Wednesday, 8 May 2013

The 'orror of herrors - a webinar summary

What follows is a summary of a recent webinar on errors and error correction by Robin Walker.

Causes - the origin of learner errors
  1. Carelessness
  2. Mother tongue interference - for example, a Spanish learner might say 'John is ill since four days' as a direct translation from his native language.  A Vietnamese learner is likely to omit the verb 'to be': for example, 'I tired'.
  3. Teaching materials/methods used - these can force students to make errors.  For example, 'She told she was on holiday.'  This confusion between say and tell could be a result of the way it was taught.
  4. Overgeneralisation - students may over-use the rules they've learned.  For example, the insistence on third person s can lead to errors such as, 'She must goes soon'.
  5. General order of difficulty
  6. Risk-taking/creativity - the more creative a student is, the more errors he will make.
Correcting students' written errors

As teachers, we are far too ready to put a red pen through something.  In reality, we can't second guess our students and it is presumptuous of us to correct their writing to what we think they were trying to say.  Look at this example of a student's writing:
  • Festival, we'll have hake with crap sauce. - Here the teacher might be tempted to correct so that it reads, 'At the festival, we'll have hake with crab sauce'.   The correction of 'crap' to 'crab' is a fairly safe assumption and it was, indeed, what the student meant.  However, on questioning him, the teacher discovered that what he wanted to say was, 'First of all, we'll have hake with crab sauce'!
We feel so duty-bound to correct that we over-correct, but any error correction is ineffectual if we don't know for sure what the student wanted to say or what caused the error.  

It's a good idea to use a writing error correction code to encourage students to self-correct.  This is the one we use in my institution:


Writing correction code from Andrea Wade

Whichever code we use, we must remember to use the ? more!!  If we're not sure what the student meant, then we need to simply use a ? and ask our student to explain what they were trying to say.

Classifying errors

What can we gain from classifying errors?  Well, it certainly helps to concentrate our minds.  We could, for example, consider two types of error:

LOCAL - e.g. 'They fly to all of the countrys in that area.' - We can ignore local errors.

GLOBAL - e.g. 'What to have abridgement about of the what I did last week.' - These errors impede comprehension.  We should put a ? and go back to question the student.

This scheme of two types of errors doesn't work, though - it's not sophisticated enough.

Here's an alternative:



This is the scheme to have in your head when you're monitoring around the class or when you're marking writing.
Correction methods
a)  Repeating the error
b)  Writing the correct version above the error
c)  Using error codes to indicate the type of error
d)  Reformulation/recasting
e)  Using some sort of gesture to show where the error is
f)  Leaving a slip of paper with the error written on it
g)  Making a note of errors and treating them later
h)  Treating common errors at the end of the class
i)  Limiting correction to certain types of error
j)  Ignoring the error


On the spot

Later


Oral


a)  d)  e)  i)  j)


f)  g)  h)  i)  j)


Written

Don’t do this because students can correct their own work later!


b)  c)  g)  h)  i)  j)


Strategies to use in the classroom
 
1.  Laugh at mistakes
  • Don't laugh at students, but laugh at mistakes together!
2.  Have it back!
  • Give work back without correcting anything.
  • Ask for a re-write before marking anything.
3.  Peer correction
  • Students choose a classmate to check their work before they hand it in to the teacher.
  • The person checking the work signs it.
  • This makes all the students think carefully about mistakes.
4.  Four pen dictation
  • The teacher chooses a 150-word text from a previous unit and dictates it to the class.
  • The student writes what he hears in pencil.
  • When finished, the student checks his writing for mistakes and marks them in blue.
  • The student then passes his paper to a partner who corrects any further mistakes he finds in green.
  • The teacher then corrects in red, or, alternatively, puts the accurate text on the board for students to correct themselves.
5.  Error auction
  • Put the students in teams and give them 'money' to buy correct sentences.
  • Use sentences containing the students own mistakes.
  • Which team 'bought' the most correct sentences?
6.  Error maze

7.  Error lists
  • Students make lists of their repeated errors so that they become more conscious of them.
8.  Flavour of the month
  • Errors that are really irritating to the teacher are displayed on a poster in the classroom.
9.  Error evaluation

Students categorise their own mistakes as follows:
  • A mistake I'm always making and it really irritates me!
  • A mistake I made this time that I thought I'd stopped making.
  • A mistake that I've not made before, but I know how to correct it.  (Great!  Congratulations!)
  • A mistake that I haven't made before and I don't know how to correct it.  (Tell them - it might be from a future lesson.)

