Developing reflective practitioners: a conversation with Charlotte Danielson & Cindy Tocci

Posted on October 31, 2014 by Dr Deborah M. Netolicky

As our understanding of teaching expands and deepens, we need a vocabulary that is correspondingly rich, one that reflects the realities of a classroom where students are engaged in learning important content. Such a framework is valuable for veterans as well as novices as they all strive to enhance their skills in this complex work. ~ Charlotte Danielson, 2007

fall colours

Brilliant fire-coloured fall foliage frames Princeton’s historic Nassau Inn, where I sat in a booth with Charlotte Danielson, creator of the Framework for Teaching, and Cindy Tocci, executive director of the research arm of Educational Testing Service. Somewhere in the wooden table is Albert Einstein’s name, where he carved it when he was a visiting professor at Princeton. After explaining my school’s journey with our teacher growth model, we talked about coaching, the Framework for Teaching and the challenges of maintaining a reflective transformative professional culture.

What is a coach?

One question raised was about the level of expertise of the coach: was conversation expertise enough, or was it more useful to also have content expertise? Our team of teacher coaches will often work with those outside their own area of expertise; this builds connections across school boundaries and allows the focus to be on pedagogy and the teacher’s own reflection, rather than on content. Another related question was raised about the potential space between a feedback-based (judgement given) approach to coaching and a reflection-cognition-based approach (no judgement given).

Charlotte challenged that “the opposite of judgement is not ‘do nothing’.” A collaborative approach was suggested as an alternative, in which teachers work together in a conversation to solve problems of practice or generate ideas for improvement, in which both teacher and coach are participating in the conversation as reflective educators. This speaks to some feedback we have had from teachers about their coaches not being ‘in’ the conversation and feeling that being Cognitively Coached was a one-sided unbalanced experience. In a coach-as-collaborator conversation there would need to be clarity around how much of the coach’s self it is appropriate to insert into the conversation, and how much content expertise the coach would need to meaningfully contribute to the discussion. There would still need to be restraint in resisting the urge to solve another’s problem for them and in the tendency to advise someone to teach using your own teaching preferences.

For us, I think the default position for the coach still needs to be the facilitator-of-another’s-thinking role, but there may be room for collaborative approaches to the parts of the conversation. Is collaboration appropriate for us in this context? Or perhaps peer collaboration in which teachers really work together in this way is an appropriate strategy for our teachers to pursue for their growth outside the official coaching conversations?

Princeton leaves

How to apply the Framework for Teaching?

Charlotte and Cindy both noted that, while it is important to strive for accuracy when using the FFT, it is important that teachers, coaches and managers not get too caught up in the micro-analysis of detail, or looking for all the dot points. In fact, Charlotte has been developing a more holistic, less broken-down ‘clusters’ model which encourages teachers to look at the big ideas of the Framework, as an alternative to the original document. This alternative might be a way for our teachers to focus on the big things happening in their classrooms, rather than minute details of lessons.

How to develop understanding of the Framework for Teaching?

Master Coding of teaching videos was explained as a difficult but powerful exercise in developing an attuned, precise understanding of the Framework for Teaching and forging shared understandings of its language. Videos of classroom practice are useful for teachers in showing how the Framework components translate into practice, and for coaches in developing a common understanding of the Framework and what particular levels of performance look like in practice. Collecting video footage of lessons involves:

Choosing a range of short lesson snippets (e.g. 10 mins) which relate to particular Framework components;
Ensuring audio, as well as visual, quality is good, especially if students are doing group work (how do you capture what students are saying? How do you decide which groups to listen to?)

Videos should be watched and independently scored, followed by conversations around the reasons for those individual scores, in order to reconcile individual perspectives into a group agreement.

Videos of coaching conversations also have a place in helping coaches to deepen and develop their coaching practice.

These kinds of rigorous processes take time. Charlotte and Cindy both highlighted the importance of a slow implementation process in which groups develop their understandings together.

