Can Continuing Professional Development change lives?

This is the third article in our series which presents extracts from the British Council publication, ‘Innovations in the continuing professional development of English language teachers’. Here the author, Ann Wiseman, revisits teachers from a CPD programme that took place 12 years before, to discover if CPD changes lives.

Extract from the editor’s overview (p14)

In Wiseman's chapter we are able to see in particular the long-term impact on the people involved. Impact came not just in the intended outcomes - improved skills as trainers, for example - but also in the unintended outcomes. These were both personal and professional. Yet again, the notion of a community of practice comes to the fore.

The participants in the original project have a lifelong bond, built on shared experiences and shared understandings of practice, as one said: 'The thing is that I say something, just two or three words, with Elena and she understands. With other people, even university people who haven't been part of this group, I have to explain myself.' Beyond the professional, the personal impact was often transformative too, creating a new sense of possibilities for project participants ('I learnt to swim at 40, I learnt to drive and now I am learning Turkish') and those around them.... Of course, change may not be without tensions, an 'inside struggle', reinforcing the lesson that one cannot underestimate the time needed for significant shifts in practice to be assimilated into an individual's professional frame of reference; and, as the narratives in this chapter show, for impact of an innovation to be felt in other parts of the education system.

Extract from Chapter 13 ‘'My life changed when I saw that notice': an analysis of the long-term impact of a continuing professional development programme in Bulgaria’

Personal development and 'life-changing' events

Part of my rationale to conduct this research was to explore what lay behind the comment which I had heard from time to time that the project had changed people's lives. Interestingly, this view was articulated unprompted in a number of interviews, for example:

I underestimated myself in many ways. I wasn't ambitious to make a career. But [through the project] I realised that relationships helped you. (Sara)

Yola talks about how, because of the project, she became inspired to learn new things, and continues to do so even now:

I learned to swim at 40, I learned to drive and now I am learning Turkish.

This inspiration to continue learning even spread to her family:

This [project] changed my life. So when my husband, for example, got involved in new things, it was thanks again to the fact that I encouraged him to do this. So at some point he combined computers with language teaching and now he has a better job than me.

Gail also feels that joining the cohort of trainers changed her life:

Actually, I think a single event which happened in the university changed my life significantly. And this event is when I saw a notice on the noticeboard saying that British Council Sofia is organising a kind of teacher-training course and anybody can apply.

Career progression and professional development

As mentioned in the preceding section, many of the participants were not aware of the exact nature of the trainer training and how it might impact on their lives and professional development. These reflective comments indicate that:

I somehow didn't foresee at that time the impact ... because I just thought I was going to some kind of seminar or something, it wasn't quite clear that it would be such a big thing that would develop. (Yola)

I had really no idea about what was going to happen, and whether I would stay there, I really did it quite accidentally. It was just somebody mentioning the project and encouraging us to try. We'll see whether there's something for us there. (Sara)

For some trainers the change to what was, to all intents and purposes, a new way of thinking and behaving, was quite shocking, although the team became very supportive towards each other.

It was Maria, if you remember her [...] while we stayed at the centre she supported and helped me. And later on I appreciated the fact that I had the courage to stay on. At some point I was on the verge of giving it up because I thought it was very difficult, I couldn't understand. (Yola)

As the training progressed it was clear that not only did we need to train more trainers in terms of the methodology of training, but time also needed to be spent on other areas of professional development such as materials design, syllabus development and issues around testing. Although not initially part of the intended outcome of the project, this broad foundation proved invaluable later on for some of the trainers who moved to different areas of training. For example, Vera found that when she moved to teaching in a medical university she was able to use her previous experience to help design a new syllabus and create materials, as she explains:

This teacher-training period helped me a lot in materials design and programme design and syllabus design. When we were about to train teachers, we had to design our own materials and somehow the fact that I always was used to sitting down in front of a white sheet of paper and writing down the plan of the seminar or the plan of the course, it helped me a lot, planning the syllabus for nurses, for midwives for pharmacy students as well.

Over a period of time the new trainers became respected and were asked more and more to deliver teacher-training programmes, as Syria said:

At some point I realised that quite a few people in quite a few places all over Bulgaria, had heard about me, I was known, I became known to many people. And I felt great about it.

