The incentive mechanism should be humanized ■ The growth of teachers in Fengyang Normal School of Wu 'an Hui nationality province needs institutional norms, relaxed atmosphere, active guidance and more incentives. Only by establishing a humanized growth incentive and guarantee mechanism can we really and effectively promote the growth of teachers. For example, teachers' professional growth cannot be decided by leaders, and teachers' ideas and suggestions need to be listened to. On the basis of leading teachers to learn "new curriculum concept" and "teachers' quality in the new century", this paper probes into the topic "how should we grow up". Although every teacher had a different view at first, in the end, everyone reached a consensus that growth is not intentional and demanding, but an urgent need. The development of society, the renewal of knowledge and students' strong thirst for knowledge all require teachers to keep growing. Fully respect teachers and make "I want to grow" become "I want to grow"; The school plan has become the crystallization of teachers' wisdom and the conscious action of every teacher. Teachers' growth goals must be realistic, not ambitious and eager for quick success. The school has formulated a feasible scheme based on classroom and serving teaching, requiring teachers to read a book, have a class, write an article, have an academic exchange and hand in a teaching summary at the end of each semester. We call it the "Five Ones" project. Of course, the "five ones" have different connotations for different teachers. The standards of practice and the requirements of classification make teachers feel neither too much pressure, but also get their own places. The growth of teachers needs to lead the demonstration and taste the joy of success in the process of progress. Schools should provide teachers with a platform to show themselves. For example, young teachers' basic skills competition, quality class grand prix, multimedia courseware display and evaluation, teaching experience exchange meeting, class teacher management forum, teacher painting and calligraphy exhibition, etc. The platform display made teachers see the shortcomings and strengthened their confidence in growth. Internal and external factors should work together ■ Kang Hongbing, Chahe Middle School, Rudong County, Jiangsu Province Primary and secondary schools in economically underdeveloped areas are facing more difficulties and greater challenges in the development process, and the construction of teachers is also facing some special problems. For example, teachers' mental state is unstable, and many teachers want to realize their own value in their posts, but they are helpless in the monotony, hardship and poverty of their profession and try to change this situation. Confusion, unbalanced mentality, reluctance to stay and reluctance to go are the psychological states of many young teachers. It is common for some teachers to devote a lot of time and energy to their second occupation while maintaining the stability of teachers' profession on the surface. Some teachers' knowledge structure and professional quality can not meet the professional requirements of teachers under the new situation, and their scientific research strength is generally weak; In the working conditions, living conditions, social status, academic environment, interpersonal environment, campus environment and other software and hardware environments, there are still many places that are not conducive to the growth of teachers. The growth of teachers is influenced and restricted by internal factors such as morality, knowledge, talent, knowledge and physique, and external factors such as weather, geographical location, harmony with people and material sufficiency. From these two aspects, the school first needs to establish the standards of teachers' ideological quality and professional quality; Improve the teacher evaluation system; Establish a scientific and fair evaluation mechanism and an incentive mechanism for equal competition and merit-based admission; The flow mechanism of recruiting and retaining talents, the survival of the fittest; The responsibility mechanism of the unity of responsibility and interest. To promote teachers' consciousness of striving to improve their own quality and actively adapting to the requirements of the times. Second, through the implementation of quality project, teachers have noble moral cultivation and professional ethics, strong sense of social responsibility and historical responsibility, and correct ideals, beliefs and values; So that they can better master modern educational thoughts, educational theories, scientific concepts and methodologies, update and improve their knowledge structure, enhance their ability of teaching and educating people, and improve their scientific research and organizational abilities. Third, create a positive growth atmosphere for teachers, and do a good job in building a soft environment under the current situation of relatively low material welfare of teachers, so that they can have a rich and happy spiritual world and a suitable academic environment, campus environment and interpersonal environment. Goal guidance is essential ■ Teacher Pei Dengting of Beiye Township Central School in Xin 'an County, Henan Province cannot grow and develop professionally without goal guidance. First of all, the growth goal points out the direction of struggle and effort for teachers. As a teacher, we should always think about what kind of life we want to live. How should I spend my life? What kind of people are we going to be? When a teacher sets a goal and keeps moving towards his preset goal, his teaching behavior will not deviate and his actions will be positive and effective. Secondly, the establishment of goals can stimulate teachers' continuous upward motivation. As a teacher, only by establishing educational goals and constantly comparing them can we get rid of the tedious teaching affairs, not be intoxicated, not lost, away from job burnout and not deviate from the track of growth. Third, the goal is an indispensable factor for the growth of famous teachers. Every teacher has the desire of continuous progress and self-improvement, so that teachers can set their goals and enhance their internal drive, which can provide inexhaustible motivation for their growth. The "educational success insurance company" proposed by Professor Zhu Yongxin has made a detailed plan for a person's growth. Under this influence, the new educational experiment has produced a large number of famous teachers and educators. And I know it myself. From crossing the river by feeling the stones to now, I deeply understand the important influence of goals on personal growth. An excellent principal must be a principal who cares about teachers' professional growth and development. He will certainly help teachers to establish their own development direction and effectively lead teachers' growth. When guiding teachers to draw up goals, principals should organize feasibility demonstration from the aspects of each teacher's professional ability, research ability and development ability, ensure that the goals point to the nearest development area of each teacher, and help teachers achieve maximum development. At the same time, the way of leadership should be flexible. Having a goal is not necessarily to make the teacher's goal public, stick it on the wall and talk about it, so that the goal becomes the teacher's psychological burden, but to let the teacher have a sense of goal and enthusiasm for it. This goal is not immutable, but is to adjust and improve in time in the process of teachers' growth, so that teachers can "reach it by leaps and bounds" and always be full of enthusiasm and motivation for their ideals. Only in this way can teachers not fall into the confusion of growth and develop healthily along the road of professional growth. Material incentive after editing is a common incentive mode in many schools at present, but in practice, it is found that while constantly improving teachers' living material conditions, teachers should pay more attention to their subjective initiative and self-development potential as intellectuals. This requires the headmaster to cultivate teachers' sense of success and happiness, rebuild a novel incentive mechanism, stimulate teachers' initiative, enthusiasm and creativity, thus forming a good group personality, condensing teachers' centripetal force and forming a fighting teacher collective. There are only concrete teachers in school management, not abstract teachers, so there is no management strategy suitable for all teachers. Recognizing the differences of teachers and facing different types of teachers, adopting targeted training strategies will make the principal's work get twice the result with half the effort. The discussion in the roundtable forum is not for unifying thoughts, but for the collision of thoughts and the expansion of horizons. Welcome all principals to share their own practice and thoughts on developing teachers in our school.