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Uncategorized

eTip of the Week: Use Analogy Prompts for Formative Assessment

August 17, 2022 by Website Ninja

Exit tickets are a great way to formatively assess student understanding of content at the end of a lesson. Utilizing analogy prompts as an exit slip is a strategy that will not only provide you with feedback on student learning, but can spark further student conversation about topics. After designating the topic, ask students to come up with an analogy to explain what the concept is like and why. Not only will you be able to gauge understanding, but you can also assess the level of understanding as well.

Filed Under: Uncategorized Tagged With: assessment, Curriculum, Instruction, leadership, standards

eTip of the Week: Share One Goal You Have For Your Students and One Goal You Have For Yourself

August 10, 2022 by Website Ninja

Whether you are about to embark on your first year teaching or your twentieth year, the beginning of the school year brings forth so many things to look forward to. Setting goals provides us the opportunity to stay focused and to continue to achieve great things throughout the year. What is one goal you have set for your students and what is one goal you have set for yourself this school year?

Filed Under: Uncategorized Tagged With: assessment, Curriculum, Instruction, leadership, standards

eTip of the Week: Inform Instruction With Formative Assessment

May 19, 2022 by Website Ninja

A quick formative assessment before, during, or after instruction can inform your next steps in planning for your students. Implementing formative assessments allows you to assess where your students are at and plan reteach or enrichment activities as well as determine what level of support is needed moving forward. When you formatively assess students, providing a low-stakes assessment such as an exit slip, think-pair-share, or 3-2-1 summary will engage students and enable them to demonstrate their learning.

Filed Under: Uncategorized

Happy Holidays from CLI!

December 1, 2020 by cliweb

Family News

It’s been a crazy year for everyone, but during the holiday season, we like to celebrate the great times we had. Social distancing may have limited our ability to gather, but we have a lot to be grateful for!

Emily smiling and saying Happy New Year

EMILY MAKELKY

Vice President, Consultant,
& Media Specialist

We welcomed our second child into our family in May!

    Ilah waving from inside a snow globe

    ILAH GILREATH

    Manager of Administrative Services

    We thoroughly enjoyed spending time with our grandkids and watching our grandson play football.

      Leslee pictured in a Christmas ornament

      LESLEE EULER

      Central Office Manager

      Top golf was the location for our family to celebrate some special birthdays.

        Margie waving Merry Xmas on Christmas ornament

        MARGIE SIMMONS

        Consultant

        In August, we had a wonderful time at our son and daughter-in-law’s wedding!

          Rhonda as bitmoji waving through Christmas wreath

          RHONDA RENFRO

          Consultant

          We gathered with my siblings and their spouses for a fun evening. I also visited the cute Makelky girls!

            Stacey as Christmas elf waving saying Happy Holidays

            STACEY BRUTON

            President & Consultant

            Our family made a trip to Florida in February to celebrate the wedding of our son and his wife!


              For a fun activity, try our CLI Crossword puzzle. You may need to explore cliweb.org to find the answers. When you think you have it, submit your answers here for a chance to win a Curriculum Ninja coffee mug and sticker!


              To all of our friends in education, we truly hope you have a relaxing holiday season and healthy new year!

              Filed Under: Uncategorized Tagged With: Christmas, Holiday

              Use School District Experts for Local Professional Development

              April 2, 2019 by cliweb

              Here is How and Why it Works

              Click here for a printer-friendly version.

              Similar to meeting the varying needs of students in the classroom, it is also difficult to meet the staff development needs of teachers within a school building or throughout a district.  Some teachers are more experienced in the area of technology while others are well versed in classroom management.  Why not utilize the individual strengths of staff while providing local professional development?  The simple solution is to have resident specialists share their expertise with their peers in a casual, learning environment of his/her classroom. 

              A starting point for this process is to have each teacher designate his or her professional strengths.  Some teachers are naturally more comfortable at presenting in front of others so make sure to ask if they would be willing to share those skills with their peers.  Then, have teachers identify some areas where they want to grow.   If the instructional coach or professional development leader is already aware of some areas of need, then a checklist can be created in advance so the teacher can complete and return it to the building leader.  A Google Form is a quick and convenient way to gather this information.

              Once the building leader identifies the top areas for training, provide the teachers with a list of five to six topics.  Have each teacher identify his/her top priority in the topic list
              with a one, followed by the second choice with a two, etc.  This information is used to determine the top four topics.  Save those with fewer votes for future professional development.  The next step is to ask the willing staff members to provide a mini-lesson over key points of the topic.  Some, especially areas of technology, may involve a team teaching atmosphere, so keep in mind there could be more than one teacher comfortable providing instruction in a high priority area.  Do not leave out possible leaders.  Newer and veteran teachers can provide fresh ideas and best practices for sharing.                       

