Empowering Teens

There's a delicate dance we do, when we work with teens who will end up working under the direction of classroom teachers (...or group leaders...or coaches... or...).

Our goal is to help them be assistant teachers, capable of acting on their own initiative to teach, modify, intervene, support and encourage.

The challenge? None of the teachers has the same style, the same pacing, the same needs for assistance. Some teachers want their aides to step in without being told what to do or how to handle a given situation. Some want their aides NOT to intervene (because the teacher may have “spoken” to the student a few moments ago, because the teacher has a need to control the classroom interactions, because the aide has overruled the teacher’s instructions previously, because…)

The challenge? For many of our aides, especially the younger ones, this is the first “job” they will have, regardless of whether they are paid or volunteer. They haven’t yet learned things like showing up on time; turning iPods and cell phones off; how distracting their whispering can be in the back of the classroom while the teacher is trying to teach….

The challenge? The age disparity between the aides and the students they’re working with is often not very wide, again especially for our younger aides. Each one will handle this challenge a little differently: some will try to assert their authority in counter-productive ways; others will try to befriend the students they’re working with; still others will refuse to engage with the students because they’re uncertain and don’t even know how to phrase the question: “How do you want me to handle things?”

The challenge? Teachers are often rehired because they’re “good” with the age student they’re teaching. Their madrich/aide is several years older than their students – and is often at an age the teachers are uncomfortable with. Quite simply: they may not know how to talk to teens!

The challenge? Other than routine administrative tasks (photocopying, delivering materials to the office, setting up for snack), teachers don’t know how to use their aides effectively. Many of them seldom provide their aide with specific instructions: “Please listen to their practice reading. Each student should read three sentences accurately. You may help them by correcting their pronunciation after they’ve made an attempt. If you do, then have the student read the word/phrase/sentence that they stumbled on three times accurately. This will help them practice it correctly and aid in fluency.” Instead, we say, “Listen to them read.”

The challenge? Our aides don’t often know how what they’re doing fits into the big picture – how does it relate to the rest of the lesson? Last week’s lesson? Next week’s material? And let’s not even mention “assessment” – a good many of our teachers have difficulty with assessment and consequently can’t guide their aides in this direction.

Overcoming Challenges

One of the most important paths to overcoming some of these challenges is professional development. Many communities I work with are cognizant of the need for madrichim/aide training. Training is critical and a good facilitator can help the teens address a number of these challenges, and more!

But an equally critical component is professional development for the teachers. Through workshops, classroom observations, and mentors, teachers can be guided in ways to improve their communications with their aides, incorporate the aides in their planning, and determine whether their expectations are realistic and appropriate.

Reflective practice for both teachers and madrichim/aides can help each gain insight into their own actions, responses, and expectations – and help make changes for future situations.

Directors AND teachers need to be willing to invest the time and energy in developing these bonds with the teens in their program.

The Payoff

• Teens who continue to remain involved in Jewish education.
• Teens who model the “coolness factor” of remaining involved, post bar- or bat-mitzvah.
• Extra hands, eyes, ears, and hearts to help educate the next generation of students.
• One-on-one assistance for the student who’s floundering.
• Feedback for teachers who truly don’t “have eyes in the back of their heads.”
• An entrance into the world of Jewish communal work for our teens.
• Beginning training for the next generation of teachers.

Classroom aides/madrichim can make a critical different in "reaching and teaching" our students - if we provide training, encouragement, meaningful evaluations for both teens and teachers!

Establishing A Madrichim Program

I had the privilege and honor last month of being asked to present two workshops at the Annual JEA Conference. The second one was entitled "Madrichim: They're Not Just for Photocopying Anymore!"

As with any good program plan, we set the framework out at the beginning:

· Define your program objectives

· Establish criteria for participation

· Overcome barriers

· Assess and amend

DEFINE YOUR PROGRAM OBJECTIVES

It’s well worth expending some serious time to figure out exactly what you’re looking for in this program (eg, classroom assistants, one-on-one tutors, service leaders, teachers-in-training, etc.) The skill sets vary somewhat from category to category, as do the job requirements.