We also talked about using the Framework for Teaching for teacher self-reflection purposes and also for student reflection on the sorts of learning and environment of their classroom. My school has been experimenting with different teacher self-evaluation tool possibilities, as well as perception surveys, but hasn’t developed a concrete approach to asking students how their classrooms rate against the Framework for Teaching.

How to encourage regular reflection between formalised processes?

Another challenge raised was that of developing the learned skill of reflection in teachers in between these formalised reflective processes. How do we know teachers are reflecting regularly on their practice in order to grow their practice? How can we make sure teachers are asking themselves:

What did my students learn today?
What did I learn about my students today?

Any model of teacher growth has this challenge: outside of the formalised process, how do we encourage and ensure meaningful reflection and growth on an ongoing basis?

IMAGINE

Transformational adult learning and growth: a conversation with Ellie Drago-Severson

Posted on October 31, 2014 by Dr Deborah M. Netolicky

All journeys have secret destinations of which the traveller is unaware. ~ Martin Buber

Columbia University

It was my privilege to meet in New York with someone whose writing has shaped my PhD research and my school-based work in building a teacher growth model: Ellie Drago-Severson.

Ellie is a developmental psychologist and Professor of Education Leadership and Adult Learning & Leadership at Teachers College, Columbia University. Her ‘four pillars’ of professional learning are: teaming or partnering with colleagues within and outside the school; providing teachers with leadership roles; engaging in collegial enquiry; and mentoring (or coaching).

While I have read her work (including Helping teachers learn: Principal leadership for adult growth and development, 2004; Becoming adult learners: Principles and practices for effective development, 2004; and Learning for leadership: Developmental strategies for building capacity in our schools, with Blum-DeStefano & Ashgar, 2013) it was most interesting to hear her stories of working with teachers, school leaders, schools and districts to help them apply learning theory to practice. One example was of a school which, after working over time on the learning of its teachers, now consistently achieves the highest student achievement scores in its district.

Teachers College

Ellie’s examples of working with educators were based in some fundamental principles:

Teachers are adult learners who own their own learning and should be provided with choices. They should be able to choose if they are ready for growth. Even in mandated programs they should be able to choose their own paths.
Developmentally, learners may initially want ‘the answers’ or to be told how to improve, but the aim of adult learning should be to develop self-authoring individuals. Coaching should aim to grow individual capacity (e.g. Developmental Coaching, Cognitive Coaching).
Talk defines and drives behaviour (similarly to the beliefs of Adaptive Schools I explored here). Robert Kegan and Lisa Lahey’s How the Way We Talk Can Change the Way We Work: Seven Languages for Transformation (2002) looks at how language determines feelings, governs action and impacts learning. As well as talk, the quality of listening has been confirmed by research to be a developmental support for learning.
Change should start at a slow pace, with volunteers, building momentum and reach over time.
‘Push back’ (resistance or questioning) should be welcomed and explored.
The key to learning is a trusting nurturing environment in which people feel ‘held’; they need to be simultaneously supported and challenged. It is vital to spend the time building culture and developing group norms and ground rules for confidentiality.

Strategies that Ellie uses when working with educators include:

Exercises from Developmental Coaching, such as those which help individuals to identify the underlying beliefs driving their behaviour and build a plan to address those beliefs;
Informal ‘drop in / drop out’ lunches to which staff are invited but not required. Lunch time conversations based on professional readings and the question ‘What might this look like in your practice?’
Journals for teachers / coaches / leaders as a sacred technology-free space for thinking.

There are many affirming ideas here for my school’s work in designing and implementing a teacher growth model, including the importance of a trusting environment, the role of talk and language, deliberately going slow, and providing scaffolds for ownership and differentiation of learning.

