According to a 2005 Harvard Report, schools who lose new teachers “ensure that instruction...will be persistently weak, since there is general consensus that teaching effectiveness increases within at least the first few years of a teacher’s career."
Research also suggests that by integrating successful talent management and development strategies, school districts can increase their retention rates of young and inspired teachers.
5 Talent Management and Development Strategies for Keeping Teacher Leaders
- Hire teachers with a solid pedagogical foundation, combined with hands-on experience.
Districts are best off hiring teachers who have a strong background in theory and methods concurrent with hands-on curriculum planning, classroom management experience, and real-time teaching. New teachers who are well prepared are much more likely to stay in the classroom after the first challenging few years.
- Support your new teachers.
Ironically, the least experienced first-time teachers are often the ones burdened with the typically high-stress situations: low-level learners, leading clubs/after-school programs, assigned to the low-performing schools with minimal support/supervision. Consider mentoring experienced teacher leaders with new teachers.
- The duties of a principal include empowering their teaching staff.
In order to be a good leader, teachers must have the ability to use their talents freely. They need the freedom to try new methods based on students' needs and to apply methods that work. If principals, and administration, do not empower teachers, there is no room for them to become leaders.
- Good teacher leaders like to collaborate.
The best teacher leaders are often those who work in schools that support team work and collaboration among colleagues. When principals put an emphasis on teamwork, foster continuing education, provide curriculum building workshops, etc., the teachers feel supported and their talents are nurtured.
- Teaching development needs to be both independent and embedded.
Teachers must be encouraged and supported to attend effective development workshops and classes; they must also be supported in implementing what they have learned. If professional development is interactive, it is up to 90% more effective.
Hiring the right candidates, and implementing talent management and development strategies, will transform your new and inspired teachers into the next generation of successful teacher leaders.