Your program will also vary depending on the needs that you’re trying to address. Some of them might include the following: teachers who need an extra set of hands; students who need some one-on-one assistance or attention; teens who need to fill a meaningful role in congregational life; teens that you’re trying to keep involved post-b’nai mitzvah for whom taking classes just won’t cut it. In most of our programs, we try to address several needs. That’s okay – but you should identify for yourself what your primary need is. That will help with marketing the program.

Finally, your approach will be different depending on whether you begin a new program or modify an existing one. Each presents challenges, but each has specific advantages, too.

ESTABLISH CRITERIA FOR PARTICIPATION

Here are some questions you’ll need to think through in the early stages of planning your program:

1. Who is eligible to participate? (consider: teens, teachers, students)

2. What availability is required? (during sessions, outside of the school “day”)

3. Is there an application process?

4. Is there a selection process? (is it fair and how is it communicated to applicants)

5. What skill set are you looking for? How much flexibility are you willing to give?

6. Is training required?

a. Pre-service?

b. During the year?

7. Who will make the assignments?

8. Who will supervise/assess the madrichim?

In smaller schools – or sometimes with beginning programs – this work is initially assumed primarily by the Education/School Director. I encourage you to collaborate with either another staff person or a member of your school committee in the planning process. They can be of immense help is seeing things that might not otherwise be on our radar.

BARRIERS TO OVERCOME (aka “Things I’ve learned the hard way, so you don’t have to!”)

For many teens this is a first job (regardless of whether they’re being paid or volunteering)

What does that mean? It means they may not know about proper dress; about showing up “on time” – or a few minutes before class starts; about turning the phones to “vibrate;” about not texting during class; about taking the ear plugs out of their ears (even when the iPod is turned off!; about signing in when they arrive; about filling out paper work; about accepting directions gracefully; about how to talk to kids, their classroom teacher, and parents; about….. you get the idea! Two pieces of advice on this barrier – 1) don’t skip this step in training; and 2) catch them on infractions early and consistently, so they understand that you’re serious. Written, explicit job descriptions, incorporated into madrichim job contracts help. Contact me for a sample, if you’d like.

Teachers’ inexperience – or unwillingness – to work with madrichim

Many teachers simply don’t know “what to do” with these extra, often-significantly-larger bodies in their classrooms. We select our early childhood teachers based on their ability to connect with students in grades PreK-2 – and now we’re asking them to work with high schooler? Some of our teachers are intuitive and have difficulty articulating what they’re doing with their students and how an aide can help. Some are not very well organized and can’t do the extra piece that provides meaningful work for madrichim. Some simply don’t want to bother. Training here can be really helpful – training with teachers alone (perhaps before the year begins); joint training with teachers and madrichim together (on the topic of working together – shortly after the year begins). Also joint professional development (on lesson planning, working with students with special needs, etc = whatever area your school needs to address) helps foster a sense of “teamness.”

Parent support - or lack thereof

This is critical, since oftentimes our younger madrichim don’t drive. Are parents willing/able to bring the madrichim when we need them? Are the family issues that complicate things (shared custody, for example)? Are there extra-curricular activities that might make it difficult for a madrich/ah to participate regularly? Planned absences – a football schedule or dramatic performance – are one thing; waking up in the morning and deciding it’s more fun to sleep in is entirely different.

Budget Impact

You probably should have a line item in your budget – to allocate costs accurately. Regardless of whether your madrichim volunteer, are paid entirely by the school, or the pay is covered half by families and half by the school – there are costs incurred. Food and materials for training sessions; communication time and vehicles (a weekly newsletter – hardcopy or email), supervision time, classroom observations, mailboxes/bulletin board space; holiday “thank yous” (especially if you provide them for your teaching staff), etc.