Some questions that arise are:

To what extent are we differentiating our teacher growth process for teachers? Is it enough for their experience to be one of meaningful, self-driven ownership?
What further strategies might we employ to build the cognition and engagement of teachers in their own learning (such as optional journals and online portfolios, or informal lunches to talk about teaching)?
How might we support those staff who are not yet self-authoring learners to develop their capacity for self-directed learning?

trust & rapport from the High Line

Teaching Matters: the challenges of putting theory into school practice

Posted on October 30, 2014 by Dr Deborah M. Netolicky

The personal is linked irrevocably to practice. It is as if the teacher is his or her practice. Teacher practice is the maximum point of vulnerability. Classroom teaching is the arena of greatest anxiety and insecurity. ~ Goodson, 1991

Teaching Matters

It’s amazing how flying across the world can result in familiar conversations! In my meeting with New York City professional development provider Teaching Matters, the same challenges and tensions came up for both our contexts in terms of professional learning, supporting teachers and developing distributed leadership: time and buy-in. That is, finding appropriate time for teachers to thoughtfully engage in meaningful work, and providing the philosophy and conditions which allow teachers to buy in to that work.

Teaching Matters is an independent provider of customised professional development to teachers and leaders of New York City public schools. Their aim is, by partnering with and training teachers and school leaders, to increase teacher effectiveness, raise teacher performance and positively influence student learning. Their organisation is built on a philosophy of sustainable change; that is, to build capacity in the schools with which they work, in order to help each school to build its own effective teams and teachers. They base their work in a belief about the capacity of teachers to be leaders and for schools to be vibrant places of distributed leadership. Their job, as they see it, is to help schools develop their own cultures and skill sets to ensure effective leading and teaching.

Understanding the busyness of being a teacher and the need for workable, applicable solutions for teachers, Teaching Matters balances its work between building schools as professional communities, and providing accessible protocols, tools and techniques for use in teaching, assessing, improving instruction, establishing PLCs, coaching and leading. Teacher buy-in, for them, is linked to teachers’ perceptions about change being something which will be manageable as well as useful. They are therefore highly aware of the need to support teachers professionally while also saving them time and work. The problem of innovation fatigue – “another additional thing” constantly being added to teachers’ workloads – seems an international phenomenon which needs to be considered when designing anything new to be implemented in schools.

My work on professional learning and growth is within my own school and with my own community, whereas Teaching Matters needs to “synergise” with the diverse school cultures and people with which they work. Much of their work is based on that of Daniel Venables, author of A Guide to Effective Teacher Teams (2011) and How Teachers Can Turn Data into Action (2014) and founder of the Center for Authentic PLCs. Venables focuses on the development of high-functioning professional learning communities to facilitate positive school change.

We discussed the challenge and opportunity of leveraging data to monitor and inform change, such as teacher self-reflections against the Danielson Framework to, for instance, allow the identification of community professional development needs.

A question that came up in our meeting was around the use of the Danielson Framework. My school is using it for teacher growth, through cycles of observation and coaching, but to what extent might it also inform teacher planning or the work of teaching teams?

I heart NY

One of the Teaching Matters foci – data-driven collaborative inquiry as a way to improve student outcomes – sits snugly with my school’s work on developing a data-supported coaching cycle of teacher reflection and growth. Interestingly, one of their documents suggests that the best teams of teachers are those who teach the same content and share the same learning goals.

The Teaching Matters approach to peer observation involves the following steps of a teacher being observed by one or more members of their teaching team:

A pre-observation conversation in which the teacher outlines the lesson context and the teacher and observer/s discuss the time and focus of the observation (20 mins).
A classroom observation (or video) in which the observer/s takes notes on what the teacher is doing, what the students are doing and what practices are being used by teacher which relate to goals for student learning (30-45 mins).
A post-observation conversation in which the observer/s share observations, questions, constructive suggestions and future steps/strategies (45 mins; protocols are based on ‘Conversations: Turning Points Transforming Middle Schools,’ Teachers working together to improve instruction (4, 2) 2004)

Our model differs to this one in:

its length of lesson observation (ours are 2 x 20 minutes, rather than 1 x 30-45 minutes);
the type of data taken (our observers take all non-inferential data – just what happens rather than impressions about what is happening); and
its approach to post-observation conversation (ours is a Cognitive Coaching approach which does not involve ‘constructive feedback’ or lesson advice; our teacher coaches are there to guide the teacher’s own thinking about their lesson rather than provide comments about it themselves).