Others took part in research projects, while many took up lectureship and professor posts in Bulgarian universities. In some cases the enthusiasm with which some of the trainers devoted themselves to the teacher-training programme and other associated professional development programmes meant that they neglected their own academic careers. In one or two cases some very expert trainers and methodologists did not get promotion because they had not devoted their time working towards a doctorate, which was required in the system. However, all the trainers in that position felt that instead they had developed professionally, as these comments demonstrate:

I would separate professional development and career development, because in terms of promotion, getting higher in the hierarchy, there's not much, not really, very minor; in terms of professional development and development as a person who deals with other professionals - a lot. The career development is perhaps personal. Because we had the option not to become PhDs we didn't, because it was not a university where you were required to grow in the hierarchy and have a PhD almost from the start. We were encouraged to do research work and develop like that but it was not so forceful. So we focused on teaching and good professional teaching. (Syria)

I don't think I would have gone this way without the British Council, definitely. I would probably have gone on teaching probably. Think of our colleagues who did not do any teacher training when we joined the university, some of them never did any teacher training, some of them just continued lecturing. They didn't become involved in many projects. Others wrote PhD projects. I didn't. This is a very sensitive subject ... I mean academically there is probably something more to be done. (Sveti)

The immediate result from the trainer-training programme and CPD programme, when funding was gradually withdrawn, was for the trainers to take it upon themselves to continue with their own professional development. Some did this via research, others through developing new courses at universities and colleges, others via writing, following up initial contacts and getting involved in new projects, as we see here:

And actually it was this event [undertaking the trainer training] which triggered off a chain of events. After that, the first thing I did, I established some contacts, and then I applied on an individual TEMPUS project, the same place in two year's time. Again, the University of Leeds, and again ESP area. It was a very successful one. I also established some contacts there with people at the university and I managed to publish my first article on Suggestopedia. (Gail)

Yola also commented that the project enabled her to learn a new way of doing things:

First of all I learnt things from you - how to write an article, for example. Nobody before that had ever told me how to approach a piece of writing, so these things are all things that I later on used in my job. All the seminars that we had in this project were very useful because they had practical aspects so this gave me the literacy for teaching in general.

Extract from ‘Innovations in the continuing professional development of English language teachers’ (A Wiseman, p309 - 312)

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Who is responsible for continuing professional development?

This is the second in a series of articles which presents extracts from the British Council publication, ‘Innovations in the continuing professional development of English language teachers’. Here, the authors discuss who the stakeholders in continuing professional development might be and who is reponsible for CPD.

‘Continuing professional development policy 'Think Tank': an innovative experiment in India’

Learning from the Think Tank

Teachers' ongoing professional development is not a matter of concern for teachers alone. Various stakeholders - school heads, education authorities, state, society and parents - have interests in teachers' CPD for their own reasons, depending on their place in the education system. Consequently, each of these stakeholders may have differing priorities for and expectations of CPD. Teachers may have their personal developmental priorities, usually determined by their needs, interests and aspirations. Institutions may have different expectations from teachers' professional development, related to their concern with strengthening institutional performance, culture and image. Apart from these, the teaching profession also has interests in teachers' professional development, which are reflected in education policies, politics and administration. Figure 1 represents stakeholder priorities in a general way.

Figure1: Priorities in teachers' professional development

(Adapted from SACE, 2008: 5)

Though the figure shows a balance between the different priorities, in reality professional priorities (including administrative, social and political) and institutional priorities are seen to greatly outweigh teacher priorities. Such different priorities both stem from and lead to different understandings and interpretations of the very notion of CPD. This was the immediate challenge that the Think Tank faced when it commenced its work. Coming from different backgrounds, agencies and organisations, the members showed differing views of the notion of CPD. For example, the representatives of national and state teacher education bodies perceived CPD in terms of traditional INSET, particularly various kinds of training necessitated by curricular reforms, textbook changes, methodological shifts, and so on. In their view, equipping teachers to effectively implement the various programmes and policies of the state was the main objective of CPD. The practising teachers and representatives of teacher associations prioritised teachers' personal interests and professional needs such as enhancing competence in English, becoming trainers, attending conferences and publishing papers. The administrators looked at CPD in terms of enhancing teachers' teaching skills and classroom management, and ensuring the good performance of students in examinations. In the course of subsequent discussions it soon became clear that, while none of these perspectives could be downplayed as unjustified or unimportant, each represented only one aspect of CPD. The Think Tank members summed up this insight in terms of the 'elephant and blind men' metaphor, as in Figure 2.

Figure 2: Multiple views of CPD

It was therefore considered essential to arrive at a broad and inclusive understanding of the notion of CPD as an important prerequisite for the subsequent work. The unique contribution of the Think Tank was to bring all these differing, and at times conflicting, perspectives together face to face, which facilitated thrashing out of differences, identifying commonalities and arriving at a shared understanding. The outcome of this churning was the following working definition of CPD, which the Think Tank adopted as the basis for further thinking and action:

CPD is a planned, continuous and lifelong process whereby teachers try to develop their personal and professional qualities, and to improve their knowledge, skills and practice, leading to their empowerment, the improvement of their agency and the development of their organisations and their pupils. (Padwad and Dixit, 2011: 10)

The process of evolving a shared understanding of CPD also led to frequent discussions about key challenges in ensuring effective CPD. There was a general agreement that the CPD scenario in India was not a very happy one, and that there were no effective CPD mechanisms in place. Some of the reasons for this were easy to identify, such as the neglect of CPD in teacher education policies and programmes, the lack of a well-formed and comprehensive CPD policy and the lack of general awareness about CPD. But others only emerged in the course of animated discussions and debates. It was yet again the diversity of views and approaches within the group which helped in understanding the complexity of the challenges. The collective thinking within the group helped in evolving a clearer understanding of challenges, and also a more concrete and specific formulation of issues, even if it wasn't always possible to identify solutions.

