New staff appointments
Inviting potential candidates to undertake the ELLI profile can greatly enhance and future proof the selection process. The Learning Profile is used to identify candidates’ attitudes to learning and, subsequently, to focus discussion around how their attitudes to learning and propensity for change influences their classroom practice. This helps the school to discover if and how a candidate’s own learning behaviours would support, rather than hinder, the school’s vision for learning.
The Learning Power profile can be used to identify attitudes and approaches to learning and using these to agree a personalised induction plan and/or at various transition points in their career plan.
Motivated and capable staff keen for accelerated career progression are better equipped to take advantage of learning opportunities they are offered if they are using ELLI to help them develop.
Supporting experienced staff to keep up. Elli profiles can be useful in supporting staff who need to accelerate their learning as job roles, responsibilities and technology changes require them to adopt new skills and behaviours.
ELLI supports leaders and line managers in developing and monitoring the performance of their staff. Used within an established and trusted relationship it can help to:
- identify trusted learning methods/approaches and match these to opportunities for development e.g. a member of staff with highly developed critical curiosity may be motivated by the opportunity to work on part of the school development plan that requires a lot of investigative and research skills, whilst a highly creative learner may enjoy being involved in a new initiative or curriculum development.
The Learning Powered school treats staff as learners, growing their Learning Power and developing their teaching (work) habits. They are supported to work in and as a community of enquiry, researching the effects of changing practice, coaching each other to develop ideas, and keeping practice under review in order to build future development. In this environment, staff motivation comes from releasing and sustaining their own Learning Power. The implementation of Learning Power’s methodology drives not only the school development plan, but also its career management, releasing every member of staff to become an agent of change.