While our coaches do find that seeing others’ lessons influences their own teaching, this is not a formalised part of the conversation for us; the conversation is focused on the teacher being observed. I can see the Teaching Matters model as very useful collaborative work: peers in the same team observing each other’s lessons and using that as a basis for team discussion of pedagogy. Perhaps this might be something we can add to suggestions for strategies that teams can use to collaboratively develop pedagogy?

While working in content-similar or year-level-similar teams allows for collaboration on and experimentation with similar approaches, my school has also found value in teaming teachers from disparate parts of the school to broaden perspectives while also connecting teachers around those aspects of teaching which are common across year levels and subject areas.

Like Teaching Matters, what we want to provide for our teachers and leaders is both a philosophical foundation and a useful toolbox of processes and strategies, to help teams and individuals self-direct their growth.

HOPE at 7th & 53rd

Context is king in teacher growth: connecting with the Upper East Side

Posted on October 29, 2014 by Dr Deborah M. Netolicky

It is not down in any map; true places never are. ~ Herman Melville

school on the Upper East Side

Today I visited a school on the Upper East Side of NYC which is in many ways similar to my Australian school. While they have vertical campuses and we have horizontal ones, both schools have some similar structures, similar values, a focus on the whole child, similar expectations of teachers and a similar desire to build a context-appropriate model for teacher growth, collaboration and professional culture.

Like us, they have been grappling with how best to design a model which fits their school context and their teachers’ needs. Their challenges are similar to ours: finding a model which is school-appropriate, and time for managers and teachers to enact it in a meaningful way (rather than as a tokenistic ‘tick a box’ process to be gotten through).

In speaking with administrators and teachers, this school’s model for teacher growth has a similar goal to ours: to facilitate meaningful, evidence-enriched conversations around teaching practice which encourage teacher reflection, collaboration and growth. It is being piloted with middle managers this year and its components include:

A supervisory model in which the line manager is the observer who leads the pre- and post- observation professional conversations;
A set of school-customised descriptors which emerge from fitting the school’s expectations of their teachers within some elements of the Danielson Framework for Teaching;
The teacher receiving a score from the line manager based on how the line-manager rates the teacher against those school-customised descriptors, on a four point scale;
The teacher receiving clear specific feedback from the line manager about areas of strength and weakness; and
Use of Folio Collaborative to manage the lodging and monitoring of the process. One thing I particularly liked about Folio Collaborative was its ‘spotlight’ function in which staff are able to ‘shine a spotlight’ on a colleague’s practice by adding moments of celebration or excellence they have seen.

class windowscape

I can see the value of, as this school has, developing a customised series of descriptors of ‘what teaching looks like at this school.’ It allows staff to see clearly the alignment with the school’s core values, allows the school to own the language, and provides a more streamlined document than the hefty-feeling Framework for Teaching which can seem daunting. This streamlining may be seen to dilute the complexity of the Framework for Teaching and the precision of its rubrics which allow teachers to easily find a place to fit their lesson evidence, based on clear research-supported descriptors at each level of performance.

Where this school’s context is different to ours is in their history of performance review processes. While my school has a series of well-worn processes for recruitment, permanency/tenure and appraisal/review/evaluation, this school does not have existing processes and is looking to put them in place in a way which is beneficial to its teachers. They are looking to develop a feedback system which stems mainly from managers, while we are looking to move towards a less manager-driven and more teacher-driven model in which teachers are self-managing and self-directed in their growth, relying less on external influence to judge and grow their practice.

music corridor

Our use of Cognitive Coaching is the cornerstone of our conversations, placing our emphasis heavily on the coach (that is, a peer-teacher for 2 years, and then a line manager in the 3^rd year) as non-threatening facilitator of teacher thinking, rather than feedback-giver and scorer.