An interesting and enlightening example of this process was the discussion around the question of whose responsibility teachers' CPD was. This question is not much explored in research and policy documents on CPD in India, perhaps because it is generally assumed that the education authorities (in other words, the state) are responsible for teachers' CPD. A small-scale study carried out by two Think Tank members also found such an assumption clearly prevalent among the teachers and the authorities they interviewed (Padwad and Dixit, 2012). Even within the Think Tank the initial view of many members was that CPD was obviously the state's responsibility. However, as the cycles of discussions continued and as the members started bringing in findings from their individual studies and initiatives, it became clear that the issue was much more complex. Many studies by the members reported in the Think Tank publication (Bolitho and Padwad, 2012) indicated that teachers' taking responsibility for their CPD was the key factor in the success of the CPD activities in question. For example, Maya Pandit-Narkar's study (2012) pointed out how the member teachers' initiative helped them exploit the District English Centre set up in their town under an education ministry scheme for launching CPD activities. As Rama Mathew found out in her study (2012), the success and value of her experiment in promoting CPD through reflective practice were premised on the participating teachers' voluntarism and willingness to take responsibility for their development: '[a]lthough there [was] no acknowledgement/benefit of any sort in the school for teachers to take on CPD-related work.' (Mathew, 2012: 69) The account of the 30-year-long developmental journey of a voluntary teacher development group (Shivakumar, 2012) clearly established that the member teachers taking responsibility for their own CPD was the crucial and indispensable element in launching and sustaining the group. On a more theoretical level it was remembered that 'development' was not something that could be done by others to an individual; one developed oneself. In the final analysis, none but teachers could be responsible for their own CPD. At the same time some other studies reported in Bolitho and Padwad (2012) showed that support in the form of policy provisions, resources, incentives, freedom and opportunities was crucial for CPD, and that this would basically be the state responsibility. In a study exploring various stakeholders' views about CPD (Padwad and Dixit, 2012), expectations of state support were explicitly indicated by the participants, who included not only teachers but also administrators, managements and state officials. Another study into the use of school libraries as a resource by teachers (Waris, 2012) indicated that good support of resources like libraries led to better involvement in CPD by teachers. Pandit-Narkar's (2012) study of the District English Centre at Nellore quoted above also showed that the support and opportunities brought in by a 'top-down' intervention of the federal education ministry significantly enhanced the impact and success of the teachers' CPD initiatives. These observations about the need of supportive policy provisions, resources, incentives and opportunities were further corroborated by the two 'guest' contributions from Montenegro (Popovic and Subotic, 2012) and Serbia (Glusac, 2012), countries with explicit legislation and elaborate official provision for teachers' CPD. While underlining the value and significance of policy support for CPD, these studies also highlighted how the importance of school-based CPD was recognised and prioritised at the ministry level.

Eventually the Think Tank came round to the conclusion that CPD was a joint responsibility, and would succeed only through a combination of teacher responsibility (teachers' personal initiative and voluntarism) and state responsibility (support of policies and provisions for CPD), i.e. a combination of bottom-up initiative and top-down support. In this combination, schools, administrators, management and teacher education institutions (TEIs) played an important mediator role. Figure 3 shows a visual representation of this conceptualisation.

Figure 3: A model for effective CPD

The Think Tank thus led to the raising and analysing of a critical issue in CPD for the first time in India. It also helped in further clarifying the roles and responsibilities of teachers and other stakeholders in CPD.

Extract from ‘Innovations in the continuing professional development of English language teachers’ (Chapter 11, A Padwad and K Dixit, p258 - 262).

Click here to download the complete publication.

Tomorrow in our next extract we look at the theme: 'Can continuing professional development change lives?'

Don't forget to register for next Monday's CPD webinar with Silvana Richardson on 'CPD that works'. Silvana will look critically at the INSETT model of contining professional development and discuss more relevant, useful and personalised CPD approaches that put you in the driving seat of your development as a teacher and engage you as researcher as well as practitioner. This approach can have a positive impact for the CPD of other teachers, and also for the organisation you work for.

Find out more here: http://englishagenda.britishcouncil.org/continuing-professional-development/webinars

Innovations in the Continuous Professional Development for teachers of English

This is the first in a series of articles http://goo.gl/bpKsI4 which presents extracts from this free, downloadable British Council publication.

"Teachers across all professional life phases felt that heavy workload, a lack of time and financial constraints were important inhibitors in their pursuit of professional development".

