Think about a time when you received incredible professional development. Did it leave you feeling empowered? Motivated? Confident? Better equipped to support your students and families?
As fellow school psychologists ourselves, we know firsthand how important good professional development is to our overall success and ability to do our job better. For our founders at Psyched Services, one of the pivotal moments in their careers was attending a training on report writing, which made a tangible impact on their professional practices and guided our company’s values.
In our work with students, families, and teachers, we know how crucial it is to keep our skills and knowledge up-to-date, and to stay informed about the latest research and best practices. Unfortunately in many school districts, professional development takes a backseat, leaving school psychologists like you feeling unsupported and under-equipped. That’s why we’re excited to share these top tips for how you can effectively advocate for professional development, training, and coaching to your school district administrators.
These strategies work! Consider Sarah, who after attending our One-Page Summary webinar, witnessed a remarkable shift in her school’s IEP meetings, resulting in more positive feedback from teachers and parents. Sarah identified her concerns about contentious IEP meetings; shared the data with district administrators; collaborated with teachers and school psychologists to advocate for the training; emphasized the cost-effectiveness of investing in professional development that would likely decrease angry phone calls to the district office; aligned this initiative with the district’s goals to increase positive family engagement practices; and utilized the on-demand nature of the webinar to attend the training at a time that was convenient for her work schedule.
Before approaching your school district with your request, consider your needs and goals. Identify the areas in which you feel you need more training or support, and consider your long-term career goals. This could include staying current on evidence-based interventions, understanding the latest developments in special education law, or learning about emerging issues in child and adolescent mental health. This will help you target your requests and demonstrate that you are invested in your own growth and development.
Most administrators can be persuaded when provided with supporting documentation; therefore, it’s important to gather concrete data that supports your requests. Show your administrators evidence demonstrating the value of professional development, as well as the impact it can have on student outcomes. By presenting a strong case based on research and sound reasoning, you can help your district administrators understand the importance of supporting your professional development. Utilize student performance data, case studies, and testimonials from colleagues to demonstrate the positive impact of ongoing training and coaching.
Related: 6 Benefits of Customized Training and Coaching for Your Team
You’re probably not the only one at your school or in your district wanting training on a specific topic. Subsequently, another key strategy for advocating for your professional development is to find allies who can support and amplify your requests. Seek out other stakeholders, such as teachers, service providers, administrators, and fellow school psychologists who share your goals and beliefs about the importance of professional development and coaching. A united front is more likely to capture the attention of decision-makers, and by working together, you can more effectively communicate your requests and build momentum for change. Parents and families can also be powerful advocates for communicating the importance of the services and support that school psychologists provide.
Related: How the Project-Based Model Benefits School Psychologists
It is important to acknowledge budgetary constraints; however, by emphasizing the cost-effectiveness of investing in professional development, you can highlight how the benefits far outweigh the costs. Showcase that a well-trained and informed school psychology team can prevent more significant challenges, ultimately saving district resources in the long run.
Emphasize the collaborative nature of professional development and how it contributes to a more cohesive and effective educational community that may reduce burnout. This in turn can limit staff turnover and minimize future vacancies that will result in negative outcomes on assessment timelines and the provision of services to schools, students, and families.
Related: Building a Supportive Supervision Culture: Tips for Special Education Directors
Show how your proposed professional development initiatives align with the overarching goals of the school district. Whether it's improving academic achievement, fostering a positive school climate, or enhancing social-emotional learning, framing your advocacy within the district's objectives increases the likelihood of obtaining support. It is also important to present a long-term vision for the impact of professional development on the overall quality of education in the district. Emphasize how ongoing training and coaching will not only benefit individual psychologists but also contribute to a positive school culture and improved student outcomes.
In today’s modern world, it’s also easy to use technology to your advantage. There are many online resources and webinars available that can help you stay up-to-date on the latest research and best practices in our field that make it easier than ever to access high quality training and coaching support.
Related: How to Up Your School Psych Game with Downloadable Resources and Self-Rating Tools