The time of regular meetings should be appropriate.
When should the weekly meeting be held so that teachers can face it with a positive attitude? Practice has proved that Monday's regular meeting is better than Friday in Zhonghe Zhou. Monday is the beginning of the week. After two days' rest, the teachers are full of energy, clear-headed, have a deep memory of the problems and requirements summarized at the regular meeting, and can work around the key points of the week. If it is a regular meeting on Friday, teachers will have a holiday after working for a week, and sitting together will be very tired. Their mentality is weak, their brains are slow, their memories are vague, and their immediate effect is greatly weakened. Coupled with two days of rest and forgetting, their execution will be significantly reduced after the start of school. Therefore, school administrators should determine the Monday regular meeting system according to this law.
The ideas of regular meetings should be unified.
The key to the formation of a strong cohesive force in a school lies in the unity of thinking and clear goals of the teaching and administrative staff. In order to achieve this goal, we should work together in Qi Xin and forge ahead. The headmaster is the core of cohesion, and the charm of the headmaster's consciousness, courage and talent, like the core of the earth, plays a powerful magnetic force and attracts every teacher. Of course, the unity of ideas is not created out of thin air, let alone groundless. Managers should be careful observers, transmitters of information, supervisors of management and planners of prospects. Through external phenomena, find problems and trace the root causes. For example, it is found that students' discipline is lax recently, class hygiene is poor, and students' mood in class is low. This is because teachers are lax in management and have a weak sense of responsibility, showing signs of "laziness". At this time, the weekly meeting should start with the phenomenon analysis, sound the alarm for teachers in time, and urge teachers to reflect on their behavior consciousness in view of the recent educational and teaching behavior. Standardize teachers' behavior with teachers' professional ethics. If we can do it better, we should study the periodic changes of teachers' work, and eliminate the periodic problems in the bud by warning, shifting targets and demonstrating examples.
The content of the regular meeting should be constantly changing.
A regular meeting is a training, and the best reward for teachers is training. If every regular meeting only focuses on last week's work summary and next week's work arrangement, it will be monotonous. Just affirming achievements, pointing out shortcomings and simply preaching can't really attract the attention of all employees. In order to strengthen understanding, leaders usually emphasize it in turn, which will also cause resentment. If you find a problem, help the teacher analyze the reasons and put forward improvement strategies and methods, which will make the teacher methodical, targeted and avoid repetition? Long-winded and pragmatic. For example, after the analysis of the first monthly exam was arranged, the school conducted a follow-up inspection. Teachers found some problems in the analysis and marking of test papers, and put forward improvement measures. However, during the investigation, it is found that most of the analysis is a mere formality, lacking in content, summarizing the items in a few words, and there is no concrete and feasible method. Therefore, the school should give a clear response to this temporary problem, which is also a good training opportunity. At the meeting, the improvement measures were clearly put forward: to analyze mistakes, personality problems, subjective and objective problems, make full use of figures to analyze problems, and find solutions in words, it must be operable. Use a teacher's analysis to give effective guidance, point out how to do it, and achieve immediate training purposes. Training can also be carried out by conveying superior documents, using educators' stories and teachers' special exchanges. And avoid complicated and simple form, short, pithy and novel form. Through random training, teachers can be helped to clear their minds, stimulate their potential and improve their comprehensive quality.
The purpose of regular meetings should be clear.
Kōnosuke Matsushita, the god of Japanese management, said: "Enterprise management used to be communication, now it is communication, and the future is communication." Schools should make full use of the weekly meeting as a bridge of communication, care about listening to the opinions and suggestions of the staff, give full play to their intelligence and enthusiasm, talk about experiences and practices, and realize * * *. School decision-making extensively solicit opinions from faculty. The more people participate, the more people get support. "One-word-for-one" excludes participation, and only appropriate disputes, arguments and "wits" can enhance the sense of ownership of faculty and staff and brainstorm ideas, which is the real communication. Communication is to tap the inner drive of faculty from the heart and provide them with a stage to display their talents. It shortens the distance between the managed and the manager, so that everyone can give full play to their enthusiasm and give a strong impetus to the school.
(Author: Erdaohe Farm School, Jiansanjiang Campus, Heilongjiang)