Extract from 'Innovations in the continuing professional development of English language teachers’, David Hayes, Editor (p 5 - 6).

Click here to download the complete publication.

Inspiring English Teachers

Are inspiring teachers born or are they made?

– What makes an inspiring teacher? When you think about the inspiring teachers that you’ve known, can you spot any common features that they all share?

Inspiring English teachers: a comparative study of learner perceptions of inspirational teaching

Martin Lamb and Martin Wedell

What makes teachers motivating? This paper reviews the literature on motivational teaching and presents findings on the nature of inspiring teaching in two countries, looking at how learners perceive the qualities of teachers who inspire them.

This research project received funding from the British Council’s English Language Teaching Research Award.

This publication is free to download.

Fifty Strategies for Teaching English Language Learners

Fifty Strategies for Teaching English Language Learners, by Adrienne Herrell and Michael Jordan, includes a rich assortment of practical strategies aligned to TESOL standards which have been field-tested in diverse classrooms. Each strategy includes a brief explanation, step-by-step instructions on how to plan and use the strategy, and two classroom scenarios demonstrating how the strategy can be adapted for different grade levels and content areas. Herrell and Jordan have included additional language and literacy development strategies, technology strategies, and assessment strategies to support both pre-service and inservice teachers.

Download your copy here

Fun with homophones!

10 Tips to Improve Behavior Management

1 Be in charge.

As the teacher, and the adult, you are ‘in charge’. It is your classroom and you must actively and consciously make the rules and decisions, rather than letting them happen out of habit, poor organisation or at the whim of the pupils.

Demonstrate your ‘in-chargeness’ by the position you take in the room; keep on your feet as much as possible and be where you can watch everything that is going on. Pupils should be convinced you have eyes in the back of your head! Pick up the good things they are doing (see number 3 below). Keep moving around the classroom to establish yourself as the focal point of interest and authority.

Remember that the pupils need to feel safe; they can only do this if you are in charge. Do not justify or apologise for your rules, your standards or your insistence on compliance.

2 Use positive classroom rules.

Pupils need to know what is expected of them in your classroom. Establish a set of rules, no more than 4 or 5, which make desired behaviour explicit; display them prominently in the room and refer to them frequently so that they don’t disappear into the wallpaper!

The rules should tell the pupils what to do, rather than what not to do, eg

O Don’t call out.

          P Put up your hand and wait to speak.

O Don’t walk around the classroom.

          P Stay in your seat.

O Don’t break things.

                    P Look after classroom equipment.

Praise good behaviour and refer to the rule being followed. Use the rules to point out inappropriate behaviour, “Remember our rule about …”

Have a ‘feature’ rule now and again, written on the board and tied to a special individual or class reward to be given to pupils who follow the rule.

3 Make rewards work for you.

Give pupils relevant rewards for desirable behaviours, starting tasks, completing tasks, following class rules, etc. The goal is to establish the HABIT of co-operation. Standards can be subtly raised once the habit has been established. The easiest, quickest and most appreciated reward is descriptive praise.

Other possible rewards, besides those used as a school-wide system are:

• a note home to parents
• name on a special chart which earns a later tangible reward
• being given special responsibilities
• being allowed to go first
• having extra choices

4 Catch them being good.

Praise is the most powerful motivator there is. Praise the tiniest steps in the right direction. Praise often, using descriptive praise, for example, ‘It can be annoying having to look up words in the dictionary. I can see you are getting impatient but the dictionary is still open in front of you. You haven’t given up.’ Or, ‘I can see you don’t want to come in from break, but you are facing the right direction for coming in.’ Be willing to appreciate the smallest of effort and explain why it pleases you.

Pupils will not think you are being too strict and will not resent your firm decision making if you remember to smile, to criticise less and to praise more. Tell the pupils there will be positive consequences for positive behaviour, then follow through and show them.

Stick to your guns and don’t be ‘bullied’ into giving rewards that haven’t been earned.

Some positive behaviours are easily overlooked. Try to remember to praise pupils for:

• homework in on time
• homework in late but at least it’s in
• working quietly
• good attendance
• neat desk
• not swinging on chair
• smiling
• contributing to class discussion
• helping another pupil
• not laughing at another pupil’s mistakes
• promptly following your instructions
• wearing glasses
• using common sense

Use the reward systems of the school consistently and fairly.

5 Be specific and clear in your instructions

Get a pupil’s full attention before giving instructions. Make sure everyone is looking at you and not fiddling with a pencil, turning around, looking at a book, etc. Only give instructions once; repeating can unwittingly train a pupil to not bother to listen properly the first time. Smile as you give instructions.

Don’t be too wordy and don’t imply choice when there actually isn’t a choice by tacking ‘Okay?’ on the end, or sound as though you are merely suggesting, ‘Would you like to …?’ ‘How about …?’  ‘Don’t you think you should …?’

Be very clear in all your instructions and expectations. Have a pupil repeat them back to you.