Final thought

The three Cs - CCC

Charity - learning implies making errors
Care - as to when and how to correct
Confidence - learner attitude is key


Sunday, 5 May 2013

Promoting CPD in your schools

This was the title of the third in a series of monthly CPD webinars hosted by the British Council.  You can read more about the programme here.

This webinar was presented by Gillian Davidson and what follows is a summary of what she had to say.


 




Why do CPD?

Penny Ur said of CPD, 'It's the difference between five years' experience and a year's experience repeated five times.'

Some teachers never develop - they just keep repeating what they've always done. As educators we need to lead by example and keep on learning.

Benefits for teachers
  • Increased job satisfaction; motivating and interesting.
  • Broader knowledge, skills base and ability to self-analyse.
  • Ability to take control of development and career planning.
  • Develop transferable skills.
Benefits for the school
  • Establish career paths, which make us more attractive employers.
  • Enables us to respond to customer needs effectively and promptly.  This means that we can guide teachers in areas where students want changes.
  • Improved student feedback and staff retention.
  • Enhanced reputation leading to better staff recruitment.
What constitutes CPD?
  • workshops
  • seminars
  • training
  • conferences
  • observations
We need to differentiate between training and development.  
 
Training is required when teachers need to learn a new technique or skill - when interactive whiteboards are introduced to a school, for example.  Training is what you need to be able to do your job.
Development, on the other hand, is what you need to continue to improve in your job.  If you have a school with lots of experienced teachers, training is not such an important part of CPD.
 
What prevents effective CPD?
  1. Time - everyone is too busy!  We need to make time for CPD.
  2. Money - conferences can be very expensive.  Some teachers are reluctant to do CPD if they consider it to be unpaid work.
  3. Difficulty - genuine and effective self-reflection is very difficult!
CPD activities
  • Teacher conferences (e.g. IATEFL)
  • Local CPD groups
  • In-house CPD sessions - attending and running them
  • DOS observations - teachers working together with their DOS to identify areas for improvement
  • Peer observations - one of the most effective ways to learn
  • Pop-in observations - short observations to see a variety of lesson types
  • Self-observation
  • Reflection - via a lesson journal, for example
  • Online support - blogs, portals, publisher sites
  • Idea sharing groups - in school and online
  • Mentor/buddy system
  • Trial one day a week - find something new to try out in class one day a week and reflect on whether it worked or not
  • Shared board in the teachers' room for lesson ideas - the one-page lesson synopses from the British Council, for example
  • Reading
  • New projects - courses, teaching a new level, etc.
  • Action research
  • Writing articles - if you write about something, you think about it more
Remember, a lot of the CPD is FREE!!!!
 
What do we need to make CPD happen?
 
Teachers need to feel excited about development.  We need to create an external culture of CPD in our institutions and, by doing so, we hope to create an internal culture within each of our teachers.  We can't force an internal culture, but we can create an environment which encourages it.
 
Creating the culture
 
We can do this by:
  • Incentivising
  • Creating a clear link between a teacher's performance plan and appraisal.  (CPD must be seen to be expected, not optional.)
  • Showing the value of CPD
  • Rewarding achievement (this reward doesn't have to be financial)
  • Leading by example - the manager should be seen to be taking control of his or her own CPD
  • Analysing the beliefs and behaviours of our teachers to help us to help them to make their plans
  • Acknowledging and encouraging
Individual CPD needs
 
The desire for CPD needs to come from within.  Otherwise, it becomes a 'tick-box' exercise.
  • Performance plans - teachers need to set their own goals.
  • Self-directed - guided by the DOS, but the basis should come from what the teacher wants.
  • Stage of career - a teacher will need more training early on in their career and more development later.
  • Career goals and plans
  • Stage of personal life - there are times when CPD needs to go on the back burner for a while.
  • Feedback - needs to be structured and must acknowledge and recognise effort.
Classifying beliefs, behaviours and performance
If teachers lack confidence, they don't put the effort in because they fear failure. At the other end of the scale, teachers who are over-confident feel they know everything already so don't need to make an effort.  In both cases, performance is poor.  Effort is key to improving performance.  The harder you try, the more you move towards success.
 