The one thing this visit certainly affirmed for me is that context is king. It is important for each school to work with its own mission, values, plan, teachers and managers to grapple with what the most context-appropriate design is for their particular situation.

Many of us seem to have the same goal. We each need to find the path that works best for us, our teachers and ultimately our students.

the world is our neighbourhood

Lessons on Teacher Evaluation from Westchester County

Posted on October 28, 2014 by Dr Deborah M. Netolicky

The real voyage of discovery consists not in seeking new landscapes but in having new eyes. ~ Marcel Proust

Today I met with an administrator at a school in Westchester County, New York, who spoke to me about his experiences with teacher growth and effectiveness models being developed and implemented in and around New York State.

It was interesting to hear first-hand about the constraints and pressures on the New York public education system. It seems that laws, funding and standardised testing have had a profound impact on the way teacher effectiveness is being measured and pursued in the State of New York. My understanding is that a law mandating that schools only receive an annual 2% increase in funding has resulted in sometimes severe cuts to leadership roles in schools, curriculum programs, pastoral infrastructure and resources. By the sounds of things, some schools still have middle leadership positions like Heads of Faculty / Curriculum Supervisors, but many have had to lose these roles, putting all the pressure and responsibility on principals and assistant principals.

Additionally, conditions of the No Child Left Behind funding include State-approved teacher evaluation measures. So while Charlotte Danielson published the Framework for Teaching in 1996 with a view to promoting conversations with teachers about practice, it is now used for scoring and assessing teacher performance on a lesson by lesson basis.

Approaches to classroom observations vary. In some places whole lessons are observed and a score given for each and every component in Domains 2 and 3 of the Danielson Framework. Another approach is to take observation data and see which components emerge as the most dominant in a given lesson. Another is to focus data collection and conversation around components which teachers have identified as areas of focus in a pre-lesson conversation.

Each year, teachers receive an effectiveness score, based on a very “paperwork driven” system which includes:

Observations from their administrator (60%)
School-based pre- and post- year testing (20%); and
Student scores in standardized national tests (20%).

Each teacher’s score is available to parents (“Your child will have Mrs AAA who received a score of BBB and was rated Highly Effective/Effective/Developing/Basic”?). The school also receives a publically published ‘report card’ based on its students’ test results and its teachers’ effectiveness scores. So teachers and schools are quantitatively scored on their apparent effectiveness. Interestingly, the administrator I spoke to said that his personal experience of the scoring of teachers by these measures presented a highly inaccurate picture of their effectiveness.

It seems that this quantifying and scoring of teachers and schools leads to a skewing of the teacher effectiveness model. Administrators might, for instance, give their teachers false ‘highly effective’ ratings. Teachers might teach to the test. The administrator told me that teachers began seeing themselves in terms of numbers (“I’m a ‘3’”) but that “you can’t quantify highly effective teaching.”

While in Australia schools are often measured by league tables based on standardised testing, we certainly do not have the same pressures as those in the United States.

This administrator’s reflections on what could and should work in a teacher evaluation and growth system were:

The focus should be on teachers talking about their practice, not on numbers;
The Danielson Framework should be a tool for growth, conscious competence and developing a common professional language among teachers;
Schools should ask what it means to be a ‘Danielson School’: a community of learners who think and talk about teaching practice, and in which professional development is aligned with the Framework;
Money and time are both significant challenges to meaningfully and effectively developing a meaningful model which encourages teacher growth, especially in a United States context; and
Teacher-administrator/coach/observer conversations should be based on invitational questions which encourage cognition, but there are situations in which teachers may need more direction or support in terms of talking about evidence or reflecting against the Framework; there is an expectation that the teacher is engaged in the process and prepared for pre- and post- conversations.

Getting reacquainted with New York City: to flâne is human

Posted on October 27, 2014 by Dr Deborah M. Netolicky

One belongs to New York instantly, one belongs to it as much in five minutes as in five years. ~ Tom Wolfe

Spending a couple of days acclimating to being on the other side of the world can be a joy. An infamous skyline, leaves changing colour, layered collages of buildings old and new, freshly carved pumpkins on doorsteps. Hello, New York.

