Right now K-12 schools report that their cloud initiatives are saving them an average of 20 percent on IT costs. By 2016, those savings are expected to reach 27 percent.

So how exactly are K-12 schools using cloud computing and what are the benefits? Let’s take a look:

Stronger communication through access. Through K-12 cloud platforms like Edline, teachers have better communication with parents and students regarding assignments, tests and projects. Parents can log in from anywhere (including their phones or tablets) and instantly know how their kids are progressing. Teachers can post important messages and keep an archive of completed work in one spot. Depending on the school, cloud forums may even allow parents and students to contribute in the application for a two-way dialogue.

Disaster planning. Schools collect a lot of information on their students and that data impacts decisions and the well-being of the kids. It takes a lot of time to build student databases and maintain them. If a man-made or natural disaster threatened the physical location of school records, whether hard copies or stored on servers, it could mean a catastrophe when it comes to student information. Using cloud computing ensures that student records are secure and accessible, no matter what happens to the physical school building.

One-stop shopping. Cloud platforms are able to bring together data pools that were previously unconnected so that educators and administrators have everything they need in one spot. Since there is no physical equipment that schools must purchase to get started with cloud computing, there is also a pay-as-you-go mentality. Schools do not need to pay upfront for infrastructure and can add cloud storage as their needs increase. It saves money, space, time and other resources.

Fast recovery of data. If you’ve ever experienced a server crash on a personal or professional level, it can be a long time while you wait for your information to come back. Cloud-based businesses recover data quickly and often handle any technical issues that might arise in a “crash” situation. A word that is often associated with all cloud applications is “redundancy” because the technology eliminates any chance of single-point failure.

Some peripheral benefits of cloud computing are decreased energy costs and high security features to ensure protection and privacy of student information. As K-12 schools move toward cloud computing, student information will be better preserved and shared content more accessible. While use of the cloud does not have a large direct impact on classroom activities it does improve teaching efficiency overall. It also has long-term savings attached which is always a bonus when it comes to K-12 technology spending.

Does your school use the cloud yet? If so, how has it improved your school efficiency?

Read all of our posts about EdTech and Innovation by clicking here. 

A study from the National Council on Teacher Quality looked at teacher attendance for over 234,000 teachers in 40 districts during the 2012-13 school year.  Teachers in the U.S’s largest school districts missed an average of 11 days, and 16 percent of teachers missed 18 days or more.

Kate Walsh, president of the Washington think tank that advocates for teachers says, “Big city school districts are striving to improve student achievement, yet they seem to forget one of the most basic aspects of teacher effectiveness; teachers being on the job regularly, teaching kids.”

Nancy Waymack chimes in, “Teacher absences affect student achievement. No matter how engaging or talented they are, teachers can only have an impact if they are in the classroom.”

The cities with the lowest average absences include Milwaukee, Indianapolis, Louisville, Tampa and Washington, D.C.  The highest teacher absences occur in Columbus, Cleveland, Ohio, Nashville, Portland, Oregon and Jacksonville.

The study was based on a 186-day school year and did not factor in long-term absences for maternity or paternity leave or serious illnesses.

Absences also cost a lot of money. The 40 districts spent around $424 million to pay substitute teachers.

It was also noted that districts with formal policies to discourage teachers from missing school do not appear to have higher attendance rates over schools without policies in place.

I agree with Walsh and Waymack. Teachers need to make it a priority to be present in the classroom.  There are always occurrences where they may be absent a couple of days, but ultimately students need a teacher to be present consistently in order for students to reach their full potential.

Question: Dr. Lynch, I am an African American man whose son is being recruited by a large state university in the south. However, my friend informed me that this university doesn’t have the proper supports in place for minority students, and doesn’t have many minority faculty members. It sounds like this university only embraces diversity to be more marketable. Should I be concerned? Wayne R.

Answer: Wayne, thanks for sending this my way. It is not unusual for colleges and universities to have aggressive diversity recruitment programs in place when it comes to students and faculty. After all, a blanket priority for schools is to have student and faculty populations that are as varied as possible.

Pardon my cynicism here, but who exactly do these recruitment programs really benefit? Successful recruitment in this regard creates a visual diversity that looks good on college brochures and websites, but it is only skin-deep. A recent episode of Modern Family referenced this visual diversity when oldest Dunphy daughter Haley made the following observation about a community college mailer she received:

“At least this one doesn’t have that fakie lunchtime shot of the black guy, Asian girl and an Indian… oh, wait, there it is! Wow, that wheelchair kid is really cracking everybody up.”

It got a laugh from me and millions of other viewers who have seen this all too often in college recruitment. If a school can convince potential students that there are others already there, just like them, then enrollment numbers rise – along with revenue. While that may improve bottom line and freshman diversity, long-term retention and student success programs are often not considered. Who is on hand to give these marginalized, trophy students support when the reality of college demands sets in?