One school required students to wear school-provided polo shirts, with a logo that identified them as participants in the madrichim program. Another school provided baseball shirts for their madrichim and also required them to wear them. The madrichim in both cases weren’t thrilled at the idea, but over time became to realize that there was merit in being identified as a staff member.

Perhaps the biggest budgetary impact will be for the time of the person who is coordinating/supervising the madrichim program. This can be a shared responsibility, but the dollars allocated do need to be considered in your planning for the entire budget.

Ongoing training and assessment

Just as we plan for professional development for our teachers and ourselves, so must we plan for professional development for our madrichim. Identify who will do the training. What topics will be covered? What reflective piece will be included to determine if the training session met your goals?

The amount of training and the areas that you’ll cover will depend on the goals of your program. The session about On-The-Job training and expectations should remain constant despite the variations in your program. When you plan your training sessions, make sure you cover information that will enhance their skill set for the particular program you have on your site.

Provide feedback for your madrichim informally, when you observe them incorporating new information or strategies. Make yourself accessible so that they can ask you if they have any questions or concerns.

SUPERVISION AND ASSESSMENT

Just as we must do this for teachers, so must we establish a formal procedure for our madrichim. Consider who will do this, how it will be done, and make realistic projections for how much time it will entail. If you’d like a sample evaluation form, please let me know.

I used to promise my madrichim I’d write them recommendations (for jobs or for college) if they performed well as madrichim in our program. It made it easier for them to understand and accept the assessments of their performance, especially since I provided areas in which they could improve.

Questions?

Leave a comment and I’ll address them as soon as I can!

Thanks to the JEA for the opportunity!

Relationships

I've been heavily involved in a number of "professional development" endeavors this fall. Many of them focus on topics such as "enduring understandings," or "student engagement," or "deep learning." We've talked about "backwards design," "strategies for diverse learners," "ongoing assessment" and "evidence of learning."

About midway through the fall, it occurred to me that there is/was a key element that wasn't being mentioned in these discussions. I'm still not sure whether in our search for something that will work, it was overlooked entirely or it was an unarticulated assumption. I'm hoping it was the latter; I'm suspecting it was the former.

What AM I talking about?

The keystone we need to remember in working with learners of all ages is the importance of the personal relationship the teacher/facilitator must establish with each learner in his/her group, as well as the relationships the individual group members must establish with each other.

We often get so focused on our content that we lose sight of the individuals in front of us and who they are as people - not just in their role as learners.

We try to cram so much in that we neglect to take the time to establish a relationship.

My experience indicates that by trying to "save" time by jumping into content without building the relationship, the content remains disconnected from the lives of our students.

I've done a number of training sessions in the last six months - some have been part of a series, some were single-session events. In both cases, when I have compared notes with other presenters (at single-session events, for example), one thing stands out. In the groups where the presenters have taken the time to establish a sense of community and relationships, the quality of interactions and the quantity of knowledge (measured in depth instead of breadth) are increased markedly. This shows up in exit sheets or session evaluations.

In situations where the relationship is on-going (e.g., a class or series of workshops), establishing a relationship is the first critical piece in making the environment a safe one in which people can ask questions, express their own opinions, and be open to looking at information in a new way.

I'm teaching a class of madrichim - a great group of young people. After a three-week hiatus for winter break, I wanted to provide an opportunity for us to re-connect with each other. I introduced an activity I've used with other classes, which we've typically called "Roses and Thorns." Each participant shares one positive thing that happened since we've seen each other last - and one challenge or difficulty they're dealing with. My hesitation was that sometimes this exercise can expand to fill the entire class time. And we did have so much we needed to cover that day!

I decided to use visuals as a means of helping keep us focused. However, in my stash of materials, I couldn't find a fake rose. So I used an "apple" and a "lemon" - fake food items used in decorating my succah in years past - and renamed the activity "Apples and Lemons." Students were given an option to share their thoughts or to pass. Most chose to share.

