The Indicators of Action Step L4 remind us that the campus principal and other administrators are essential to the successful implementation of the Texas State Literacy Plan (TSLP). Contrary to traditional ideas, recent studies have called into question the notion that the principal is the sole instructional leader. Effectively providing institutional management is the responsibility of the principal. To achieve this task, the principal must hire or build capacity among administrative and teaching staff who will assume instructional leadership roles (Horng & Loeb, 2010).
When reviewing the Indicators for Action Step L4, keep in mind that administrators work together with other instructional leaders—such as campus leadership team members, department heads, and lead teachers—to set expectations, monitor for accountability, and guide teachers toward resources and support.
For example, let's look at one Indicator of the Full Implementation level of Action Step L4: Observe literacy instruction and provide immediate, targeted feedback using established tools and procedures.
In addition to the professional development called for in Action Step L4 and the coaching support discussed in the next Action Step, L5, effective instructional leaders systematically observe instruction and give immediate feedback to educators. As you lead your campus’s efforts in improving identified areas of need in literacy, your regular observation and feedback cycles will support teachers in implementing new practices and refining their instruction over time. Your observations and feedback should connect with coaching and other ongoing supports for literacy practices. For example, you should look for practices that have been targeted during ongoing professional development and coaching and then provide feedback on those practices. Feedback might include providing coaching time to support a teacher's growth in the use of these targeted practices.
The following scenario shows how the instructional leaders at X High School use implementation walk-throughs to support the goals of their data-informed plan for improving literacy instruction.
Scenario: The members of the administrative team at X High School establish a walk-through schedule, dividing up the list of content teachers among administrative team members. During a regular staff meeting, the principal shares the schedule with the teachers. She also takes the time to review the data that prompted a previously presented professional development session on writing and the related goals included in the data-informed plan. Together with the staff, the principal recaps the main learning points from the professional development session. The principal receives staff input for integrating these points into the walk-through observation form that the campus team will use in coming weeks. She reviews the walk-through process and states the purposes: (1) to monitor efforts to implement the writing strategies learned in professional development and (2) to identify areas where support is needed. She also explains that teachers will receive initial feedback in a concise written format following their observation. The principal then explains that if the observer sees a need for support in implementing the target writing practices, the teacher will be provided with three kinds of support: (a) time to plan and work with the literacy coach, (b) follow-up assistance from an administrator or department head, and (c) time to observe and conference with another teacher. The principal also invites staff to suggest other resources that would be helpful.
Noting some nervous body language among the staff, the principal assures staff that the goal is to support teachers in refining their instruction. The observers are looking for best efforts, not perfection; everyone recognizes that it takes time to learn and implement new practices in the classroom.
During the following week, the administrative team members conduct their scheduled walk-throughs. They provide written feedback to each teacher they visit. The observers note what each teacher is doing well and comment on the teacher's efforts to implement the new writing practices. During the review of all observers’ walk-through notes, the principal sees instances of effective implementation of the writing strategies by several teachers across different content areas. As a result, the principal asks those teachers if they would be willing to share their experiences by meeting with or being observed by some of their colleagues. The administrators share the list of willing teachers with the other teachers on campus. The principal schedules short meetings with the teachers who are struggling with implementation to decide collaboratively what form of support would be most helpful to them: additional coaching time, working with a department head or another teacher, or more direct help from the administrator or campus team. The principal documents the plans for each teacher and schedules time to follow up with him or her.
The staff response to the walk-throughs is mixed at first. Many teachers receive recognition for their efforts to implement the writing practices they have learned. Some are surprised by the praise. They see more room for improvement in their own efforts, but they are glad to have their initial attempts acknowledged. Some teachers who meet with their principal to plan for follow-up support are frustrated; others are thankful for the assistance. All of the teachers realize that they are expected to implement the writing strategies they learned during professional development and that they will be held accountable.
Even for those who are frustrated at first, the clear expectations and the ongoing walk-throughs motivate them to work on the writing strategies and make use of the available resources. One teacher comments in an anonymous survey, “I was nervous at first, but then I realized that it was an opportunity. It is like when I walk around to observe my students at work, seeing how they are doing so that I can provide more information or assistance. I see the walk-through as formative assessment of my teaching. It helps me know if I am on track, and gets me the help I need if I am not.”
Instructional leadership through observation and feedback is critical. In many ways, it is the key to successfully implementing your campus plan for literacy improvement, as well as sustaining those improvements. As experts in instruction, leaders will play key roles in communicating your campus’s efforts in the different areas and components of the TSLP. Systematic walk-throughs and feedback also guide you in planning professional development at your campus. Through the ongoing observation and feedback cycle, you can accurately identify areas of strength and need, and you can plan for ways to effectively build your staff’s knowledge and skills.
As you and your team move through the different components of the TSLP, effective professional development will be needed at each stage of the implementation process.
In To Learn More, you will find examples and guidance for using different classroom walk-through instruments. Like the principal in the scenario, your team may want to consider how you will adapt these or other instruments for your school. For example, you might focus on just one section at time to match the initiatives that you are already working on at your campus. In addition, you may want to include specific practices from professional development that your staff has attended.
TO LEARN MORE: Review these resources to learn more about walk-throughs.
“Implementation Walkthroughs: Inspect What You Expect” provides a checklist and steps to begin implementation walkthroughs.
Center on Instruction's “Adolescent Literacy Walk-through for Principals: A Guide for Instructional Leaders” includes history, models, and possible challenges.
“Using the Classroom Walk-Through as an Instructional Leadership Strategy,” by the Center for Comprehensive School Reform and Improvement, is available on the All About Adolescent Literacy website.
NEXT STEPS: Depending on your progress in implementing ongoing instructional leadership to support the goals of your data-informed plan for improving literacy instruction, you may want to consider the following next steps:
- Allocate time for administrators to attend professional development in instructional leadership.
- Allocate time for administrators to attend literacy professional development with staff.
- Develop a plan for observing literacy instruction and providing feedback.
- Plan and conduct regular meetings with instructional staff to review student progress and the impact of the initiatives in your data-informed plan.