We need to consider where our teachers lie on this bell curve and adjust our approach accordingly.  If teachers have no self-confidence, we need to boost it before setting them free with their CPD plan.  Equally, if a teacher is over-confident, we need to control that before allowing them to plan their own CPD.
 
Validity of CPD exercises and activities
 
Any CPD exercises and activities need to be seen to be contributing towards a teacher's CPD.  We can't expect a teacher with 20 years' experience to turn up to a workshop intended for post-CELTA recruits.  They won't see any value in it and they will be turned off when it comes to other CPD sessions.
 
We need to make sure that CPD plans are individual.  It's very unlikely that we'll run a workshop that every teacher in our school or department is expected to attend.  That would be like running an English class for elementary to advanced students.  We need to consider putting our teachers into 'levels' for their CPD, perhaps by using the British Council framework.

We also need to remember that our recognition as managers of a teacher's effort adds validity to any CPD activity.
 
Acknowledge and encourage
  • Keep it simple - some teachers are happy to spend time writing self-reflection notes, but others aren't!  CPD should never be something a teacher resents.
  • Give prompt feedback
  • Recognise effort as well as results - not everything you try works! However, something that doesn't work can be just as valuable an aid to development as something that works really well.
  • Reward - by asking a teacher to deliver seminars to the rest of the staff or to mentor a new teacher, for example.  Make sure, though, that this is considered to be a reward and not simply even more unpaid work!
  • Check in regularly - write annual CPD plans, but meet with a teacher every three or four months to assess progress
Tips for implementing a CPD programme
  • There should be something for everyone - one size does not fit all!
  • There should be a system for aiding reflection.
  • It should be teacher driven - the manager can feed in ideas, but the teacher must agree.
  • Performance issues should be kept separate to CPD.  Once CPD is linked to performance, it becomes unattractive to the teacher.
  • It needs to be linked to an appraisal system.
  • There should be regular meetings between the teacher and line manager when they sit down together at an agreed time.



Classroom based teacher development

This is a summary of a webinar I attended recently.  It was presented by the wonderful Willy Cardoso (@willycard on Twitter).  You can read more on Willy’s blog: authenticteaching.wordpress.com.

So, how can we develop as teachers whilst we are actually doing our jobs?
Observation Tools
1.    Video recorder

Ø  Watch yourself teaching. 
Ø  Record your lesson, or ask someone else to. 
Ø  Give students the camera to record the lesson for you.  Get them to pass the camera around.
Ø  Record activities – group work and pair work, for example.
Ø  Develop a culture of having a camera in the classroom.
Ø  Watch the videos back with the students and talk about what’s happening.

2.   Audio recorder

Ø  Have a mini recorder in your pocket to record secretly.
Ø  Listen to yourself later.  Yes, your voice is horrible – get over it!!

3.   Colleagues

Ø  Peer observations – observe your peers and encourage them to observe you.
Ø  Describe, don’t evaluate.
Ø  Discuss later and ask/explain why things were done.
Ø  Could use these occasions to count things, e.g. number of corrections per student.

Involve Learners 
1.   Give them an observation task

Ø  Use questionnaires or set a specific question, e.g. How many times did the teacher correct me in this lesson?
Ø  Data can be used for learners’ reflection and development as well as the teachers’.  For example, ‘Was there little correction because I didn’t speak very much?’  ‘Am I too good for this class?’
Ø  From the teacher’s point of view, ‘Why did I correct this student more than the others?’  ‘Why does this student think I corrected him only three times when I know I did it six times?’  ‘Should I be more explicit with my error correction?’