It was a wonderful experience. Holding the objects seemed to keep us all focused and our comments relatively brief. We all learned more about what's going on with each other in our "real lives." Our subsequent discussions and learning also seemed to be better focused and less "frantic." We've spent time on previous occasions sharing information with each other - but this opportunity exceeded my expectations. We'll definitely do it again.

I also taught a group of a adult learners, about half of whom are beginning their Jewish teaching experiences. The remainder of the class has significant years of experience. The challenge was to establish a sense of community so that our learning experience together is enhanced and personal. As I searched for a new "ice breaker," I settled on a think-pair-share activity in which partners described both their favorite teacher ever - AND their least favorite teacher, providing reasons for each selection. Each person shared their partner's responses with the group.

This experience, too, was a profound one for the group. Individuals connected with each other and talked one-on-one about successes and failures they'd experienced in a classroom. Partners shared abridged information with the whole group, uniformly treading gently and respectfully as they shared about their partner's difficulties with their least favorite teacher. The class as a whole learned that they share a value for certain characteristics in educational leaders - and grimmaced in empathy as people discussed the characteristics of their least favorite teacher. Subsequent discussions reached an honest depth that often doesn't occur with a group that's just beginning its work together.

Taken together - what do these experiences reinforce for me? That it's critical to spend the time developing relationships with the individuals I teach.

The old adage rings true: They [students] don't care how much you know, until they know how much you care.

Only after they know how much we care, can we help them "engage" in "enduring understandings" and "deep learning."

Update on the "Wanna-Be's"

So here we are, more than four weeks after the last post. The class is finished …. and how do I think it went?

First of all, a couple of corrections: Three of the eight participants were already teaching before the class began. An additional one had a job lined up for the fall. Two were considering career changes (into education) and thought this would be a way to gain information on the way to making an informed decision. The remaining two participants were interested in the topic – had not decided whether they were going to teach in congregational/supplemental schools or not.

So, how’d it go? Overall, really well – with one big “fumph” in the middle (more about that later).

My colleague and I had decided to be as interactive in our teaching as possible – our goal was to model the “how-to” as well as share the content information.


We began with a session on Mind-Mapping, as a “getting to know you” activity. After they explained their maps, we posted them in the room each time we met. I’m going to introduce this technique in a class for teens I’m teaching this fall!

Our next activity asked them to take a quiz to determine where they fell on the list of multiple intelligences – and then to work with a partner to suggest an auditory, visual, and kinesthetic activity they could incorporate in a lesson to teach a topic of their choice. The quiz was “okay” – next time we might ask them to select from a variety of activities those that are most attractive to them and get at the MI approach in that way. The A-V-K activity was enjoyable – and productive. Just need a larger board to write their responses on.

My colleague does this wonderful piece on introducing the concept of “Big Ideas,” which he defines as an over-arching idea that will guide your teaching for the year. It provides a focus, and helps ensure that activities that you choose for the class to engage in are chosen because they support the “Big Idea” – not just because they are “fun to do.” He provided a couple of different scenarios and had the participants determine a) whether there was a big idea that was apparent to them; and b) whether the activities supported the big idea. Fascinating conversation – I’m always thrilled when students see something in the material that I haven’t seen. This activity got high marks from the class. When I plan for my fall class, I’ll need to specifically articulate a “Big Idea” – what will be guiding my teaching; what do I want them to learn; what’s the relevance?