While diversity of the student population gets a lot of press, this is not the only group universities target for variety. Increasingly, colleges are seeking out minority faculty members that fit certain criteria and are meant to dispel the myth that professors are usually “old, white guys.” It’s a slow go, however. While 30 percent of the undergraduate population are considered minority students, only 12 percent of faculty are in the minority category. For minority faculty numbers to rise, schools need to make sure they are creating welcoming environments that encourage success. The sad truth is that many minority faculty members did not have many, if any, professors or instructors “like them” when they were earning their degrees and so they are blazing their own trails when it comes to their ethnicity, race and position of authority. It is not enough for schools to recruit diverse talent; they must cultivate those skills to retain those faculty members long term.

An example of a college with strong recruitment and follow up when it comes to diversity is the State University of New York at Stony Brook. The school graduates 70 percent of its black student population and 65 percent of Latino students. These are not just lucky numbers, but are the result of a concentrated program called the Educational Opportunity Program. Designed to target first-generation, low-income college students, EOP includes mandatory study hours and meetings with academic success counselors. Instead of leaving students to their own devices, the program assumes students need that extra encouragement for success.

Other colleges are on board with this idea of hands-on guidance too. The North Carolina Community College Minority Male Mentoring Program incorporates networking and developmental courses to improve retention and ultimately graduation rates for minorities. The University of Florida has a medical school minority mentoring program designed to connect students and health professionals.  The University of Alabama in Huntsville has a freshman minority mentorship initiative that requires mentors to meet at least once each month with their students.

Programs like these provide a bridge between diverse student recruitment and minority retention and graduation. They go beneath the appearance of a student population to address the real people involved. With more of a push in this mentorship direction, more minority students like your son will graduate workplace-ready and less will become collateral damage in university diversity initiatives.

Transformational leadership is all about perception. It only works if it is able to influence the core—the follower’s feelings. Charismatic and inspiring, transformational leaders are well versed the power of language and imagery. “Transformational characteristics” are included in training courses, but the personal effort of the leader determines whether transformational leadership is achievable.

The positive connection between transformational leadership and job characteristics is so strong, we should almost expect an opposite result in organizations that do not employ  it. When switching to a transformational style of leadership,  a principal or dean must understand how he or she is to influence task perception. The shaping of daily tasks in a transformational manner helps foster positive perceptions among followers.

Transformational behaviors are a continuous process. A school intending to convert to this style should assess the departments where it is needed. The organization should include transformational components in their yearly assessments, such as 360-degree feedback and managerial surveys. These could replace needs assessments.

Transformation doesn’t happen overnight, but it is worthwhile for any school to build on these principles, since the long-term effects enrich the entire institution. Students learn leadership from the school. Transformational leadership in student affairs would help ensure that students initiate this leadership later in life.

Combating Negativity Through Transformational Leadership

Meta-analytic research has produced evidence of a positive relationship between transformational leadership and work-related results. These findings demonstrate that transformational leaders make work meaningful by providing autonomy. Followers of transformational leaders feel strongly that their work is esteemed and self-congruent.

Transformational leaders motivate by increasing self-efficacy in followers, by facilitating social identification within a group, and by linking organizational values to follower values. This allows followers to feel more determined in their work and augments their perceived empowerment.

While cynicism and intentions to quit are widely considered symptoms of employee negativity, initial research in organizational behaviors has considered them to be generalized traits. Recent studies found cynicism to be a specific construct; a reflection of the followers’ perception of the leader. Cynicism is a product of ineffective leadership and lack of participation and consultation in decision making.

Transformational leadership encourages a feeling of empowerment in all followers. There is an inverse relationship between cynicism and transformational leadership, because persons under a highly transformational leader are usually intellectually stimulated and constantly challenged to be open-minded. Various studies have demonstrated relationships between follower empowerment and job satisfaction, decreased anger and frustration, and a sense of organizational attachment.

Intention to quit (ITQ) is another form of employee’s negative reaction to poor leadership. Factors that have been linked to ITQ include poor pay, and lack of job satisfaction and goal commitment. Employees are unlikely to have ITQ toward an organization where their need for efficacy is met in their respective job responsibilities. Highly resilient followers are more likely to adapt after setbacks at work, rather than leave the organization.

Universality of Transformational Leadership

Is transformational leadership a universal style of leadership, or is it regional or culturally limited? Many sources have attempted to carry out cross-national studies to establish this.

A study by Boehnke, Bontis, Distefano, and Distefano investigated the existence of universally consistent behaviors. They sampled 145 senior executives in two divisions of a global petroleum company and its subsidiaries around the world.  One of the major findings of the study was that the basic dimensions of leadership that produce extraordinary performance are universal, with little variation in the six different parts of the world sampled. However, some leadership differences were attributed to the different corporate cultures in the two company divisions.