Manhattan skyline

Columbus Circle to Central Park

Tom Fruin’s famous plexiglass house, Kolonihavehus, against the Brooklyn Bridge

freshly carved pumpkin, West Village

A teacher growth reconnaissance mission: takeoff

Posted on October 24, 2014 by Dr Deborah M. Netolicky

If you actually look like your passport photo, you aren’t well enough to travel. ~ Sir Vivian Fuchs

For the last few years I have been working with others in my school on a consciously-developed, research-based and teacher-driven model for teacher growth and professional collaboration. Our work over the research and pilot years has been based in some central assumptions around learning, school change and leadership: that all teachers have the capacity for reflection and growth; that going slowly and deliberately will result in more positive roll-out; that leadership is distributed; and that leaders are responsible for facilitating the self-driven self-managed learning of others, rather than telling, advising and solving.

Pleasingly, our work so far seems to be fostering that which it originally set out to cultivate by:

developing a common language for and shared understanding of ‘good teaching’;
strengthening professional culture by connecting teachers across the school, and by formalising professional conversations about teaching practice;
depersonalising classrooms, with teachers more open to and familiar with having others in their lessons;
providing a formalised process of reflection which is meaningful to teachers, allowing them to improve their teaching and develop their capacity for reflection while honouring their individuality and respecting their capabilities; and
supporting teachers as leaders and experts, both in their collaboration with others and in their own capacity for self-reflection and growth.

Our experience continues to be that our work on teacher growth has subtle immeasurable ‘butterfly effects’ across our teaching, relationships and communities.

Grand Central

As I explained in my very first post and another post, I now have the privilege of traveling to New York in order to gain some international insights for our Australian work.

Sitting in the departure lounge at Sydney International Airport I am reflecting upon what I might find during my time in New York visiting educators, researchers, trailblazers and edu-organisations. It’s time to ride on a big jet plane and find out.

awaiting departure at Sydney International Airport

Planning a trip to NYC

Posted on October 19, 2014 by Dr Deborah M. Netolicky

New York trip planning

We travel, initially, to lose ourselves; and we travel, next, to find ourselves. We travel to open our hearts and eyes and learn more about the world than our newspapers will accommodate. We travel to bring what little we can, in our ignorance and knowledge, to those parts of the world whose riches are differently dispersed. And we travel, in essence, to become young fools again – to slow time down and be taken in, and fall in love once more. ~ Pico Iyer

Anyone who knows me knows that I am an enthusiastic itineriser and joyful organiser. As I alluded to in a previous post, for me anticipating a journey through planning is all part of the experience. Travel lasts longer if you plan in anticipation and reflect upon return.

Packing is made easier by the packing list I made for myself back in my living-in-London pre-children days when I travelled internationally all the time. When crafting my list, I started with this online list and then fine-tuned mine over a number of years of regular travel. It includes lists for my laptop bag, carry-on and checked case. I never travel without my eye mask, ear plugs, camera & mobile phone charger. This time around I’m adding some creative, flânerial things to my case, as I outlined here.

On this, my third visit to New York, I’ll be staying at an airbnb apartment. The wonderful thing about that, in addition to having my own home in the West Village for a week, is the generosity of airbnb hosts in making your stay in their city as good as possible. For instance, thanks to my host I will arrive to a SIM card and a subway MetroCard already purchased for me, along with a list of local hangouts.

While I will be in New York for work (which encompasses amazing professional learning opportunities for me as outlined in my first post), the city that never sleeps is the perfect destination for planning some culture and fun around my meetings. As with my first two visits to Manhattan, I am planning my days around its gridded neighbourhoods and subway lines. My double-sided colour-coded itinerary includes my ideas for where to eat, drink, see or shop in and around particular areas. I won’t necessarily get to all of them, but I’ve researched my options so I have a sense of where I’d like to go and what I’d like to try. I also have printed copies of my Google maps, exploding with stellar constellations of starred places I hope to visit.