6 Deal with low level behaviours before they get big

Low level, or minor, behaviour infringements will escalate if they are

not dealt with quickly and consistently. A pupil’s behaviour is reinforced

when he gets attention for it, but don’t be tempted to ignore it. Find a

calm and quiet way to let the child know that you see exactly what he is

doing and that there is a consequence, without making a fuss, getting

upset or sounding annoyed.

Give your instructions once only. If the pupil continues to misbehave, instead of repeating your original instruction, try one or more of these actions:

• point to a place (eg on the board, on a post-it in the pupil’s book, a note on your desk) where you wrote down the original instruction at the time you first gave it
• use a description of reality, ‘Alfie, you are tapping your ruler.’
• stop everything and look at the pupil pointedly and wait for them to figure out why
• descriptively praise those who are behaving appropriately, praise the target pupil as soon as  he complies
• ask other pupils what is needed (the squirm factor)

Always follow through, even on minor infractions, so that pupils know there is no point in testing. They should know what will happen. Only give second chances after a period of good behavior.

7 The consequences of non-compliance.

Help the pupil to do whatever you’ve asked him to do. If he has thrown pencils on the floor, help him to pick them up.

If a pupil does not obey instructions straight away, do not give up. Keep waiting. Praise every little step in the right direction, even the absence of the wrong thing. For example, if you’ve just asked a pupil to stand up and he’s not doing it, you could say, ‘You’re not swearing now, thank you.’

Do not protect the pupil from the consequences of his action or lack of action. The pupil is making a choice and you will have told him this, and given a clear warning of the consequence.

A consequence should be uncomfortable and not upsetting enough to breed more resentment. The purpose of the consequence is to prompt the pupil to think, ‘I wish I hadn’t done that.’

Have a ready repertoire of easy to implement and monitor consequences. These might include:

• loss of choices (eg where to sit)
• loss of break time
• loss of a privilege
• sitting in silence for a set amount of time

8 Find a ‘best for both outcome’.

Avoid confrontational situations where you or the pupil has to back down. Talk to the pupil in terms of his choices and the consequences of the choices, and then give them ‘take up’ time.

‘Fred, I want you to leave the room. If you do it now we can deal with it quickly. If you choose not to then we will use your break time to talk about it. It’s your choice. I’ll meet you outside the door in two minutes.’ Then walk away and wait.

‘Joe, put your mobile phone in your bag or on my desk. If you choose not to do that it will be confiscated,’ then walk away and wait.

9 Establish ‘start of lesson’ routines.

Never attempt to start teaching a lesson until the pupils are ready. It’s a waste of everyone’s energy, giving the impression it’s the teacher’s job to force pupils to work and their job to resist, delay, distract, wind up, etc. Often this task avoidance is a ‘smoke screen’ hiding worries about what you are going to ask them to do.

Have a routine way of starting a lesson; a quiet activity that pupils can get right down to, without needing any explanation. Handwriting, copying the lesson objectives from the board, spelling practice (familiar key language from the current topic), mental arithmetic are good activities to set a quiet tone. Do not allow discussion or be drawn into discussion yourself – say there will be time for that later and make sure you follow this through.

If you take the time to establish this, lessons will start themselves! You won’t have that battle at the beginning of every lesson to get yourself heard.

10 Manage the end of the lesson.

Do not run your lesson right up to the last minute and then have to rush because the next class is waiting. Allow time to wind down, answer questions, put equipment away, refer to WILT and how this has been met, outline plans for next lesson, etc.

Have a short, educational game up your sleeve if there is time to spare.

Manage the pupils’ exit of the room, have them stand behind their chairs and wait to be asked to leave. Address each pupil by name and have them tell you some good news about the lesson, or you tell them something they did well today. Send them out one-by-one.

8 Myths About English Fluency: Part I

What is fluency and what’s the best way to teach and learn it?

From my teaching practice I realize that the majority of my attitudes and beliefs about fluency and language learning were based on popular misconceptions generated by people who knew very little about reaching fluency.

Not only were they completely wrong, but these ideas were counterproductive to my own language learning and teaching, leaving me frustrated, confused and stagnant. I realized that my success as both a language learner and teacher would depend on me opening my mind and developing a new perspective.

The first thing I had to learn as a language learner and English teacher was separate fact from fiction, which meant abandoning my own false ideas that no longer served me or my students.

MYTH 01- FLUENT SPEAKERS DON’T MAKE MISTAKES

ADVICE: RELAX AND MAKE LOTS OF MISTAKES: COMMUNICATION > GRAMMAR

There´s a popular idea that fluency is a magical land of perfect grammar, native-like pronunciation, and unobstructed communication.

The truth is that fluency is none of these. The truth is that few people, if any (including native speakers) speak with perfect grammar, and nearly 99.9% of people who learn English as a second language will always have some sort of accent from their native language. Learn to accept this and be okay with it. You can work to smooth it out, but your accent is your cultural identity, and this isn’t a bad thing.