2.   Discuss pedagogy

Ø  Everyone thinks they know how to teach!
Ø  Encourage learners to discuss how they’ve learned something other than English.
Ø  Find out what students think about teaching and learning and use the information to help with your own development.

Validity of Bottom-Up Knowledge
Documentation is very important.  Share the knowledge and make it available.
1.   Portfolio

Ø  As a teacher, you should build up a portfolio like an architect or a designer would have!
Ø  You should include – photos, lesson plans, student testimonials, blog articles, videos of your teaching, certificates of attendance, etc.

2.   Blog

Ø  A blog can be your best business card!
Ø  It doesn’t really matter whether it’s good or not, but it advertises the fact that you are a developing teacher.
Ø  You can use your blog to reflect on your lessons.
Ø  A good blog can also show what kind of knowledge you have.
Ø  Blogs bring teaching down to the chalk face – they reflect what is really happening in the classroom and contribute to the body of knowledge of our profession.

3.   Workshop

Ø  Start small – within your own institution or even just for yourself or a few colleagues.
Ø  Share things you find out.
Ø  Try to develop yourself by creating materials that can be useful for others.

Critical Teacher Development
1.   Uncover/unpack

Ø  What is behind what we do?
Ø  What principles and beliefs underlie the metaphors we use to talk about teaching and learning?

2.   Localise

Ø  Localise the lesson in its social and political context.

3.   Be self-critical

Ø  Beware of the Apprenticeship of Observation 
Ø  Our training and development as teachers began with the very first lesson we ever had as a learner.
Ø  Be critical of ourselves – the technology we use, the jargon, etc.

ELT Tomorrow - a summary of Jun Liu's IATEFL 2013 plenary

This is a summary of Dr Jun Liu's plenary on the future of ELT.  You can watch an interview with the man himself here and his presentation in full here.

To talk about the future of ELT, we need to look at the future in general:


The future is already here.  While machines will replace humans in some tasks, they'll also amplify us, enabling us to do things we never dreamed of doing before.  We'll enter a new kind of partnership - one that will shed light on the unique comparative advantages of humans: thinking, creativity, spontaneity, adaptability and improvisation.  Technology has enabled us to multi-task.  We do multiple things at the same time.  So, machines don't just replace what we do; they change the nature of what we do.  By expanding our capacities, they set new expectations about what is possible and set new performance standards.  Our tools change us.

These are the future changes predicted by the Centre for Strategic and International Studies:



For example, the population is increasing in developing countries and decreasing in developed countries.  Clearly, this will impact on English language teaching.
  Leadership Skills


In the past, teachers were responsible for their students only.  Now they need to consider what is going on in other levels and collaborate with their colleagues.

What is the future of education?

We are working in a global learning economy.

'The globalisation of open learning systems..... will change how educational institutions view their roles and will offer new forms of value in the global learning ecosystem.'

2020 Forecast: 6 major drivers of change
  1. Altered bodies - experimenting at the intersection of environment and performance.
  2. Amplified organisation - extended human capacity remakes the organisation.
  3. Platforms for resilliance - creating flexibility and innovation amid system failures.
  4. A new civic discourse - rearticulating identity and community in a global society.
  5. The maker economy - personal fabrication technologies plus open-source principles democratise production and design.
  6. Pattern recognition - an extremely visible world demands new sensemaking.
All of these changes will impact what we do as teachers.

The three domains of ELT

 
All of these fields will be globalised.
 
ELT as a profession
 
The community of skilled practitioners who are actively involved in TESL or TEFL:
  • instructors
  • researchers
  • curriculum designers
  • materials developers
  • teacher trainers
  • administrators
  • tutors
  • test developers
  • policy specialists
Anyone who makes or influences pedagogical choices in the language classroom.
 
Attributes of a profession
 
From Elliott Judd's 40th anniversary TESOL presidential plenary:
  1. Has a body of knowledge
  2. Has a prescribed regime of licensing for members
  3. Sets a code of ethics and standards
  4. Has authority
  5. Has autonomy
  6. Has power
  7. Has status and privilege
  8. Is altruistic and serves the public
  9. Is a full-time lifelong commitment
  10. Forms professional associations
Not that long ago, most English language teachers had no training whatsoever.  Now, there's lots of training available.
 
