5 min read

Welcome to The PEN Mondays! Let’s start your week off with a little pep in your step!

Ah, professional development (PD)—two words that can make even the most enthusiastic teacher sigh deeply. Nothing quite beats the joy of sitting in a windowless room for hours, listening to someone explain a strategy that worked wonders in a totally different school, for a totally different subject, with students who don’t seem to exist outside of textbooks.

And while you’re there, the to-do list in your head gets longer: marking those assignments, updating lesson plans, responding to parent emails, finding that one missing book from the class library... PD can feel like a cruel reminder of all the things you could be doing if only you had the time.

But what if professional development could be something teachers actually look forward to? Imagine PD that felt useful, relevant, and maybe even enjoyable. School administrators hold the key to transforming PD sessions from dreaded obligations into opportunities that inspire growth. Here are some suggestions to help make that a reality.

1. Make It Relevant

One of the biggest complaints teachers have about PD is that it often doesn’t feel relevant to their needs. It’s hard to get excited about new teaching strategies when they seem like they were designed for a different grade level or subject entirely. School administrators can improve PD by ensuring it’s tailored to the teachers in the room.

Survey teachers beforehand to find out what they’re struggling with and what topics they’re interested in exploring. If your teachers are overwhelmed by classroom management issues, don’t make them sit through a session on advanced coding techniques. Instead, provide them with tools and strategies they can actually use. Relevance makes PD feel like a good use of time, rather than just another box to check.

2. Choice Is Key

Teachers love giving students choices, so why not offer them the same courtesy? Just as we differentiate for our students, PD should be differentiated for teachers. Let teachers choose which sessions they want to attend based on their interests and areas for growth.

Consider offering a “menu” of PD options. One teacher might want to dive into a session on project-based learning, while another might benefit more from a workshop on work-life balance (let’s be honest, we could all use that one). Providing choice not only makes PD more engaging but also respects teachers’ professional autonomy.

3. Make It Interactive (and Fun!)

Nobody likes sitting through hours of someone reading off a PowerPoint. The best PD sessions are the ones that get teachers up, moving, and actively involved. Think about incorporating hands-on activities, group discussions, or even some friendly competition. If teachers can experience a new strategy firsthand, they’re more likely to understand its value and use it in their own classrooms.

And let’s not forget humor—PD doesn’t have to be all serious, all the time. A little laughter can go a long way in breaking the ice and making the experience more enjoyable. Just make sure the jokes are better than “Who’s ready for some mandatory fun?”

4. Provide Time for Collaboration

Teachers are often so busy that they rarely have time to collaborate meaningfully with their colleagues. Use PD time to foster collaboration—give teachers the opportunity to share ideas, problem-solve, and learn from each other. This could be in the form of a “teacher swap shop,” where teachers bring their best lessons or resources to share, or through structured time for grade-level or subject-specific teams to work together on planning.

After all, some of the most valuable professional development comes from simply talking with other teachers who are facing the same challenges. Administrators can provide the structure and the time to make those conversations happen.

5. Follow-Up and Support

There’s nothing worse than leaving a PD session feeling excited about a new idea, only to return to your classroom and feel completely unsupported in implementing it. To make PD meaningful, provide follow-up support. This could come in the form of coaching, check-ins, or opportunities for teachers to reflect on their progress and challenges.

PD shouldn’t be a one-and-done deal—it should be part of an ongoing process of growth. Administrators can support this by creating a culture where teachers feel comfortable experimenting, reflecting, and seeking help when needed.

6. Respect Teachers' Time

Finally, respect teachers' time. If teachers are feeling overwhelmed by their workload, the last thing they want is to spend an entire day in PD that doesn’t feel valuable. Consider breaking longer PD sessions into shorter, more manageable chunks, or integrating PD into regular staff meetings so it doesn’t feel like an extra burden. And if possible, give teachers some of that precious, rare commodity—time. Time to catch up on marking, to plan, or just to breathe.

PD Doesn’t Have To Be Terrible

Professional development doesn’t have to be a dreaded part of the job. By making PD relevant, giving teachers choice, making it interactive, fostering collaboration, providing follow-up support, and respecting teachers' time, school administrators can turn professional development into something that teachers find valuable—and maybe even enjoyable. After all, teachers are lifelong learners. We just need PD that respects our time, our expertise, and our passion for helping students grow. And maybe, just maybe, throw in some decent snacks too.

WHAT DO YOU THINK?

Would any of this work in your school? Have your admins tried something similar? Whats worked and what hasn’t?

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