Good language learners learn to communicate first (or at the same time as they learn grammar), and they work through their grammar and pronunciation problems on a parallel basis or after. Mistakes will surely happen when you open your mouth, but this is the path to fluency. The baby doesn’t learn to walk by crawling. She falls and falls A LOT.

MYTH 02- FLUENCY COMES WHEN YOU LEARN ALL THE GRAMMAR

ADVICE: YOU SHOULD CULTIVATE PIECES OF FLUENCY FROM THE START

Another popular misconception, which goes hand in hand with Myth 1, is the idea that fluency is a distant reality that will come one day when you’ve learned enough English grammar.

It’s okay to expect fluency in the future and big advances in your grammar, and this is sure to happen with diligence and hard work, but you can start finding the courage to attempt small everyday pieces of fluency right now. Theory and practice should go hand in hand throughout the entire process. If you are not learning to use the grammar you learn now, you will probably forget it later.

Successful learners are able to cultivate fluency from the very beginning in specific situations. If you know only know how to introduce yourself, learn how to do this with confidence by doing it a lot, whenever, wherever, and with whoever you can. Learn basic survival English, how to say hello and goodbye, and start thinking about every grammar lesson you learn as something you will apply the next day.

This will be a big shift in your attitude that will help with everything else, bits of fluency that will not go away. It’s almost as if you are writing a script for a play that you will act in over and over again.

Every situation has an opportunity for fluency, and the first thing you should focus on are everyday situations. Fluency is not just an abstract long-term plan, but a daily opportunity that you can cultivate.

The more real life situations that you find, such as an English language learning community or group and making English a part of your daily life with Lifestyle English, the easier and more interesting your experience will be.

MYTH 03- YOU MUST STUDY ABROAD/ BE IMMERSED IN IT TO GET FLUENT

ADVICE: MAKE YOUR LIFESTYLE A CONSTANT ENGLISH IMMERSION 

A study abroad/ English exchange program can be an amazing learning experience, a big help for fluency, as well as a great pleasure for your life, but it’s not a magic pill for your failures at home nor a must for reaching fluency.

There are a lot of people who believe such an experience to be the solution to all their English problems. They often buy into the myth, spend a lot of time and money going, only to come back disappointed by not having learned much English.

If you have the time and resources and are a self-directed learner, I would also recommend trying to plan backpacking trip and finding schools or programs independently as you go along. Nothing is better than meaningful cultural adventure that will grant you social and linguistic opportunities. If you want to speak English the entire type, it might be a good idea to travel alone or without other people from your country.

Even if you don’t leave your home country, fluency can be closer than you think if you adapt the proper lifestyle to support an enjoyable, consistent process that enables you to live your life through English. In this way, you don’t even need to study because you it’s part of your life and you experience it with enthusiasm.

MYTH 04-YOU NEED A CERTIFICATE/EXTERNAL APPROVAL TO BE FLUENT

ADVICE: USE CERTIFICATE EXAMS TO COMPLIMENT FLUENCY, NOT DEFINE IT

Fluency is not an external piece of paper, nor the approval of your friends or workmates. You are the only one who can decide if you’re fluent. If you need these external validations for your own personal sense of fluency, you probably haven’t developed the confidence, clarity and courage to really be okay with your level.

Receiving a piece of paper that shows you learned how to take a standardized test won’t fix that. Only real life use of the language and contact with the culture can give you a sense of personal ownership (i.e. fluency) over the language you are using.

While these tests are great and useful for giving a certain integrity and balance to your process and measuring your progress in some of the more technical areas, don’t confuse the guidance tools for the essence of your own personal sense of where you are and what you need to do.

There are plenty of people armed with a test score that gives them a sense of false confidence about their English level, while not knowing how to communicate spontaneously in a real life cultural situation that calls for them to respond in the most human and personal of ways.

CALL TO ACTION

Your call to action today is to consider and reflect upon your beliefs and attitudes toward English fluency. Do you have a good idea of what fluency is? Do you know what it feels like? Are you entirely committed?

And what about myths and preconceptions that might be damaging your language learning process? Have you abandoned the garbage that holds you back? Challenge yourself to become a better language learner and not except mediocrity.

7 Qualities to Maximize the Impact of your Lessons Plans

There are obviously many, many things that teachers can do to maximize the chances of an individual lesson going well. This tip shares just a few elements that research (and personal experience) tend to say are important. It is not designed as a universal checklist for teachers to ensure that every lesson they do includes every characteristic listed. On occasion, some successful lessons might not include any of these qualities. Other times, some teachers might include most of them.