Classroom middot/values and their effect on establishing a learning environment that’s safe and respectful for all was next on the list. I could tell it was a “new” topic for many of them, not surprisingly. Many new teachers – as well as many with a lot of experience – approach classroom management issues from a “discipline” [read “punishment and rewards”] perspective. That’s never worked really well for me. I’ve found instead that respect and safety, with a gentle insistence on those two characteristics, often get me results where I spend minimal time dealing with obnoxious behaviors. I shared with the class, the list of middot I’ve shared here, as well as my earlier post on Values-Based Decision Making. After we all talked about the values on the list, I handed out three dot stickers and asked them to “spend” their dots on the three middot that they felt were crucial in their classrooms-to-be. Feedback on that exercise was very positive, both that week and subsequently. Now I’m wondering how I can integrate this activity into my teen classroom this fall. I know I can use it in the teacher training workshops I’ll be doing. But in the classroom….? Not sure – comments/suggestions would be welcome here.

One evening I brought a wide variety of resource books in – many from the ARE “Teaching….” series (now available from Behrman House); some great new publications from Torah Aura (Active Jewish Learning is my new favorite, along with the Artzeinu Teacher’s Guide). They *LOVED* the chance to browse and pull out ideas. We’ll definitely do that again.

A final piece that worked really well – my typical four-question evaluation sheet distributed at the end of every class:

1. What one thing did you learn during this session?
2. What did you think worked particularly well?
3. What needs to be improved next time?
4. Other comments:

Not only did it help them begin the reflective process – it provided us with the necessary information when things didn’t go well….. More about that in my next posting!

A New Group of "Wanna-Be's"

A colleague and I are preparing for a new class of people who are thinking “maybe-I-wanna-be-a-Jewish-teacher.” The Lay Educators Institute (LEI) is funded in part by our local Federation.

This group will differ from the one we taught last fall primarily because none of the participants are currently teaching. Consequently, they won’t have an opportunity to mesh theory (what we present) and practice immediately.

Another difference is the class framework. Instead of 6 classes of two hours each, we’ll be teaching 4 classes of three hours each.

A final difference is that the participants won’t know each other (because they’re not working together) before the class begins and they won’t be able to share with each other or reflect on their classroom experience together between sessions.

It’ll be interesting to see how the group evolves.

When my colleague and I met earlier this week to plan, we began as we hope to teach our participants to begin: We began with the “Big Idea.” What is it, we asked ourselves, that we want the participants to come away from these classes with; what’s the most important thing they should know?

Ultimately, we decided on a couple of “Big Ideas.”

• We want them to know that teaching is all about relationships – the relationships they form with their students; the relationship they develop within themselves as a result of getting to know themselves better.


• We want them to know that being able to articulate a “big idea” for their year, their unit, and their individual class is the cornerstone of effective planning/teaching. Without the “big idea,” the rest simply doesn’t hang together well or consistently.


• We want them to know that “reflective practice” (the ability to stop and self-assess) will make a qualitative difference in how they interact with their students.

Then we made some key decisions about how we would get there.

1. Instead of “telling,” we will do: learning will be interactive, incorporating different learning strategies and incorporating a variety of techniques.


2. We will provide a wide variety of handouts, with multiple handouts on the same topic. Our goal is to present the same information through different “voices” in order to help them find a voice that speaks to them.


3. At the end of each class, we will “stop action” and delineate clearly what we did, the big ideas behind our choices, the strategies we used – and offer participants an opportunity to critique our effectiveness.

I’m psyched:
*I value the opportunity to teach with this colleague: we bring out the best in each other.
*It’ll be fun to change things and shake the learning up a bit.
*I love the opportunity to work with adults who want to make a difference in the lives of our kids.

Stay tuned!

On a High

I’m ending the week on a high…educationally speaking.

With a colleague, I’ve been facilitating/teaching a group of 15 for-the-most-part beginning religious school teachers.

We’ve met five times since the September, for slightly less than two hours each time. We’re a diverse group – some younger, some older; some still in college, many working first jobs; some Israeli, some Americans; some working with early childhood students, some with older students.