The nice thing about this being my third visit is that, around my work, I can squeeze in the NYC things I have loved before and those things I haven’t yet experienced.

In my last visits I’ve strolled the Brooklyn Bridge, meandered Central Park, ridden the Staten Island Ferry past Lady Liberty, stood silently at Ground Zero, ascended the Empire State Building, peered from the Top of the Rock, been spontaneously invited to a bar opening and been wowed by the sermon and gospel choir of Harlem’s Abyssinian Baptist Church. I’ve admired art at the Met and MOMA, seen Madonna at Madison Square Garden, danced in the aisles on Broadway, enjoyed live music at the Knitting Factory, watched a Yankees-Mets game at Yankee Stadium and wondered at the NY Public Library. I’ve eaten steaks at Knickerbocker, cupcakes at Magnolia, fried chicken at Sylvia’s, sushi at Sushi Samba, streetside hot dogs in the Bronx, dim sum in China Town, caviared blinis at Pravda, deli sandwiches at Katz’s Delicatessen, brunch at Pastis and dinner at Stanton Social. I’ve shopped up and down Manhattan, from flea markets to Century 21 to Fifth Avenue, and have tasted more than my fair share of creative cocktails.

I’ll no doubt make my way back to the New York Public Library; as a bibliophile it always draws me like a magnet as a beautiful space with great literary and architectural energy. I’m also looking forward to fall colours in Central Park (maybe even checking out the Central Park Pumpkin Sail), to revisiting the Met for this season’s rooftop installation and to seeing the 9/11 Memorial. I’m planning to make it into the Guggenheim; I’ve enjoyed the Guggenheims in Bilbao (Spain) and Venice (Italy) so am looking forward to seeing New York’s. The High Line’s final section recently opened so I’m delighted to be able to see Manhattan’s West Side from this historic freight rail line elevated above the streets. I’m also intending to investigate PDT as I can’t resist a speakeasy with a phone booth entrance. And I have a thing for carousels so I’ll see if I can visit the one in Central Park and Jane’s Carousel in Brooklyn Bridge Park.

What are your tips for planning and packing? What are your NYC absolute must-dos?

New York Public Library in the fall

Kaleidoscope selves: find your tribe

Posted on October 16, 2014 by Dr Deborah M. Netolicky

art journal page: Alice in Central Park

Who in the world am I? Ah, that’s the great puzzle. ~ Alice, Lewis Carroll’s Alice’s Adventures in Wonderland

José de Creeft’s Alice in Wonderland bronze statue glimmers in Central Park, polished by children’s climbing hands. Alice, of Wonderland fame, is a character who resonates with me. She is ingrained enough in my thinking that she makes more than a passing appearance in my PhD thesis. What I love about Alice is that she is open to new places and perspectives. She is curious, receptive and constantly wondering. She thrives on meeting new creatures and on having unusual, wondrous experiences. She is the imaginative adventuress who at once embodies childhood awe, strong self-assurance, rationality and fear-conquering daring. In many ways she is a flâneuse of Wonderland: wanderer, wonderer, learner and observer.

The question of self is not straightforward. Various aspects of our tangled selves collide and interlock. Or perhaps, rather than tangled webs of gossamer self-threads, we are each kaleidoscopes of self. Forged from a range of asymmetrical elements, we form the spectacularity of the beautiful changeable selves we are when viewed together through a cylinder of mirrors and light.

my bronze-cylindered Arcana kaleidoscope has wheels made of glass and semi-precious stones: this one is by Australian artists Robert Cook & Jocelyn Teh

My kaleidoscopic self is made up of a number of different selves which my @debsnet Twitter bio attempts to unify:

Wanderer. Wonderer. Dreamer. Reader. Writer. Creator. Educator. PhD researcher. Passionista. Disruptor. Imaginer. Innovator. Flâneuse.

