Heading into 2020, our AVID Schoolwide program was stronger than ever and continuing to grow. We knew we had to be intentional about keeping that momentum alive, despite any changes and challenges caused by the pandemic.
1. Sustain the AVID Culture During challenging times, teachers do not need one more thing on their plates, so we committed to no new initiatives and even paused several previous initiatives.
- All professional development and meetings were related to AVID, with the expectation that the strategies learned in the professional development were tried in the classroom afterwards.
- We also made certain that all information in our advisory classes was tied to AVID or integrated AVID strategies (with a specific focus on organization, e.g., binders and agendas).
- Teachers were expected to integrate WICOR® strategies into their lessons on a regular basis. This expectation was reinforced and documented using an intentional focus on classroom instructional support from the AVID Coordinator, administrators, and the AST.
2. Shift Perspective
Change is difficult, so we began the year with a new mindset and commitment to pivoting. (Pivot became our one word during 2020.) - We began the year with a staff meeting that focused on our need to pivot from the “norm” into our current reality of teaching and learning during a pandemic. The importance of pivoting and examples of how staff members pivoted were highlighted at each staff meeting or training.
- Teachers were given permission to let go of the typical way of doing/thinking and tap into their own creativity in order to support new ideas and innovation.
- We intentionally and regularly celebrated all the creative and innovative shifts in education due to our pivot. We created an online database where teachers could share and obtain instructional technology lesson ideas and strategies.
3. Maintain Momentum (Incentivize/Encourage)
In order to maintain momentum and recognize our AVID teacher leaders and implementers, we celebrated, rewarded, and encouraged on a daily basis. - Teachers are highlighted (and celebrated) each week in the school newsletter for their implementation of WICOR strategies.
- During staff meetings, teachers receive our school Mission Token for being AVID models. Administration celebrates their success with AVID implementation and describes and shares the ideas that were observed. These ideas were also documented in our AVID WICOR walk-through database.
- With each WICOR walk-through completed by administration, teachers' names are entered into a drawing and at the end of the month, a WICOR winner is drawn. That person receives a $25 Amazon gift card (sponsored by the PTSO).
- We made an effort to be in classrooms each day (both in-person and via Zoom) to informally praise students and teachers for their AVID implementation.
4. Provide the Resources to Support a New Digital Environment
Teachers were quickly asked to shift to a complete digital environment with very little time to prepare; therefore, we quickly purchased several technology platforms and provided corresponding professional development. Several platforms that easily transformed our paper/pencil AVID strategies into a digital format are: - Padlet: An excellent resource for digital collaboration and reflective feedback.
- Nearpod: Used for interactive lessons, virtual field trips, student presentations, and collaboration.
- Pear Deck: Assisted in helping teachers present lessons in an interactive and engaging way, while also helping students with organizational skills.
- Kami/Jamboard: Effective and efficient tools to support Focused Note-Taking and Critical Reading Strategies.
5. Support, Support, Support! (Instructional and Emotional)
Teachers demonstrated increased levels of stress, discontent, and anxiety based on the multiple challenges caused by the pandemic, so we systematically found ways to lower stress and increase support. - We focused on encouraging teachers to let go of all the things they couldn’t control and instead focus on what made students (and themselves) feel happy and energized.
- Administration organized quarterly check-ins with each individual teacher to assess their well-being and to determine what specific resources and support each employee needed.
- We continued weekly WICOR walk-throughs and observations but only provided written and verbal feedback and support without scoring/rating in order to remove the pressure and focus more on coaching and celebrating.
- We provided teachers extended lunch breaks and additional early release days for planning and mental health supports. This school year, because of the significant schedule changes, all teacher preps were eliminated during the school day.
Did you enjoy this article? Review AVID’s Site Leaders blog archive for more great content and advice from AVID Principals.