Strategic Introductions

A strategic introduction to a lesson includes several aspects:

• Novelty: Grab students’ attention by introducing information, a topic, or a lesson in a different way.
• Relevance: Provide explicit suggestions on how students will be able to transfer what they learn into other aspects of their lives.
• Written and Verbal Instructions: When students forget what to do, teachers can then just point to the instructions instead of repeating them.
• Modeling: Explicity model your thinking process, and show students examples of other students' work.
• Activate Prior Knowledge: Remind students of how what they are going to learn relates to what they have previously learned.
• Translating: Ask students to "translate" important concepts into their own words.

Movement

Creating opportunities for students to move—at least a bit—during lessons can be successful. Students could move to be with a partner for a quick "think-pair-share" activity, or go to a small group to work on a project for a longer time.

Choices

Choices can include being asked for their partner preferences, allowed to choose which reading strategies they would like to demonstrate, invited to choose where they would like to sit during small group sessions, or given two or more options of writing prompts.

Minimize Lecture & Maximize Cooperative Learning

Studies show that smaller groups work best, with three or four students being the maximum. I personally prefer sticking with pairs for most of a school year, and possibly moving to three near the last quarter after six months of student experience with the process.

Wait Time

The average time between a teacher posing a question and a student giving the answer is approximately one second. Multiple studies show that the quality and quantity or student responses increases when the wait time is increased to between three and seven seconds.

Fun

Games are good tools for review, and can function as a quick three-minute break or transition time.

Feedback

It has been found that if students are expecting to receive "rapid" feedback—a teacher's verbal or written response shortly after the work is completed—the quality of student work increases.

ELT Ideas too good to be taken seriously

The idea: Gamification, that is the use of games or elements of gaming to enhance the language learning experience.

The problem: Often taken too literally by teachers to mean any game in class or misrepresnted by publishers and reduced to ‘listen and click’ style flash games which fail to appeal to today’s PlayStation/X-Box gaming generation.

How it should be done: Let’s face it - a school student who fills his/her free time with the likes of Call of Duty and Grand Theft Auto (however age inappropriate) is hardly going to be enticed by the prospect of being instructed to click on the red balloon, find the hidden star or color the puppy yellow, is he or she?

This game aims to bring together target language and the type of games your students love to create a truly engaging listening experience. The student takes the role of either a mob hitman, a secret service sniper or a rogue agent (always important to offer them choices) and sets himself/hersefl up in a camoflagued location overviewing a crowded scene such as an enemy army camp, a political rally or a meeting of the local mafia.

Instructions are then received from the mysterious unseen ‘commander’ via the shooter’s earpiece like this:

“Can you see the short, fat, bald man who is wearing a green jacket and sunglasses? Shoot him in the leg.”

Or…

“Locate the red building. That is where they store their fuel. Hit it with an RPG.”

Or even…

“You see the boss’ wife? She’s holding a white puupy. Make it red!”

There is also the opportunity to recieve corrective feedback:

“Great shot! He won’t be walking for a while.”

Or…

“I said the RED building! You hit the oranage building - that’s the canteen where they eat lunch.”

Students of course have the opportunity to level up, receive new weapons and earn promotions. Topics to be covered potentially include colours, buildings, descriptive adjectives and, of course, parts of the body.

In order to avoid too much controversy, for very young learners, a version will be available in which the shooter uses a paintball gun as is instructed to splatter the given targets with different colours.

Would students enjoy it? Absolutely

But would it work? Alas, this one is destined to never make it intoı an ELT publisher’s catalogue. Parents, teachers and the media are likely to ignore the instense contextualised language practice on offer in a format similar to games we let kids play anyway to focus on the ‘controversy’ of it all…

IELTS: Tips for the Reading Section

Do I need to read the whole text first in IELTS is one of the more common questions. Put briefly, it is a very good idea to do this. There are four reasons for this:

• Some question types require you to read the whole text (think of the paragraph/heading matching question for example).
• Reading and understanding the whole text helps you to make intelligent guesses about answers you are not sure about
• You save and don’t waste time if you read the whole text first – you waste time by not knowing which part of the text to focus on
• If you want to improve your reading, you want to improve all your reading skills – meaning that your score may never improve if you don’t learn to skim a text for general meaning.

Practice the skills – 4-3-2

Learning to read a text quickly is a skill and skills take a little time to learn. Don’t expect to learn how to do it immediately. Give yourself a little time. One simple idea is to start off by skimming a text quite slowly – say in 4 minutes. Then, when you can do that, try it in 3. Then in 2. The general idea is that just because you need to skim in around 2 minutes in the exam, does not mean that you need to practise doing that way all the time before the exam.

Make notes as you go

If once you have skimmed the text for general meaning, you can’t remember what it was about, that may be a waste of time. So try making notes as you go – this is practical. How you choose to do that will depend on you. You can write, underline or highlight – use the method that works for you.

It still doesn’t work? – skim the questions and title at least

Okay, if it still doesn’t work, then maybe it is not a technique/skill for you. Try it your way. Different learners do differ and I’m always reluctant to say that something must be done one way. I would say though that it can help to read through all the questions first and look at the title of the text – that way you should get at least some idea of general meaning.

