Korean Job Discussion Forums

[tanklor1]

I've recently been promoted to Head teacher status and I've been asked to straighten up the staff. The staff's main problem is their teaching style. I have spoken with the higher ups about this and we both agreed that it's a good idea to hold demo classes to share ideas with eachother.

It's a good plan but I fear that some of my staff members will scoff at the idea and just ignore it. How can I use my position to help correct teachers who are not towing their line?

Open to any and all recomendations.

[Dodgy Al]

Don't do demo classes. Rather, organise a peer-observation program. Initiate this with the backing of your managers so that the observation counts as a teaching hour. One teacher observing another teacher, perhaps once a month, with a 5-minute break before the end on the class, so the teachers can discuss what happened. Avoid management interference in the program.

Good luck in your new position. Treat your teachers with respect and they will give it back (usually).

[tanklor1]

Interesting idea, do you any experince in this yourself? If so how was it?

[Mr. Pink]

I see a few problems emerging from your new promotion:

First, you used to be "one of the guys" but now you are in a position of authority. It will take some time for them to get used to this. Don't forget you are now in this position, which means no buddy buddy with those other teachers. What will you do when they don't listen to you? It could make for an awkward working environment if you go about your job in the wrong way. I would suggest gradual changes and have staff meetings where you tell them why the changes are taking place and how the changes will benefit the workers. Remember, people hate change, but if you sell it like they will benefit, it is an easier medicine to swallow.

Second, most "teachers" are not really teachers, and thus have a hard time taking criticism, even if it is helpful. I don't really know how you can deal with this. The way I used to deal with it was: no re-signing for those who do not want to improve their craft and would fight me at every turn when I would give suggestions. Teaching is an art which always needs to be honed. Anyone who proclaims they don't need help, well, they need a kick in the ass. As a young 20 something new to Korea that was me too, I thought I "knew everything" and wouldn't listen to advice. Thankfully I realized I was wrong and started seeking advice. Are you a trained teacher, or are there any trained teachers working there? That might be a first step. I know I would have listened to a trained teacher over someone with a year or two more experience than me. Yeah, that young 20 something headstrong way of thinking probably exists a lot huh?

Demo classes are good. Back when I was head teacher I used to make new teachers watch me teach and others teach. Then I would talk to them and ask what they liked, didn't like, did they see what was engaging, what wasn't etc. They also get to see classroom management in action. When you start at a new place of employment, getting a feel for that is really important.

Also, if you watch some of the other teacher's classes and raise questions about their teaching style. Get them to think about what they are doing and why. You might see some just don't have a clue, or some don't care, but hopefully you can help them out.

[tanklor1]

Observing classes may be the way to go, it's more work for me but it's a slightly smaller pill to swallow than calling for a demo class out of the blue.

At least at first.

I was once one of those twenty-something-know-it-alls and I hated being critized on anything, but I had enough common sense to listen to the advice and apply it to the way I teach.

[Dodgy Al]

I was head teacher for a while, but it was a small hogwan, with great teachers. The managers were not interested in anything I did, and I did not make the position any bigger or harder than it needed to be. Every place has different expectations. I was handed the 'prestigious' PK classes to teach. I also took it upon myself to organise special advanced discussion classes, and I created standardised speaking tests for all levels. Consider doing things that will enable professional development, and built up your teaching portfolio.

Get them to outline exactly what they want from you, and explain what you would like the position to be. Many head teachers get stressed because they are stuck in the middle. As they are asking you to straighten up the staff, it sounds like this is the position you are going to find yourself in. I would recommend making the position more of an academic head-teacher, rather than a 'whitey-wrangler'.

[FUBAR]

What kind of place are you teaching at? Hagwon? What are the age/level ranges of the students? How many students per class? How many teachers do you have there? Can the director speak English? What necessitated the desire for change? How long have the teachers been there? Are you the most senior member? Is management willing to listen to your suggestions or do you feel that you were merely the only teacher that agreed to help them implement their plans?

These are just some of the questions that need to be answered before you can really get the help needed. Just remember, that changing organizational culture is not easy and it cannot be done radically. Not unless you're director is willing to just fire anyone that isn't willing to adapt to the new policies.

A quick word of advice. I'd stay away from demos entirely. They don't really prove anything in the context that your director would like it done. I like the idea of having others observe classes. Hold teacher meetings WITHOUT upper management. But again. It will all depend on the questions I asked and how responsive/resistant your staff is to change.

Good luck. It won't be easy.

[kimchi_pizza]

As head teacher why not see how well your teachers
are adjusting to living in Korea and their, albeit temporary,
home. Possibly address any personal concerns or problems
outside of work first. By showing personal concern for their
well-being they may be willing to accept any advice you
give or changes you make.

Areas to talk about are anything from decent restraunts,
health clinics, map of the town, places to buy food/clothing,
transportation, expat hangouts, getting cellphones, paying
bills, etc....

Heck, may even want to put together a little welcome booklet
of your our regarding the school and city.

Once they're happy, healthy and comfortable then you can
start thinking of ways to help them become better teachers.

[tanklor1]

Thanks for all of your input. I like the idea of sitting down with each teacher first and finding out what they like and what they don't like about the city, school, teaching etc...

