3+3: Debriefing Wonder Walks

If you're asking yourself (or the screen), "What are Wonder Walks??", then you definitely need to find out more by seeing my last blog post.  It is there that I explain all of the logistics to Wonder Walks.  So...  click here...  go read the post.... 

And now you might be asking, "And what does the debrief look like?"
Great question!  Remember that the debriefing portion of the Wonder Walks is likely the most important part of the whole process, not only because it holds teachers accountable for their attention to instruction during the observation time, but also because it can encourage deep, thoughtful discussion about quality teaching.  And HOPEFULLY great practices will be replicated across the campus.  This is the best kind of professional development you could ask for:  in-house, student-based, and actionable!   So let's get to it:

3+3: Debriefing Wonder Walks

You might be wondering what is meant by "3+3 Debriefing".  This is a super simple way to keep in mind how to structure your meeting:  3 ways to gather teachers, plus 3 parts of the debrief.

Three ways to gather teachers

1. Hold a campus faculty meeting.  Obviously,  a solid option is to hold a campus faculty meeting to debrief these wonder walks.  If you're planning to hold a campus faculty meeting, you'll need to ensure that teachers are seated in a way that promotes active engagement.  Be as proactive about this as possible.  To see ways to actively engage the audience, see Part 2 of "Three Parts of a Debrief" below.
2. Implement grade level team meetings.  Of course, if you want a more intimate setting, grade level meetings with fewer participants is a viable option.  What's great about meeting as a grade level is that teachers are able to share what they've seen both in each other's classrooms, but also in classrooms outside of their grade level.  As a grade level, teams can determine next steps as a whole group.  This can promote accountability and build capacity.
3. Host vertical team meetings.  Another great option is to gather teachers from various grade levels as a vertical team to debrief.  Doing this allows you to be very strategic about who you group together from each grade level.  Ideally you would gather one or two teachers from every grade level. 

Three Parts of a Debrief

Part 1:  Setting Norms
When you begin your meeting, it will be important to set some norms with colleagues.  This should be simple and brief so that you can move on to the "meat" of the meeting.  Begin with the goal of the Wonder Walks.  It might sound like this, "Remember that our goal from wonder walks was to peruse classrooms to glean wonderful instructional strategies and determine ways to replicate or modify these strategies across classrooms."  After the goal has been restated, ask teachers what three or four things the group can agree to as you begin a deep dive into the data collected.  Be sure teachers are stating only positive norms.  For example, "We will share only positive statements", or "We will remain kind and respectful toward colleagues," or, "We will have an open mind..."  Setting norms in this way can help build collective efficacy among staff.

Part 2:  Deep Dive
And now it's time for the MEAT of the meeting!!  There are so many ways that a team can go about diving into the data collected from Wonder Walks.  Any of the instructional strategies from Jim Knight's The Instructional Playbook, or other strategy lists, can be used during this time.  (If that's the case, your deep dive benefits teachers two-fold:  a discussion on practices observed AND experience with modeled instructional strategies that can be used with students!)  No matter the structure or format you choose, this time is spent allowing colleagues to converse and collaborate with partners or teams in an interactive and engaging way.  The best way to get teachers to truly dig deep is to ask the right questions that keep them focused on INSTRUCTION.  Those might sound something like this:

• How do the instructional strategies noticed in other classrooms relate to what you practice in your own classroom?  
• How did these Wonder Walks energize you as an educator?  
• In what ways did you notice students actively engaged in the work they were doing?  How did the teacher make this possible?
• What instructional ideas did you gain from Wonder Walks?  How can those ideas be implemented in your classroom?  What ideas have these instructional practices sparked for your own classroom?
• What is a tool the teacher used that made his teaching more effective for students?
• What language did you notice being used and how did students respond to this language?

You'll want to be certain that you don't leave it up to the questions to do all the work, though.  Migrate, facilitate, and push teachers to dig deeper.  You might even noticed yourself pushing the conversation by simply asking, "And what else??"

Part 3:  Call to Action
While the Deep Dive is the heartiest piece of the meeting, the Call to Action is the most  important piece.  For it is here that teachers decide what it is they will add to (or take away from) their teaching practices.  Just as you asked questions during the deep dive, you'll ask questions as you probe teachers to bring action to their thoughts and ideas.  The questions suggested below stem from the work of Michael Bungay Stanier and promote growth both professionally and personally.

• What's on your mind now that you've taken a deep dive into the data from Wonder Walks?
• What do you want for your own classroom instruction?
• What is at least one thing that you think you will immediately implement in your own classroom?
• What was most useful for you here today?

What does 3+3 equal??

Pure bliss???  Why, YES!  That is, of course, IF YOU take the next steps to coach teachers to keep doing the great work.  In order for the coaching to naturally take place, you'll want to know what teachers' are taking from the Call to Action.  How could they jot their take-away ideas down in a way that is visible, not only to themselves, but also to you as an instructional leader?  Perhaps you include a form that allows them to request support from an instructional leader before they even leave the meeting.  In this case, get to the teachers that DO request support as soon as possible and begin some coaching conversations with them.  For others that do not immediately request support, give a good portion of time for them to put some of their new ideas in place.  Then make a point to check in with teachers, casually and individually, to see how their new practice has been going.  

I can't wait to hear about how 3+3 equals pure bliss in your schools and classrooms!  Reach out to share how you've found this to be effective!