“Every day do something that will inch you closer to a better tomorrow.”
This time of year there is an increase in gym membership, diets begin and all the other New Year resolutions that we have put off during the year come into action. We decide – it’s the 1st of January – this is when it all kicks off. Really, who are we kidding? How many of us honestly stick to our New Year resolutions?
For a few years now, I have stopped setting resolutions, concentrating more on setting professional and personal goals throughout the year. I make the goals more specific and realistic; in a way that they do become achievable.
I had the pleasure of speaking to managers at a conference during the autumn and another speaker blew me away because of his inspirational views and the goals that he set himself. This motivational person is Jamie Andrew.
It is an honour to have Kathy Brodie as my final guest post of 2012.
Kathy is an early years trainer and consultant and a lecturer in Early Years at Stockport College. She also undertakes coaching and mentoring, for practitioners with the Early Years Professional Status(EYPS).
Kathy has had articles in many publications as well as a chapter on Personal, Social and Emotional Development in ‘Early Years for Levels 4 & 5 and the Foundation Degree’ edited by Dr. Francisca Veale (Jan 2013: Hodder Education). Her book ‘Observation, Assessment and Planning: Bringing it All Together’ will be published in May 2013 by Open University Press.
“Many people with EYPS are currently worried about the future of status and the impact this will have on their personal and professional development. This is in response to the Nutbrown review which has put forward the suggestion of an early years teaching qualification replacing the EYPS (Nutbrown, 2012:8).
However, even though there […]
“Truly great leaders spend as much time collecting and acting upon feedback as they do providing it” Alexander Lucia
As of late I have been very busy delivering supervision training in line with the revised safeguarding and welfare requirements of the EYFS.
One issue that comes up time and time again, irrespective of whether the delegate is a manager or owner, is that they receive no supervision or have a one-to-one with anyone. This is the same whether their setting is in the private, voluntary, independent or maintained sector.
This worries me slightly, as I believe that this should be in place for many different reasons: to discuss leadership and management issues, to focus on their own personal and professional development and, more importantly, to discuss how they support staff to make a difference to children’s learning and development.
Over the years I have coached, mentored and carried out supervision with managers and owners, with a focus on […]
It is my pleasure to have Jan White as my guest blogger this week. Jan is fascinated by outdoor learning and play and the many benefits that this brings. She works both nationally and internationally to advocate and support high quality outdoor provision for services for children from birth to five. With twenty-eight years’ experience of working in education, she is author of Playing and Learning Outdoors: making provision for high quality experiences in the outdoor environment (Routledge, 2008), and Making a Mud Kitchen (Muddy faces 2012), editor of Outdoor Provision in the Early Years (Sage, 2011), and Jan also collaborated with Siren Films to make the award-winning training DVDs Babies Outdoors, Toddlers Outdoors and Two Year-olds Outdoors (Siren Films, 2011).
Learning Outdoors in Early Childhood: An opportunity to dig deeply into the why, what and how of playing and learning outdoors for young children from birth to five!
Cooking up something wonderful!
Jan writes […]
“If you do what you’ve always done, you’ll get what you always got.” Mark Twain
It was refreshing to see that the revised EYFS, Safeguarding and Welfare Requirements has a legal requirement that all settings should have adequate systems relating to how they supervise staff.
A number of my clients (some, currently have robust supervision measures) state that they already have supervision arrangements in place. However, when I ask for clarification this is not quite the case. Generally, what they do have is an adequate appraisal system. (This, indeed, should be in place.)
But it is important that we differentiate between supervision and appraisal; after all from September 2012 settings will need to have clear evidence, especially to show Ofsted how they supervise staff.
To help settings with this, I have attempted to define what these two terms mean:
Supervision: Focused professional and personal dialogue-empowering staff
Appraisal: Formal management evaluation of job performance
From a historical viewpoint we need to analyse the […]