              Providing the presenters adequate planning time for their mini-lessons is essential, too.  Schools have funds set aside for professional development, so use some of this money for a floating sub to cover classes throughout a day, to provide an extra plan time, or draw on after-school hourly pay to compensate the presenters for their preparation work.

              As teachers, we have to remember that giving our students too much information at a time can often be overwhelming to our learners.  When planning the staff development mini-lessons, twenty-five minutes is just enough of a sample to keep educators’ interest without losing them.  Half-days of professional development are ideal for this format.  A sample schedule appears below showing how four groups rotate through each session.

              There are times when it is necessary to bring in the experts, but sometimes the experts are already there.  Not only is this type of staff development cost-effective, but it also provides an opportunity to build support networks across a district.   Having a local expert available allows additional support opportunities for reinforcement.  Consider the following suggestions for follow-up: 

               1.  In a staff meeting, have teachers share how the implementation of the new information impacted their classrooms.

              2.   Provide an opportunity for those interested in learning more to observe the presenter using the content, technology, or strategy in action. 

              3. Designate a question/answer time at the next professional development day for learners to ask further questions of the presenters. 

              All of these suggestions can help teachers keep new skills fresh. When educators are allowed to assist with the planning, implementation, and follow-up of their professional development opportunities, they will be more likely to use the knowledge and skills to increase student achievement.

              Filed Under: Governance & Leadership, Uncategorized Tagged With: professional development

              The Why of CLI and How to Find Yours

              January 8, 2019 by cliweb

              Click here for a printer-friendly version.

              Simon Sinek, marketing consultant, and motivational speaker uses a model for “inspirational leadership” where at the center of three circles is the “golden circle;” essentially, the “why.”  With his book, Start with Why, Simon Sinek provides examples of how famous leaders communicated their why and were able to have success when others were unable. The principles they used can apply to individuals, small groups, or even conglomerates.  For example, a company has a Why, each team in that company has a Why, and every individual on that team has a Why.

              The WHY of any organization isn’t about making a profit. Instead, it is the purpose, cause, or overall belief of the group.   It is not uncommon for an organization to confuse the WHY with another circle, the HOW or the WHAT.  Members of the team may not even know WHY they exist because the focus is on making a product or how to provide a service.  But, make no mistake that the WHY is the reason an organization exists.  Clearly communicating the WHY is the best chance one has to get all interested parties involved. 

              The HOW sets an organization apart from others that share similar characteristics.  It is a unique twist on a service or product that could provide a step above competitors.  Most affiliated with the organization understand the HOW because there is considerable energy there to create the best WHAT possible.

              Finally, the WHAT is known by all in the organization.  Whether it is a product or service, people naturally look at the end result.  In this case, the WHAT is the outer circle. 

              In all types of work, change must take place to keep up.  Providing a strong reason for making a change, and communicating it clearly with staff, will ease much of the pushback from those the change will effect.  Providing your “why” will hopefully inspire staff to follow because they will have a purpose.

              The WHY of CLI

              Identifying the parts of your Golden Circle can be easier by seeing a relatable example. Refer to the one below showing the WHY, HOW, and WHAT for Curriculum Leadership Institute.

              Finding Your Own Why

              Authors David Mead and Peter Docker have published the book Find Your Why to assist organizations in digging deeper to determine the Why.  They believe a good Why statement is

              • Simple and Clear for understanding and sharing with others.
              • Free of Whats but includes the real reason people love the organization. 
              • Includes a Human Service Component and Impact for Others.
              • In Affirmative Language to provide inspiring words.
              • Important to Feel Right.

              The first step in creating a Why is to fill in the blanks:  To _____ so that _____.  The first blank should include the contribution intended for others, and the second blank should be the impact as a result of that contribution.  It could take a few drafts to find that perfect Why, so have your pencil sharpened and revise until it resonates and feels right!   Here is a shortened example from CLI’s Why to get you going.  To impact learning for students through professional development so that students receive a quality education.

              Why Even Have a Why?

              While it may be difficult to determine your Why, it is critical for clarity of a focus and vision. There is a reason the Why is the golden circle in the center of all of the circles. Once the Why is identified, it becomes part of the culture.  Developing strategies, hiring employees, and communicating with a purpose will be simpler once the Why becomes the focus for all.

              Filed Under: Governance & Leadership, Uncategorized Tagged With: belief, cause, change, culture, golden circle, impact, inspire, leadership, purpose, why statement

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              Curriculum Leadership Institute
              PO Box 284,
              McPherson, KS  67460
              620-412-3432

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