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The Master Teacher Blog
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Six Surprises to Expect in the First Weeks of School

Relationships and Connections

Six Surprises to Expect in the First Weeks of School

Regardless of how many new school years we have experienced, it seems that every year there are elements of the new start we fail to recall or expect. We may even find ourselves thinking something along the lines of “Whoa, I forgot that my new students would be like this.”  

After all, the summer has given us psychological distance from the routines and realities of the classroom. We have had time to allow memories to fade and even for some assumptions to form. For example, we may assume—without reflection—that our new students will be like the students we sent on their way in May or June.  

It is true that each school year offers a new beginning. It also means we will be starting where we started last year, not where we ended. The students we will meet are likely to present several surprises, even though we may have been through this yearly cycle multiple times.  

As we prepare to meet our students, there are several realities to keep in mind to minimize surprises and be prepared for what lies ahead. Here are six start-of-the-new-year truths that are likely to mystify us if we are not ready to deal with them.  

Students will seem younger and less mature than we expect. We can easily forget that our new students are nearly a year younger than the students we finished with the previous year. While students’ appearance and behaviors may surprise us, they are likely to be just about where last year’s students were when the year began. As the year unfolds, we will again have a front-row seat as students grow, mature, and end the year in places not much different from those of the students we said goodbye to in the spring. 

Students will have forgotten more than we expect. Depending on the students’ summer, they may have had few opportunities to use, refresh, and build on what they learned last year. Consequently, some of what students knew and could do when school ended in the spring may not be immediately available to them when they return. Review, reinforcement, and even some reteaching will probably be required before students are ready to engage in new learning.  

Students’ readiness to learn will be more varied than we expect. Not unlike what students may have forgotten over the summer, they will return in the fall at different levels of readiness to learn. Some students may have had a traumatic summer, some may have lost skills due to neglect, and some may have had a stimulating, academically rich summer. A successful beginning to the new year will require understanding of where students are in their learning readiness and what we need to do to engage and support them. 

Students will take longer to learn and follow routines than we expect. Routines may have seemed like second nature by the time school ended in the spring. In fact, we may have had to give little thought to managing and reinforcing routines after students spent months in our presence and under our influence. Unfortunately, the students we encounter as school starts may be unfamiliar with our routines and expectations. Our challenge will be to return to the basics, explain the importance of routines, give students opportunities to practice, and provide ongoing guidance and feedback. Of course, they will also need our patience. 

Students will be more anxious than we expect. We can forget that we represent a significant and even scary unknown to many students. They will be trying to figure out what life will be like in our presence. Some students may show far less anxiety than they feel. Other students may act out, seem distracted, or even be defiant as they sort through what to expect in the year ahead. Obviously, we need to do what we can to inform and reassure students about the rich, meaningful experiences we have planned and the accepting and supportive class community we intend to build.  

Student relationships will take longer to develop than we expect. By the end of the previous year, we had developed strong relationships with students. They had learned to trust us, feel free to take learning risks, and depend on us for understanding and support. Unfortunately, the new students with whom we will begin the year will not have had the experiences of last year’s class. They likely have had varying experiences with adults, some of which may leave them reluctant to form relationships. Our challenge is to understand that building relationships will take time and remind ourselves that the investment we make will help the year go better and our students to learn more. 

The beginning of a new school year is an exciting time. Months of discovery, engagement, challenge, and progress lie ahead. However, we must remember that each year, students come to us where last year’s class started, not where they ended. We need to give ourselves space and grace to find our way and our rhythm with this new group of students.

Navigating Change: 5 Strategies to Counter Common Pitfalls

Leadership and Change Management

Navigating Change: 5 Strategies to Counter Common Pitfalls

Deciding to make a significant change in professional practice, confront an unproductive approach, or commit to a new initiative can be a thrilling but daunting challenge. Excitement and optimism are likely to be high at the beginning, but making changes to longstanding behaviors and practices can be hard, time-consuming work. On the other hand, if successful, the changes can transform our work experience, lift the trajectory of our career, and significantly enhance our impact.

Fortunately, many of the travails and traps associated with making significant changes are predictable. Change processes typically share common elements that present themselves in stages. Knowing and anticipating what likely lies ahead can prepare us for what we will encounter. Here are five of the most significant and common change-related challenges and counterstrategies we can employ to defeat them. 