My colleague and I have tried to expose them to a variety of topics. We’ve tried to make our sessions interactive, modeling our belief that all teachers need to teach to a variety of learning styles. (Sometimes we've been more successful than others!) The topics we’ve touched on include the following:

• Jewish identification
• Challenges and Opportunities in Supplemental Education
• Jewish Values Guiding Our Teaching
• Multiple Intelligences
• Big Ideas/Goals/Objectives/Learning Activities
• Working in Small Groups
• Auditory/Visual/Kinesthetic Learning Styles
• Gender Bias
• Centers and Center-Type Activities
• Graphic Organizers
• Cooperative Learning Techniques
• Strategies to Build Energy in the Classroom
• Classroom Management “On One Foot”

All of which have been undergirded by reflective practice – what worked and why? What didn’t work and why not? What should we change next time?

This past week, participants in the course began to “present” – sharing a 20 minute lesson they’d taught recently. The assignment outline asked

1. how the lesson fit with the “Big Idea” for their class this year;
2. strategies they used;
3. complications they encountered;
4. evidence of learning – how they knew the students learned what they taught;
5. their assessment of the lesson; and
6. what they would change next time.

In a little more than an hour, seven participants shared their lessons with the rest of the group. My colleague and I kept our comments to a minimum and invited the rest of the group to ask questions of the presenters and comment on what they had heard.

Later that week – we kvelled.

What we heard were participants who demonstrated their clear understanding of key concepts: big idea, goals, different learning strategies, assessment of student learning, and assessment of their own experience.

What we heard were colleagues who were supportive and encouraging – not afraid to compliment or to question.

What we heard were participants who are so student-focused already that they were able to adapt the plan to fit unanticipated changes.

What we heard were colleagues who are able to show how their teaching builds on the teaching done by another participant.

What we saw were participants whose eyes lit up as they talked about key values and their students.

What we saw were eyes seeking out colleagues when participants were urged to “identify someone you work with who can help you brainstorm” when specific situations would occur.

What we saw are teachers who can laugh at themselves and genuinely funny things that happen when they work together or with students.

What we know is that this group of people is now

a) a community
b) a community of learners
c) a community of learners who will pass that love of community and learning on to their students.

Is it any wonder I’m on a “high” today?

Shabbat shalom.

The 3 R's: Rigor, Relationships & Relevance

Last month, at CAJE, I had the opportunity to participate in two learning sessions with Marc Kay, an educator from the Detroit, Michigan area. Marc has taught in the following settings: day school, supplemental school, youth group, and is currently a secular high school English teacher. He brought a wealth of practical experience, as well as research-based findings, to his workshops.

The title of one of his workshops was “Jewish Education in the 21st Century: Relevancy and Rigor in the Classroom.”

Honesty compels me to admit that my initial reaction to the word “rigor” is to flinch: the connotation for me usually implies a lot of jargon that ends up meaning, “teaching to the test,” “college-credit for high school work,” and “how much can we cover in how short a period of time.” In fairness, my Merriam-Webster defines it as “a strict precision or exactness” – a values-neutral definition.

By adding “relationships” and “relevance” to “rigor”, Marc changed the equation.

“The primary aim of all education is not to enable students to do well in schools or colleges, but to help them do well in the lives they lead outside of the schools and colleges,” he explained. He went on to say, “This theory applies to our hope to how our students apply their Judaic education to becoming part of their greater Jewish community.” [emphasis added]

Marc debunked some of the false ideas of “learning” currently circulating:

• finishing a textbook means achievement
• listening to a lecture means understanding
• getting high test scores means proficiency

Instead, he identifies the roots of learning as containing the following:

• meaning, not just memory
• engagement, not just transmission
• inquiry, not just compliance
• exploration, not just acquisition
• personalization, not just uniformity
• collaboration, not just competition
• trust, not fear

Too many students see education as something that happens to them, he adds. Seeing real-life applications of what they are learning and understanding how they learn and developing the ability to monitor their own learning progress changes that passive state to an active one.

