“It’s time for a round of peer observations”
Why is it that this extremely helpful sentence always sounds like anything but? Sadly, mentoring, buddying, peer reviewing – whatever your school calls it, often has the appearance of adding an extra layer of stress and scrutiny to an already stressful and scrutinised job. Well, it doesn’t have to be this way…
Initially designed for busy times when there is no cover available for your classes, the Ghost observation allows you to be… well, a ghost. Yes, this is an observation during which your class is not observed by anyone.
However, there are some really interesting and positive twists on a regular observation here. In brief:
- The forms involved encourage and directly prompt reflection, but the pre-lesson form also allows for the teacher to think about the class itself before it has happened – meaning that a greater degree of objectivity can be achieved before thoughts are (often) distorted by the way that the class has gone.
- No observer = a “normal” class. That phrase “They were far quieter / less communicative etc… because you were in the room” has no place in a ghost observation.
- Feedback is objective – the “observer” hasn’t observed anything, so they only have your own thoughts to go on, rather than a prior knowledge of student behaviour from having taught / met them before.
Sound interesting? On to the procedure….
- The teacher completes this form Pre-Obs Form and gives a copy to the “ghost” observer
- The teacher teaches the class
- The teacher completes this form Post-Obs Form and gives a copy to the “ghost” observer
- The “ghost” observer reads both forms and organises a time to sit down and discuss these with the teacher. In the discussion – as with conventional lesson feedback – advice, tips, frustrations, joy and completely unrelated things(!) can be discussed.
- Everybody is happy.
With the exception of number 5, this should run like clockwork. Having had a go at this, I can say that I got an awful lot out of it – which wasn’t exactly what I expected. I strongly urge you to have a go – or talk to your manager about having a go. If you do, then please let me know how it goes!