What's affecting the future of ELT?
 
To try to predict the future of ELT, Jun Liu looked at more than 40 years' worth of articles published in the TESOL Quarterly journal and identified the top ten issues affecting our profession:
  1. Language skills
  2. Language knowledge (including grammar and pronunciation)
  3. Methodology
  4. Language learning and the learners
  5. Language policy
  6. Language use - sociolinguistics
  7. Assessment
  8. Teacher development and education
  9. Curriculum and materials design
  10. Second language acquisition

There are four recurrent themes which are all inter-related:
  1. Language policy/standards
  2. Language learners and learning
  3. Curricula and teaching materials
  4. Teacher learning and development
We are in a time of migration and globalisation.  We need to redefine the role of English and legitimise varieties of native English.  We need to consider intelligibility and cross-cultural appropriateness.

'The majority of human interactions do not involve an English native speaker.'
Graddal 2006
 
74% of communication in English is NNS to NNS.
 
Redefining English
 
We have so many types of English now as identified by the following acronyms:
  • English as an international language (EIL)
  • English as an world language (EWL)
  • English as an global language (EGL)
  • English as a lingua franca (ELF)
  • English as an additional language (EAL)
  • English as everyone's language (EEL)
The majority of English language teachers are NNSs.

English for young learners (EYL) is a growing area.  These students are digital natives and teachers need to adapt to this.  Learners often have no interest in activities that don't have the same excitement as a computer game.

We need to introduce varieties of English that teach global/inter-cultural competence.  We need to understand who our students will be communicating with.

The six abilities of a competent English teacher

1. Make constant and effective changes

We need to try new practices in order to question our beliefs and perhaps change our behaviour.
  • Innovation will drive success
  • The qualities and skills that define a successful language professional today may be entirely different by 2020
  • Strive to cultivate adaptability and effectiveness
  • Resist relying on practices and assumptions merely because they were acceptable in the past
English teachers are constantly challenged:


 
2. Learn and speak at least one other language
 
In the future, companies will employ more bilingual or multilingual employees so there's a threat to native speakers growing up in the USA or UK.  If they don't learn a second language, they might lose out to multilingual applicants from overseas.  So, there's a huge need for learners to know more than one language and it's useful for teachers, too.  Plus, learning another language puts you back in the role of learner and gives you more empathy for your students.
 
3. Teach less to maximise learning
 
'Learning is most effective when the learner is the initiator of the learning process.'
McLean 1980
 
Our role as a teacher will change to become a:
  • scaffolder
  • supporter
  • facilitator
  • conductor

We will help students to explore the learning process rather than teach them what to do.  Students find learner-centred teaching intrinsically motivating.  Teachers should gradually move towards more non-directive approaches.
 
4. Teach English in at least one subject area
 
We're not just language teachers anymore.  Teachers who are knowledgeable in at least one other subject will be more employable in an increasingly competitive job market.  We need to have an integrative perspective on the role of English in the classroom.  General English teachers at tertiary level might not have jobs in the future as high school students enter higher education with IELTS band 7+ already.
 
5. Familiarise oneself with new learning and teaching modes
 
We need to be technologically prepared to work with digital natives.  We need to reimagine ways of learning and teaching English:
  • handheld learning
  • e-learning
  • classroom technology
  • digital textbooks
  • digital English - extensive exposure to English input
  • net-based teaching
  • digital teaching resources
6. Ensure learning outside the classroom
 
We need to break the association between learning and schooling and create learning opportunities for our students outside the classroom:
  • online learning
  • self-paced learning
  • one-to-one learning
  • handheld learning
  • mobile learning
  • collaborative learning
  • time-shifted learning - any place, any time
  • synchronous/asynchronous learning
  • blended learning
 
#eltchatters discussed Jun Liu's 'Six abilities' on April 17th.  I summarised the chat here.
 
Final thoughts
 
Changes are inevitable - we need to prepare ourselves for them.  We need to turn our original pyramid upside down.  After all, teachers are leaders too!!