Using Pictorial Representations To Teach Rules Of Grammar, Punctuation, And Word Usage

Amused by the misplaced modifiers in your students’ writing? Frustrated that your students omit commas in direct address? Tired of explaining the difference between your and you’re to your students?

Try explaining these often-confused rules of grammar, punctuation, and word usage through pictorial representations. In this article I have shown how five tricky concepts can be explained pictorially. I have tried them and they work!

How to Teach Rules Of Grammar, Punctuation, And Word Usage Using Pictorial Representations

1. 1

   Misplaced Modifiers

   Misplaced Modifiers can cause considerable confusion to readers and can also be a great source of amusement to them. The error caused by misplaced modifier can be depicted pictorially through many humorous examples. One of them that I use is shown below.
   
   2. By way of explanation, I use these points:
      • Modifiers are like teenagers – they fall in love with whatever they are next to. Most misplaced modifier errors can be solved by placing the modifier next to the word or group of words that it seeks to modify.
      • In the first sentence, covered with hot melting cheese (the modifier) seeks to modify pizza and not the person eating it. Placing the modifier closer to the word pizza clarifies that the pizza, and not the person eating it, is covered with hot melting cheese.
   3. 2

      Comma In Direct Address

      Not using commas in direct address is a very common error. Students and adults alike commit this mistake. Show them the picture below and they will develop an appreciation of the importance of using commas correctly in direct address.
      
      
      
   
   
   1. By way of explanation, I use these points:
      • Placing the comma before grandpa clarifies that the boy is asking his grandpa to eat with him. Without the comma placed before grandpa, it would appear as if the boy wants to eat his grandpa.
      • Commas are used to set off names (or words used in place of names) when addressing people directly in a sentence. The rules for placing commas in direct address are simple.  If the name comes first, it is followed by a comma. Grandpa, I want to eat a truck-load of ice. Sam, I want to eat a truck-load of ice.  If the name comes at the end of the sentence, the comma precedes the name. I want to eat a truck-load of ice, grandpa. I want to eat a truck-load of ice, Sam.  If the name comes in the middle of the sentence, it is surrounded by commas. What I said, grandpa, is that I want to eat a truck-load of ice.What I said, Sam, is that I want to eat a truck-load of ice.
   2. 3

      Your vs. You’re

      I have gone through numerous lists of commonly confused words and in almost all of them your / you’re features in the top five. The error could stem in part due to an incorrect understanding of the use of apostrophes in forming contractions. The picture below should help them understand that the two words are different and should not be used interchangeably.
   
   
   
   1. By way of explanation, I use these points:
      • You’re is a contraction of you are.
      • Your shows possession. It means belongs to you.
      • If you are confused on whether to use your or you’re, check if you are fits into the sentence; if it does, use you’re, else use your.
   2. 4

      The Oxford / Serial Comma

      The Oxford comma is a highly-debated topic among grammarians. While some feel that it is not necessary, others argue that leaving it out can cause confusion. If you are from the latter school of thought, then you can use the below picture to explain the rationale of using the comma to your students.
   
   
   
   1. By way of explanation, I use these points:
      • The Oxford comma (also known as serial comma or Harvard comma) is a comma that is used before and/or in a list containing three or more items.
        • I like to eat nails, glass, and shoes.
        • I hate people who do not like to eat nails, glass, or shoes.
      • In some cases, the Oxford comma helps avoid ambiguity in a sentence. In the second sentence of the picture, leaving out the comma before and may lead the reader to infer that Bill Clinton and George Bush are the two daughters of the president!
   2. 5

      Faulty Comparisons

      Faulty comparisons occur very frequently in writing. Most people do not even realize that they are comparing two things incorrectly. The picture below shows the confusion and humor that can be caused by faulty comparisons.
   
   
   
   1. By way of explanation, I use these points:
      • Faulty comparisons occur when two things are compared inappropriately or in a way that could confuse readers / listeners.
      • Often, the comparison will sound as though it's acceptable, but will be missing a few necessary words. The shirt you are wearing looks like my brother. Here, the shirt is being compared to the brother and not to the brother’s shirt.  The shirt you are wearing looks like my brother’s.  The shirt you are wearing looks like my brother’s shirt. Both of the above sentences are correct. In the first sentence, although the word shirt isn’t present, adding the ’s after brother implies that we are comparing the shirt belonging to the brother.
   There are several benefits of using pictorial representations for teaching concepts of grammar, punctuation, and word usage.
   • Students appreciate the importance of the concept, as they can clearly see the confusion or humor caused by the error.
   • Pictorial representations create visual reinforcement and can be especially useful for those students who are visual learners. If not anything else, students will remember the picture associated with each grammar lesson.
   • The pictures can provide an element of fun to the learning process and take some of the boredom out of the grammar class.