In the final result, transformational leadership is identified as consistent with a clear majority of sampled behaviors, as provided in the executives’ descriptions of their version of exceptional organizational performance. Terms such as visioning, intellectual stimulation, team building, coaching, and inspiring behavior appeared in 68% or more of the responses. All those attributes refer to a transformational style of leadership.

It is intriguing to note that the only non-transformational characteristic in more than half of the reports was “recognizing and rewarding,” at 62%, which is an element of the transactional style of leadership. It is apparent that transformational leadership is widely accepted as an exceptional leadership technique. It is applicable in all kinds of organizations, including the school setting. Whether you are a practicing leader or someone who aspires to become one, you would be well advised to add transformational leadership to your repertoire.

References

Transformational leadership is a theory of leadership that was developed by James Burns (1978), and has been written about by many other scholars since then. To read more of James Burns’ work on transformational leadership and other topics, click here to visit his Amazon.com page.

If you have been following education hot button issues for any length of time, you’ve likely read about the nationwide push to better encourage girls in areas like science, technology, engineering and math (STEM). The thought is that by showing young women that these topics are just as appropriate for them as their male peers, more women will find lasting careers in these traditionally male-dominated fields.

I’m all for more women in the STEM workplace but with all this focus in one area, are educators neglecting an even larger gender gap issue?

Nationally, over 57 percent of college attendees are female when public and private school stats are combined. Females have been consistently edging ahead of their male classmates since the late 1970s when the percentages flip-flopped. Aside from all-female schools, there are others that have marked disproportionate numbers. Pacific Oaks College in Pasadena has nearly 96 percent females in attendance, and the University of Tennessee Health Sciences Center in Memphis has over 93 percent. At Indiana University Northwest, located just outside Gary, 67 percent of the student population is female.

There are a few reasons why more young women than men are choosing a college education. The first is that there are more trades that do not require a college degree that appeal to men. The second is that economically speaking, women earn a better living with a college degree than without one in comparison to men. Though there is still a wage gap (in 2012, women earned just 80.9 percent of the salaries of their male counterparts), women see the value their earning potential can gain from achieving a college diploma.

I hear people asking this question all the time: What are K-12 educators doing wrong when it comes to preparing young women for STEM careers? It’s a valid one.

But based on the statistics I’ve listed here, shouldn’t we also be asking this question: What are K-12 educators doing when it comes to preparing young men for a college education?

It all comes down to the weight we assign to the worth of a college education. If a diploma is simply a way to earn more money over a lifetime, then perhaps men are doing the intelligent thing by launching into the workforce early and without student loan debt. That logic is flawed, however, when taking into account the fact that blue-collar jobs are declining in favor of white-collar ones. A young man making a lifelong career decision today simply cannot predict what educational demands will be placed on his field in another 10, 20 or 30 years.

Money aside, there are other pitfalls in a disproportionate number of men going to college. Statistics show that marriages where the couples have differing education levels more often end in divorce than couples with the same educational achievements. And even before divorce is an option, women who set college educational goals may not want to settle for men with less motivation – at least when it comes to academics. If this trend continues, social dynamics may be impacted.

I wonder how much of this trend is based on practicality and how much is based on a lingering social convention that women need to “prove” themselves when it comes to the workforce. Do women simply need a degree to land a job in any field? If so, the opposite is certainly not true for men – at least not yet. Will the young men in our classrooms today have a worse quality of life if they do not attend college – or will it be about the same?

What do you think is at the core of the widening gender gap in education?

Click here to read all our posts concerning the Achievement Gap.

Texas State Board of Education members are debating whether or not a Mexican-American elective social studies course has a place on the state’s official curriculum list. Over 50 organizations have urged the Board to include such a course in the elective list for high school students, that also includes classes like floral design and Web gaming.

Board Republicans are hesitant to approve such a move, saying that individual school districts already have the authority to teach such classes if they want. Some have even gone so far as to say that the move will inject “leftist ideals” into classrooms. Opponents also say that adding the course to the official state elective list could end up costing the state “millions,” according to Lady Theresa Thombs, an unsuccessful Republican candidate for the Board.

In Texas, people of Hispanic descent make up 51 percent of the population. More than 30 people testified in favor of the course addition at a Board meeting on Tuesday, including Tony Diaz, a member of MAS Texas and director of intercultural initiatives at Lone Star College in Harris County. Diaz pointed out that the Board adding the class is about more than giving permission to school districts to teach the class — but is also about leading the way when it comes to saying that Mexican-American heritage is something worth putting on the official curriculum.

The Board was scheduled to vote on the measure on Wednesday, but managed to avoid the vote, so the answer as to whether or not it will end up on the official elective list remains in the air.