Not included are other personal selves like parent, spouse, child, sibling, friend. There are many contexts in which I share all or some of these self aspects. As the kaleidoscope turns and the light changes, people see different patterns reflected from me.

mandala-like patterns as seen through my kaleidoscope

My self-threads splinter, intertwine and blossom, as they do through the kaleidoscope viewing hole.

As I reflected in a previous post, connecting with other educators is for me about being my learner self. Connecting and collaborating widens and globalises my perspectives, while encouraging my own thinking and reflection (see Tom Whitby’s recent post about the relationship between connection and reflection). My teacher self is informed daily by my experiences as a parent, my own learning as a PhD candidate and my online participation. My Twitter interactions are influenced by my daily experiences of parenting, researching and working in a school. My parenting is influenced by my teacherly and researcherly thinking about learning and development. My PhD research self interacts with other researchers on social media as well as being informed by my in-practice educator immersion in my academic topic of study. My PhD itself incorporates me as learner, educator, writer, reader, creator and self-conscious researcher. And here on this blog my posts tangle together the threads of my learner, teacher, researcher, parent, writer and artist selves.

A dear friend of mine recently sent me this quote which I’m sure resonates with many of us:

When you find people who not only tolerate your quirks but celebrate them with cries of ‘Me too!’ be sure to cherish them. Because those weirdos are your tribe. ~ Nanea Hoffman

It strikes me that many of those with whom I connect, in life, in education, in research and in my online PLN, are those whose quirks are similar to mine. Their kaleidoscope colours reach out to me across time, space, geography and social media.

I was recently involved in a Twitter chat with a number of educators. A few people in the chat began talking about being proud to be dorky, to be okay with failure and to constantly be learning. When I tweeted back ‘yes – fellow geeks unite!’ there was a chorus of ‘amen’ and ‘ditto’. I felt like I’d been high fived over Twitter. Here were my fellow weirdos, people who I’ve never met, connecting with me from across the world. “Yes,” they were saying, “In this moment, I get you and you get me.”

Next week I fly to New York to connect in a very real and immersive way with fellow educators, researchers and thinkers who will widen my perspectives. Perhaps I will widen theirs by sharing my Australian story. As this blog attests, I am hoping that my trip will allow my total and joyful submersion in all my aspects of selfhood. I will be thinking, writing, note taking, photographing, drawing and flâné-ing my way to new connections, new reflections and new perspectives.

The word kaleidoscope comes from the Greek words kalos, eidos and skopeō which essentially translate together into ‘beautiful form to observe’. Here’s to finding the beauty in others’ idiosyncrasies and to each of us finding our quirky global tribe.

find wonder, find perspective

Art journal pages: scribbling as therapy, thinking & anticipation

Posted on October 14, 2014 by Dr Deborah M. Netolicky

An artist is a sketchbook with a person attached. Irwin Greenberg

New York City is the subject of much art, literature and creativity. As I explained in this blog post and comments, for my upcoming professional trip I am using a range of traditional and new media to explore, express and develop my thinking. I find that keeping a visual and written record of my observations and thoughts helps to anchor me in the moment and focus on really seeing, hearing and experiencing what is around me. My creative packing list can be found here; it outlines the ways I am intending to flânerially experience and capture my trip.

So, inspired even before I take flight, here are my collagey art journal scribblings so far …

art journal page: curiouser and curiouser!

art journal page: I heart New York

art journal page: New York is always a good idea

NYC art journal page by @debsnet https://theeduflaneuse.wordpress.com/

art journal page: don’t quit your daydream

art journal page: Perth to New York

Your walls, New York, hold up heaven, parapets of beauty stabbing into the stars! / Pillars of the universe. / Oh music in stone, poetry in sculpture, song in architectural marble, prayer in granite, an ecstasy in steel and iron and gold, singing city of the great heart, singing city, / You are Manhattan! Edwin Curran

the édu flâneuse

Blog reflections by Dr Deborah Netolicky