We recently had a fantastic conversation on The School Leadership Show with Jenn David Lang and the insightful Tara Link about the crucial topic of new teacher induction. This episode delved into Harry and Rosemary Wong’s latest book, “The New Teacher Induction Book, How to Recruit, Train, and Retain New Teachers”, and also highlighted Tara’s extensive experience and her own recently published book, “Teacher Induction That Works: A Lasting Impact From Day One”. If you’re a school leader, aspiring leader, or anyone invested in the success of our educators, this is a must-read!
Why the Focus on New Teacher Induction?
As Tara Link pointed out, we’re currently facing a nationwide challenge in both recruiting and retaining teachers. With difficulties in attracting new individuals to the profession, it becomes even more critical to hold on to the dedicated educators who do enter the field. The statistics are sobering: on average, 11% of first-year teachers leave by the end of their first year, and a staggering 20 to 40% leave within their first five years. This underscores the urgent need to focus on providing robust support for our newest colleagues.
Jenn highlighted that approximately 50% of teachers receive no induction at all. While schools often have a welcoming process, a comprehensive, extensive, and sustained system of support is essential rather than leaving it to chance. Being a new teacher is inherently difficult, often involving a significant gap between expectations and the realities of the profession, with challenges like classroom management consistently ranking high. Furthermore, the pathways to teaching are becoming more diverse, with individuals entering from other fields or transitioning from different school roles, each bringing unique needs.
Key Themes for Effective Induction:
Drawing from the Wong’s book, the conversation highlighted three main themes vital for successful new teacher induction:
- Collaboration: Collaboration is crucial for helping new teachers feel part of the school culture and develop a sense of belonging. This includes support from instructional coaches, mentors, and leadership, fostering teamwork and connecting them to the broader mission of the school. The Wong’s offer concrete suggestions like veteran teachers simulating the first day for new colleagues. Tara Link emphasized that this social induction should begin as soon as a contract is signed.
- Tailored Professional Development: Professional development for new teachers should be grounded in the basics such as classroom management, lesson planning, and student engagement, rather than solely focusing on the latest educational fads. It’s essential to provide clarity around expectations at the grade, building, and district levels. Moreover, follow-up opportunities are critical to ensure that new teachers can implement what they’ve learned with ongoing support.
- Comprehensive Multi-Year Approach: Effective induction goes beyond a brief orientation; it requires a systematic and intentional multi-year approach. Tara Link shared her experience with the SHINE program (Supporting, Helping, and Inspiring New Educators) in the Moberly School District, a two-year initiative that has become deeply embedded in their district culture.
The Power of the Stay Interview:
A particularly insightful point from the Harry and Rosemary Wong’s book was the emphasis on “stay interviews”. Unlike exit interviews, which happen after a teacher has decided to leave, stay interviews are conducted early in the school year (as early as October or November for new teachers) to understand why teachers are staying and how leaders can better support them. This proactive approach allows for timely intervention and demonstrates that the school values its new educators. Tara Link confirmed the critical importance of constant check-ins and feedback for new teachers.
Practical Strategies for Leaders:
Tara Link offered several practical, replicable strategies for school leaders:
- Model the Behavior: Leaders should be what they want to see in their teachers.
- Intentional Connections: High school principal Deb Hey implemented a weekly “New Here Huddle” – a brief after-school meeting for new teachers to connect, ask questions, and receive quick professional development. This simple initiative has had a significant positive impact.
- Resource Creation: Develop a readily accessible resource answering frequently asked questions for new teachers, covering everything from attendance to district policies.
- Seek Feedback: Regularly check in with current and former first-year teachers to understand their needs and what support was most helpful.
- Utilize Existing Expertise: Highlight and leverage the strengths of experienced teachers by involving them in supporting new colleagues.
Start Small, Make a Big Impact:
For those feeling overwhelmed by the prospect of building a comprehensive induction program, Tara Link offered encouraging advice: “Just pick one place to begin”. Whether it’s creating a resource, finding opportunities for classroom visits, or scheduling regular check-ins, small, consistent steps can lead to significant impact over time. She suggests “plus oneing” your current efforts – identifying one area where you can enhance support for new teachers.
This podcast episode provided invaluable insights into the necessity and practicalities of comprehensive new teacher induction. By focusing on collaboration, tailored professional development, a multi-year approach, and proactive support, we can create environments where new teachers feel valued, equipped, and inspired to stay and thrive, ultimately benefiting our students and the future of education.
Be sure to check out both “The New Teacher Induction Book” by Harry and Rosemary Wong and “Teacher Induction That Works: A Lasting Impact From Day One” by Tara Link for deeper dives into this critical topic!
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