Relationships between students and teachers are a key factor. Learners flourish if they know that they matter to someone. From my own experience as a parent and teacher of students with learning difficulties, I know that students are more willing to exert themselves and plow through their challenges when they know that their teacher cares about them and believes in them.

Relevance comes into play when students are able to understand how the information or skill has some relevance to their lives; when they are encouraged to grapple with their own understanding of what they are learning; and when they learn how to learn as a result of the process.

In a meditation on the blessing that precedes Torah study, Rabbi Leila Gal Berner comments on the Hebrew phrase l'asok b'dvrei torah:

The Hebrew words here do not say "to study Torah," but rather to "be engaged" or "to be busy with" the study of Torah. We study Torah not an an intellectual exercise alone. Rather, we understand our "engagement" with Torah more holistically, as an evey day, every moment activity. We also understand that to be fully "engaged" with Torah is to wrestle with Torah - to challenge our tradition while loving it, to question while celebrating it. (Kol Haneshamah: Shabbat Vehagim, JRF)

Ultimately, Marc believes that we need to adapt our lessons (and our approach, I might add) so that the students we interact with can answer the question, “So what?”

How many of my students this week can answer why the content we’re grappling with matters and what impact it will have on their lives?

Thanks, Marc!

Just Back From CAJE33

I’m just back from CAJE33 in Burlington, Vermont – where I had the opportunity to connect with old friends, solidify relationships with beginning friends, and make new ones.

Along the way, I participated in some great workshops. Ongoing professional development is key to staying fresh and continuing to learn and grow.

For a Powerpoint of the information I presented in the “Success Stories in Congregational Education” poster session, click on “What’s New” at my website: www.morahmaryconsulting.com.

I enjoyed my time in Vermont – but it’s good to be home and back in a routine!

What worked....and why

What worked, much more than I expected, was that I was able to launch my consulting business successfully..... Why? I spent time working with a career counselor before making my final decision. That reflective piece -- with someone who didn't know me -- proved to be really helpful. I also did the necessary legal work to be established as a "limited liability corporation." I found that provided a framework in which to think about what I was doing as "real." I purchased a domain name and began to work on my web pages, so they were ready to go when I left my then-current position. That was helpful, because it forced me to articulate what I thought I could do and what specific skills I have to offer.

What worked was being open to the different kinds of projects than I expected to work on.... Why? I found I learned a lot, worked with people I wouldn't have otherwise had a chance to work with, and discovered more skills I didn't know (for sure) that I had. Best of all, it had a positive effect on my business' bottom line!

What worked was keeping in touch with colleagues.... Why? Despite some initial awkwardness as my role shifted from colleague to consultant, it was important for me to stay "in the loop" regarding educational issues in this community. It also provided ways for me to remind people that I was still around and would be willing to help problem-solve.

What worked was attending to my own professional development needs this year. I participated in a variety of professional committees, purchased books dealing with establishing a small business, consulted with my son (The IT Expert) on my web page design and content, and began regular participation in weekly Torah study sessions offered by our congregation and facilitated by congregants.... Why? In addition to keeping in touch with people who are focused on the same issues I am focused on, it was a way to remain open to new information. Becoming more adept in the areas of small business development and technology -- both areas outside my "comfort zone" -- help make me feel more competent and capable. The Torah study sessions have become a focal point for my week, providing an opportunity to learn with adults from a wide variety of backgrounds as we grapple to find relevance in the words of sacred text.

What worked was becoming involved in the boards of two non-profits* as a volunteer.... Why? As an education director, I frequently worked in excess of 50 hours a week, leaving little time for anything else. I find interacting with different groups of people energizing and rejuvenating. It expands my horizons. I feel as if I'm a more interesting person. I feel like I'm making a difference.

To paraphrase Frank Sinatra: When I was fifty-five, it was a very good year....

*MCCPTA-EPI (Montgomery Co. Council of PTA-Educational Programs, Inc)
*Mitzvah Heroes Fund, Inc.