I also like the idea of having peer reviews, where everyone observes everyone, they are able to give each other feedback and perhaps most importantly get them involved in the changing process.

I also like the idea of creating some sort of guide to the city for new teachers containing various information about teaching, living etc.....

[cruisemonkey]

tanklor1,

I'd frag you.

[cubanlord]

[Fredbob]

Sorry about the rant at the end, but it might be helpful. (At least it was somewhat cathartic sp? for me.

I've done the head teacher schtick a few times. I also have some friends around and about who have done/do this. Generally, it's not worth the money or the stress, if you actually care what you are doing and take the responsibility seriously.

Some advice, specifically if you are at a small/medium size hagwon,
Find out the exact expectations, what the chain of command will be and what authority, if any, you have and who you have it over. If possible, do this and any program implementation decisions in writing because often managers will just smile and pretend that they understand.

Also, try to manage their expectations, take a look at your teaching load and the prep time you need, how much time are you going to be able to spend "managing" and "developing" people and how much more are you willing to work.

One important point to consider is how things will be handled when things go wrong, if you're on an E2, you will likely be blamed for any drop in enrollment and any problems (at least with the NETs). If you ask to be demoted, I'm pretty sure they will hate you and that will not make life in Korea fun. I'm on an F2, so I put a caveat in my contract which stated that after 3 months, I could leave with no penalty.

Alot of times, "Head Teacher" really just means curriculum/materials/activity development and acting as a go-between with the other NETs.

I've got 2 weeks left at a small hagwon where the owners blew sunshine up my ast, telling me that they wanted me to develop a system and develop the teachers, themselves included. The manager told me that she didn't want to have conversations with the other teachers beyond reinforcing my decisions and paying them.

Long story short, it quickly went south because the two Korean teachers are basically lazy, unqualified kids who think they are working at McDonalds instead of teaching, they either couldn't understand or couldn't be bothered with any attempts of development. Who am I, a FOREIGNER, to teach them how to teach. An example, the first week, after evaluating the students and all the teachers' English, my manager and I agreed that during, before and after classes, English should be spoken first and then translations and explanations in English. Imagine that, English spoken in an English class. Everyone involved is capable of doing it, it took a week for the KETs to see that the manager and her husband weren't doing it, so they basically ignored me. The person who speaks the least English in class actually went to middle and high school, as well of two years of university in America, the kids actually make fun of her because her Korean is not very good!

I have been a manager back in the real world in various situations and I've never experienced anything like it. When they couldn't understand (actually their English is good, they chose not to try to understand) they went to the manager, who pretended to understand what I was talking about, but actually didn't and definitely wouldn't lose face by admitting it. When it got to the point that I suggested penalizing or firing them, the manager agreed but said she couldn't because turnover was too high recently and if we pushed them too hard they would be unhappy, which would make the children unhappy.

I actually do take my job seriously and I'm pretty comfortable in Korea when it comes to dealing with Korean co-workers. After spending a lot of extra time and effort over 2-3 months to build a system which works very well when it is followed, I have to go into a school which is still a joke, with the exception of my classes and the other NET's classes, luckily she is a former high school teacher who actually is interested in improving. I tried various tactics for a month and after that I gave my 30 days just because I can't stand to see them ripping off the kids and the parents when they could just as easily really teach them.

The funny thing was the look on their faces when I told the husband/wife owners that they don't get to market my education and experience without actually using it. I understand the business side of the hagwon industry and everything I've attempted to implement is low cost, low effort, high impact and popular with kids and even parents. Integrity?

wheww, rant over

I could only imagine trying to manage some of the people on this board

[mack the knife]

Been there, done that.

Congratulations, you've just been promoted to the most thankless job on the planet. Your management will most likely ask you to introduce some form of absurdity and your coworkers (your friends, most likely) are going to throw it right back in your face, and rightfully so. I have some wonderful examples. Yes, I'd care to share (these are all verbatim, more or less):

Management: "Tell the teachers that from now on they can't discipline the students in any way, shape or form during class."
Me: "Well, that's not going to fly."
Management: "Suck it. It's your duty."

Management: "We want you to enter the teacher's classrooms during class to see how the class is running."
Me: "That's going to disturb the class significantly. Furthermore, there are at least a hundred better ways of gauging whether or not someone is teaching effectively."
Management: "Whatever. Just do it."

Management: "Why hasn't everyone completed their report cards yet?"
Me: "The computer network is down. We have ten teachers and two computers."
Management: This is unacceptable. Mothers will complain!"
Me: "We need to get someone to fix the computers."
Management: "Whatever, just get it done."

Management: "Inform the teachers that they aren't allowed to wear polo shirts anymore."
Me: "But everyone wears polo shirts, including the vice principal, and nowhere in the contract does it state we can't wear polo shirts, and screw it, I'M wearing a polo shirt right now!"
Management: "And no sleeveless for the ladies."
Me: "But all the Korean teachers wear sleeveless, and frankly, a lot of skanky pants and whatever."
Management: "Fine. I'll tell them myself."
Me: "Thank. You."

I wish I were exaggerating. Every manager has to deal with this kind of garbage, but in Korea it's a special kind of garbage, and there's no compromising. It's ALL top-down here. I honestly hope you have better luck than I did.

[chris_J2]

[byrddogs]