Failing to be fully convinced of what is possible. Self-doubt can be a strong counterforce to achieving meaningful and sustained change. For example, we might say that we believe all students can learn, even at high levels, yet when pressed, we may doubt whether the statement really is true or that we can ensure that all students learn. Our fear can convince us that what we envision is out of reach. Self-doubt can leave us uncertain when we confront difficult challenges or resistance and lead us to abandon our efforts prematurely. 

Counterstrategy: Henry Ford is quoted as saying, “Whether you believe you can or you can’t, either way you are right.” The first step in countering the challenge of self-doubt is to recognize its presence. Naming the doubt and countering the feeling with evidence of wins—even small ones—can be a good start. Self-talk such as “I am capable, I am committed, and I will find a way” can prime the brain for success, especially if repeated frequently. Also, consider partnering with someone who can provide accurate, balanced feedback, identify and reinforce progress, and help you stay centered. 

Failing to build adequate support structures. Early shifts and modifications in practice often lead to early wins and may convince us that some tips and techniques are all that are required. We might even conclude that we can make the changes we envision alone and without the guidance of others who have made the journey before us and without ongoing brainstorming and problem-solving supports. Unfortunately, this mindset can leave us vulnerable to disappointment, frustration, and thoughts of abandonment when we encounter barriers, pushback, and slowed progress.

Counterstrategy: Schedule frequent check-ins to monitor progress and gauge perceptions of how the change is working. Provide opportunities for participants to share frustrations and successes. Arrange for people who are further ahead in the work to share their journey and strategies they used to overcome challenges and barriers. Celebrate learning from missteps and mistakes as well as from wins.  

Failing to set realistic goals. Goals give us a focal point and can suggest tools to measure and judge our progress. Goals can also encourage us to think through what will be required and how much time we will need to see progress and experience success. A feeling that we want to make things better or be more effective is laudable, but knowing where we want to go and what it will look like can help us find the best strategies and approaches. Goals can also help us decide to ignore or abandon distractions and ineffective options, and they can assist us in explaining why we are engaged in the effort. 

Counterstrategy: Long-term and intermediate goals help us to stay focused on where the work is headed and recognize evidence of progress in early stages. Be careful to place primary effort on achieving established goals instead of on interesting but distracting efforts and opportunities. If goal achievement slows, resist adjusting the goals or compromising the vision in favor of examining other strategies and tools. 

Failing to anticipate the challenges of the second stage of change processes. The reality of significant behavior change is that, often, early wins are deceptively easy while later progress is slower and more challenging. Once initial enthusiasm wears off and early progress is achieved, we can become discouraged and uncertain about how to sustain the initiative. Also, our perception of the impact of change varies over time. Known as the Weber-Fechner Law, our perception of progress shifts as we move forward. Larger increments of change are required for us to notice the difference. We can become convinced that progress has halted when, in reality, we are simply no longer noticing the progress or the progress is continuing at a slower pace.  

Counterstrategy: If progress begins to slow, consider whether it is time to shift strategies, develop a new skill, or adopt some new tools. Remember, significant change often requires new skills or new ways of thinking and behaving. Slumps in progress can be evidence that it is taking time to build new approaches and that significant payoffs still lie ahead. Patience and persistence can be powerful resources at this stage in the change process.

Failing to continue learning and adapting. It is a fact that we rarely know all that will be needed to achieve success when we initiate a change. We also cannot anticipate the twists and turns our journey will take. Strategies that seemed foolproof may need adjusting, and assumptions we made will need to be revisited and may even need to be abandoned. Unless we reflect, learn, and adjust in response to what we experience, we are likely to find ourselves stuck and unable to continue moving forward. 

Counterstrategy: We will not know what we need to know at the beginning, so we must revisit and reevaluate as we move forward. New skills, different strategies, and additional tools may be required. Think of the change process as a journey. At each stage, new challenges and opportunities are likely to surface. Our choice to keep learning and adjusting to new experiences and changing circumstances will ensure ultimate success. 

Committing to make a significant change can be an exhilarating prospect. The opportunity to make a new or larger difference in the lives of those who depend on us can be a powerful motivator. However, we need to be ready to counter the challenges and barriers that we will experience. Fortunately, much of what lies ahead is predictable and, with thought and planning, can be overcome and removed from our path to success. 

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Five Everyday Habits That Can Compromise Relationships

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Teaching for Knowledge or Building Skills: When to Choose

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