During the month of October, We Hear You will be showcasing a three-part series exploring the development of ‘The role of the educational leader’.
In the final instalment of the series, we turn our focus on the way educational leaders work with teams to set goals for both teaching and learning that help bring the program to life.
Part 3: Setting goals and expectations for teaching and learning
The final instalment in our educational leader series focuses on how leaders work with teams to set goals for both teaching and learning that help bring the curriculum to life. The expectations in Standard 7.1 of the National Quality Standard include establishing a positive organisational culture and creating a professional learning community. This involves recognising and acknowledging leadership as a collaborative endeavour. It is about building the capacity of educators through developing trusting relationships where teams work together and support each other to improve outcomes for children (Thornton, 2010).
Children are receptive to a wide range of experiences. What is included or excluded from the curriculum affects how children, learn, develop and understand the world (p. 9/6).
What is the best way to go about setting goals for teaching and learning?
Just like other aspects of the educational leader’s role, there is no one right way. The Guide to the National Quality Standard (p. 87) provides some examples of strategies that educational leaders might use. Developing a strong understanding across the service of the principles, practices and learning outcomes in the relevant learning framework is a great starting point to collaboratively decide on teaching and learning goals.
The collective knowledge about pedagogy; child (and/or adolescent) development; the relevant learning frameworks; the service’s philosophy and policies; National Quality Standard and underpinning legislative standards and most importantly the collective knowledge about individual children, families and the community is a strong foundation for determining relevant goals and expectations for teaching and learning. It is essential to think about the service context in the process of identifying relevant goals and expectations.
It is worthwhile, spending some time thinking about:
- additional strategies the educational leader could use to build educators’ understanding of teaching and learning
- how the educational leader works with other educators to support and extend children’s learning
- how new ideas and research are incorporated into the educational program and practice
- what opportunities are available for discussion and reflective practice
- what aspects of the service philosophy guide goals for teaching and learning.
When the organisational climate promotes respect, collaboration, reflection and exploration of new ideas, theories and strategies, issues relating to program quality, environment design, equity and children’s wellbeing can be raised and debated (Early Years Learning Framework, p. 13; Framework for School Age Care, p. 13).
The role of the educational leader connects across many quality areas and will involve the educational leader navigating and linking a range of systems, processes and policies across the service’s operations. In addition to the standards and elements in Quality Area 1, the following are particularly relevant when thinking about the support and mentoring role of the educational leader:
- Standard 1.2: Educators and co-ordinators are focused, active and reflective in designing and delivering the program for each child.
- Element 4.2.2: Educators, co-ordinators and staff members work collaboratively and affirm, challenge, support and learn from each other to further develop their skills and to improve practice and relationships.
- Element 7.2.2: The performance of educators, co-ordinators and staff members is evaluated and individual development plans are in place to support performance improvement.
Educational leaders are encouraged to reflect on how they are supporting critical reflection with teams in ways that encourage teams to work together and challenge each other. When setting goals for teaching and learning, ownership and commitment are more likely to be built if children, educators and families are involved in the process. The process of identifying and prioritising goals and expectations is also likely to assist in identifying professional development priorities and goals.
What is the best way to document goals for teaching and learning?
While there are no specific requirements on how to implement or document the way the educational leader guides the curriculum and sets goals for teaching and learning, it makes sense to have a plan that links to what the service already has in place. Suggestions include making links to the service’s Quality Improvement Plan, Strategic Plan, Reconciliation Action Plan and Strategic Improvement Plan to make explicit the strategies the educational leader is implementing to support continuous improvement and outcomes for children. The goals may also be woven through, reflected in, or align with the service’s philosophy and program planning and evaluation documents.
It is important to remember that the most effective and sustained changes and enhancements occur when teams work collaboratively to research, negotiate, shape and implement reform. Take it slow, collaborate with others, learn from experiences and don’t forget to celebrate the achievements along the way.
Further reading and resources
- Green, J. & Bickley, M. (2013). Developing a Learning Community for Educational Leaders, Reflections, Winter: 51, Gowrie NSW
- ACECQA – National Education Leader resources
- Thornton, K. (2010) School leadership and student outcomes: The best evidence synthesis iteration: Relevance for early childhood education and implications for leadership practice, Journal of Educational Leadership, Policy and Practice, 25(1), pp. 31-41
Read the complete series: