Everyday Work: Anti Racism and Teaching

When the Milwaukee Bucks, a NBA playoff team, refused to take the court after the Jacob Blake shooting in August, that act of solidarity elicited responses that already aligned with people’s core belief systems. However, people quickly dispersed to their political teams. That act also produced a domino effect that cascaded throughout the sports world. The WNBA, MLS, some NFL teams and the rest of the NBA effectively took a knee. Interestingly enough, this was almost four years to the day Colin Kapernick first expressed his constitutional right to protest police brutality.

Scores of pundits and people bewailed the notion that athletes should not protest during their work time and if they did such an act, they would not have a job. “If not now, when?” has been asked  by people who believe in the importance of anti racist work. Black and Latino people have long been under the cloak of making sure White people were comfortable when discussions of race surfaced. Courageous Conversations About Race by Glenn Singleton is the title of a well regarded book in education circles. We used it to frame difficult discussions that were needed at the time in my school building. It provided a necessary framework to speak courageously then. However, today’s climate is different. Recently,  my friend and colleague John Howard asked “Courageous for whom”? Black and Latino people typically do not have a difficult time talking about race. We don’t need to be courageous to discuss race because we live it everyday. Black and Latino people can not take their skin off or change their ethnicity after a long day teaching or after another police killing of an unarmed Black person. It is everyday work and that is the courageous part. Everyday Black and Latino people work through the traumas and our emotions of oppressive racist policies and practices in their professional and personal lives. 

Subscribing to the flawed belief that one group of people are inherently more dangerous than other groups of people, is supporting racist policies. This is where the work gets uncomfortable. 

When anti racist work is discussed, most educators, myself included, would immediately say “ I’m not a racist” and that sentiment would be true. What also would be true is most of us have at one time or another supported a racist policy and did not even see it at the time. Again, myself included. In “Behavior” (Chapter 8 -page 80) of Ibram X. Kendi’s How to Be an Antiracist , ” Kendi says “There is no such thing as a dangerous racial group. But there are dangerous individuals”. 

This far reaching impact that is leveled against our Black and Latino students everyday is often the first turn in the school to prison pipeline. Too often, our Black and Latino students have been broad brushed with racist generalizations before they have taken their seats in a new classroom. You might hear their former teacher say something like “Oh, I remember Miguel, he’s a behavior problem”. Or something similar like “Well, Asians are good at math, so of course Jenny aced that test”. Both statements are derived from racist ideas and generalizations that were set forth generations ago.

I have said and subscribed to similar statements in the past without knowing the racist damage I inflicted in those conversations. On page 23, Kendi also says “Being an antiracist requires persistent self awareness, constant self criticism and regular self examination”. No one wants to be called a racist. The word racist has become a pejorative. When someone utters the word racist at an individual, all civil discourse stops in mid sentence. Defense mechanisms sprout up and people enter a fight or flight mode. The word racist has been thrown around with such reckless abandon that it has lost it’s original edge. It has been co-opted and misused to dispel any contrary point of view with a somewhat dulled edge. 

Educators must learn to become aware of their own support of racist policies and practices, especially educators who teach our Black and Latino boys. Too often, our Black and Latino boys suffer the blunt trauma of racist policies and practices everyday they walk into school. Some scholars have called them micro aggressions. Others have called them daily assaults. I hear both sides and think back to The BOND Project’s theory in action. 

If schools were a better place for boys of color, then maybe more of them would want to be teachers. If school was a better place for male educators of color, then maybe more of them would stay in the profession. 

It is not sufficient enough to not be racist anymore or neutral. Neutrality and silence is complacency.  In order to effectively combat racist policies, one must be anti racist in their everyday personal and professional lives. Educators must be courageous to engage in persistent awareness and self examination of their own pedagogical practices and biases. Educators must also be courageous to call out racist policies and biases in their building and their colleagues. This courage does not spring forth overnight or even after one completes a course or finishes a book. It comes from an everyday commitment to being an antiracist. I am not advocating for educators to wave a copy of Kendi’s book at colleagues as the final authority on this work. His work is one view point. There are a myriad of scholars that have also been involved in this work. Racist policies were birthed centuries ago and continue today wrapped in nationalistic rhetoric. It is a complex machine. This is truly everyday work to dislodge the knee that choked George Floyd to death on a street this past summer. It is everyday work to see The BOND Project’s theory in action begin to increase the paltry two percent of male educators of color nationwide in our schools. 

Athletes have long championed causes outside of their chosen profession. Educators are just as passionate about our professions as well. We are not going to sit out and not teach students. Our methods will have to be different from professional athletes. Most educators have worked through equity training and study groups with a variance of success. Engaging in anti racist work is new for most, including myself. I am not an expert but a curious learner. Educators across school districts have started this work in earnest. Staff at my school, New Hampshire Estates Elementary School in the Montgomery County Public School (MCPS) system, started an Anti Racist Educators club after the George Floyd murder. Teacher leaders Heather Holmes and Sara Kopf jump started this grassroots effort to learn about and amplify the work with our staff. Another friend and colleague, Daman Harris, principal at Wheaton Woods Elementary School in MCPS, wrote this recent  article outlining his vision and leadership for what anti racist work looks like in his school. These are but two examples of educators leading from their heart and with their curious minds to enact real change. 

We are professional educators. We teach children. Educators are well versed in reflecting after they teach a lesson and are equipped to do so in this work. Pirette McKamey writes in her article What Anti Racist Teachers Do Differently,Teachers need to insist on using their own power to consistently reveal and examine their practice, and seek input from black stakeholders; they must invite black parents to the table, listen to their concerns and ideas, and act on them”. McKamey writes about Black students, but this also extends to Latino students as well. Our national teaching force is mostly a middle class, White female staff. Reaching out to families from a different cultural background can help facilitate genuine relationships that are needed for Black and Latino students to have a positive school experience. McKamey also writes that school administrators “must clearly and consistently communicate the anti-racist vision for their school, create professional development opportunities for staff, recognize teachers who successfully teach all of their students, and intervene when they see problems”. There are some who ascribe to the notion that educators have enough to teach already and adding something “new” would be time consuming and questionable. Anti racist school leaders know it is imperative to be able to walk and chew gum at the same time. It should be our everyday work to be anti racist in our pedagogical practices and to engage in daily reflections on our work so we may effectively make school a better place for all children. This is especially true for our Black and Latino children who too often have not had the benefits of anti racist pedagogical teaching. 

The NFL and college football seasons are upon us. School has started for students across our landscape, virtually and in person. Professional athletes will continue to speak out against racial injustices while still dribbling. Professional educators will continue to learn how to identify racist policies and incorporate anti racist pedagogical practices in their teaching. Our commitment to this work will bolster our capacity to disrupt the cacophony of racism in our personal and professional lives. Our students are counting on us to teach them how.

Thomas N. Ryan serves as an assistant principal in Montgomery County Public Schools and is a member of the BOND Leadership Team. He believes in equitable access for all students and fostering a culture of curiosity and respect. He is also a life-long learner. You can follow him on Twitter @ThomasNRyan

Calling all my White Allies!

Screenshot_20200615-214612_ChromeEight minutes…forty-six seconds.

Once again the life of a black man has been taken and the world views the last breath that this father, son, and uncle takes before joining his deceased mother, as he calls for her in his last moments. We see the posts from outraged Black Americans, politicians, community members, and activists across social media outlets. News anchors continue to spew fear and misinformation that would deem the disenfranchised as thugs and looters. I, too, had to take a moment to breathe and sit with my emotions. Emotions of anger, frustration, and sadness continue to ebb and flow as I once again come to the conclusion that although “I, too, sing America”, no one is listening. 

I had to process my thoughts and feelings and recalibrate before beginning this piece because my mind just could not shake the silence. Silence from white friends I grew up with from back home. White friends, from across all political affiliations, who continue, even after watching black man after black man take his dying breath at the hands of police officers say nothing. I often find myself wondering: what went wrong?  I have come to a place in my own state of  “wokeness” around racism in America that those who remain silent are complicit in the injustices that continue to claim the lives of black men: particularly at the hands of police. More importantly, I, as a black man, no longer will take on the responsibility to try to push them to say a word. I hear you and it’s deafening.

Though I have many white friends and colleagues who continue to be silent about racism in this country I am very aware that I also have white friends and colleagues who identify as allies. I truly appreciate the white allies across our nation who continue to step up to the plate in the fight against racism.  However, I have a few things I would like for you to consider before you sign up for this fight. I want to first say these are thoughts of one black man and I in no way speak for anyone but myself. I saw a social media post earlier from an “ally” that elevated humanity in the fight against racism and the dissociation of whiteness in this fight…  I, too, am a humanitarian but please understand that this fight is about race. White people who subscribe to the fight against racism and do not identify with their own whiteness is an oxymoron.  If this is in fact you, I would like to push your thinking around this because it’s impossible to fight against racism but not recognize or identify as white if, in fact, you are.  Here is why:

On Colorblindness:

American Slavery continuum

I am an educator of almost 20 years. I started my career as the first black male educator in the history of my school. Over the years I moved into leadership positions at this school where I led many PDs on race and equity and I was often asked by my fellow allies “What do I need to do?” I would often try to explain the image above and remind them that for hundreds of years Black people were viewed as chattel. America is slowly and painfully waking up but it will never happen overnight as it will take just as long to “undo” such thinking. You can not serve as an ally for the fight against racism if you don’t see race; particularly if you don’t take time to see yourself as a racial being. White people have privileges they don’t even see. Until you first begin to unpack and peel back those layers the real work towards fighting racism (no matter what kind) can never begin. 

So, what do you do? I encourage our white allies to read and educate themselves about white privilege, white liberalism, and white vs. black/brown feminism, etc., from the perspective of black people. Use the knowledge gained to check your privilege and engage other members of your community in these conversations. It’s uncomfortable unpacking and seeing how you may or may not contribute to systems of oppression. I can tell you as a black man that I have experienced the waking moment of realizing that I was contributing to structural racist practices in our school system. When I realized my role, as a leader in education at an all-white school, played a part in the systemic oppression of students who looked like me I was embarrassed, ashamed, and hurt. This was an uncomfortable awakening, but I did the work necessary and as a result, my actions in the spirit of antiracist practices, now flow naturally, and authentically. So I encourage you to first take time to educate yourself and reflect on your whiteness. Once you discover your whiteness use that knowledge to authentically move you to action. Trust me when I say “real recognizes real!” If you haven’t done the work, I, and many others, see the facade coming from a mile away.

On Intent vs. Impact:

I also believe that it is the responsibility of all-white allies to help other white family members and friends who may not be as supportive as you are to fight against racism and to own and recognize their whiteness. It is the white ally’s responsibility to help check their privilege and help them understand, once you have also done your work, to shift their focus from the intention to impact. Too often we see the racist social media posts and actions of the  “Amy Coopers of the world”. We are so used to these antics that we already await the “oh too familiar” apology that follows as they realize that their actions have now cost them their job and their family’s peace. Included in these apology posts is an explanation that their intent was not to cause harm. It is here that I believe the role of the ally is so critical because it is not the intent that matters. Allies need to help other white people understand that it is the impact of their racist acts that need to be considered before acting. 

These conversations are critical amongst our allies as you help elevate white privilege and plant seeds regarding impact because truthfully speaking this black man could care less about intent. It’s hard for me or any person of color to constantly do this every day, but we do.  It’s a lot and I can tell you it’s tiring. We need your help in this fight and I hope you truly commit because black people never get to “take off their skin”. We never get a break from the micro/macro aggressions of the world that we see and experience every day. We never get a break. If you truly say you are an ally in this fight then guess what… you don’t get to take a break either.  So before you commit, be sure you understand exactly what you are signing on to do.  

With much love and respect for all my allies!

~One Very Tired Black Man


Desmond Mackall is an Assistant Principal at Glen Haven Elementary School.  He is an advocate for social justice and continues to support the work of recruiting, retaining, developing, and empowering male educators of color as a member of the leadership team for Bond Educators in MCPS.  Follow him on twitter @desmondmackall7

Put your own Oxygen Mask on First: How tapping into SEL can help you to help others.


I needed to get myself together.

I’ve always considered myself to be productive, efficient, and constantly seeking to achieve at high levels in new spaces. However, like everyone else, my world got turned upside down and I wasn’t able to do the things that I am accustomed to doing. Thinking positively, I had the naive thought that “Mr Get It Done” (me), would somehow be super productive and creative during this time. That turned out to not be true. I hadn’t shifted my thinking yet. As I often tell my social emotional learning (SEL) groups of boys, I needed to “stop and reset.”  I ended up having to take some deep breaths and stabilize my mind around what identity, achievement, and being a SEL advocate looks like for me in these times. 

I had to put my own oxygen mask on first.

For me, to reconnect with my identity in strange times, I went overboard in information seeking. I started watching videos and reading about the experiences of those whose situations are far worse.  I learned about astronauts who are in space for months at a time as well as those who are incarcerated and have had to learn how to “do” time. Now, don’t get it wrong, I am not comparing my experience to be as significant as traveling to the moon. Nor, by any stretch of the imagination, am I considering myself to be a prisoner in my 5 bedroom home with loved ones, food, technology, and the ability to move around without question. However, for me, in acknowledgement to the strength of mind of those who live in abnormal conditions, their insights were valuable in understanding the power of self awareness, emotion management, and relationships that you can teach yourself in new normals. 

With that, I began thinking about every instance in which I sought to teach children about social emotional learning. These are the three elements I chose to tap into.

1.) THINK.

Our mind requires stimulation in order for us to feel like we have any level of achievement. If one is only engaging in mind numbing activities you are not going to have any sense of dignity and accomplishment about your day.  Now that teachers and students have started to reconnect (virtually), we should see increased productivity from both groups. In fact, I think we may reflect on this experience and have the potential to see some of the most innovative and creative instruction we have ever seen.  Many teachers will be brilliant and many students will learn new ways to push their own thinking and talents to new heights. In the midst of literal or figurative survival, many will read, write, design, create, dream, and grow like never before. Finding just a little intellectual productivity per day will make you feel the level of achievement your brain desires.

2.) MOVE.

I also recognized that my body responds similarly to the way my mind does. Every day I have to do something which causes my body to feel like I deserve rest and relaxation. Otherwise, I feel lethargic and out of sorts. Our bodies respond to physical activity and you also will find that your sleep patterns become more normalized with your productivity. Schedule a short walk or run. Ride a bike. Jump rope. Do jumping jacks, push ups, sit-ups, and other exercises individually or with a video group. Work on a new outdoor project. Or, just sit or stand outside and feel the sun or cool breeze. Your body appreciates the natural elements and will respond positively to the fresh air and activity of movement. 


Lastly I learned that I have to engage human beings. In “real life” I’m not an extrovert or introvert, but I know I need to see, hear, and be around other people.  Discussion, debate, and intellectual exercise with trusted friends is what I used to find some sense of normalcy. Whether through a zoom conversation with some friends or, even better, a physical phone call (not a text) where I engage someone else’s voice is a beneficial daily activity for me. Belonging is a human need and me connecting with others and hearing their stories, experiences, and coping mechanisms serves a purpose for both parties. 

Now, that I’ve found some normalcy for myself in the midst of this crisis, I have the will and capacity to support others.  Without school, many students have also lost the things that help define their identity, feel successful, as well as loved and connected.  Our scholars, athletes, and social butterflies need us to help them process, for this moment, what it means to think, move, and engage. Students are depending on us to help them get just a little bit of that normalcy back.  We need to encourage the youngsters in our sphere of influence to try and find these three elements in their lives. Helping others to get through this by sharing how you cope and “achieve” is something we all can do as educators. 

Every educator has the personal and professional capacity to do this. However, this type of hero work requires us to stay healthy.  No matter where you are, no matter how crowded your circumstance, no matter how bad of a slump you think you are in, these simple elements will help release the stress and anxiety in your body and encourage a positive mindset. Our kids are depending on us to help them regulate by tapping into social emotional learning.  We don’t know what our kids have experienced during this time and we don’t know how long we still have to go, but in the meantime we have to pull out our best educator selves to help them where we can. These times aren’t normal but we can create new ways to educate/help others, just remember, be kind to yourself and put your own safety mask on first.


Daryl Howard, Ph.D. is an Equity Specialist and BOND Project Leadership Team member in Montgomery County, Maryland.  Howard’s academic interests include social emotional learning and the study of race equity in education. Howard’s book is entitled Complex People: Insights at the Intersection of Black Culture and American Social Life (HUE Press, 2015). Follow him on Twitter @darylhowardphd.

Emerging from a First Gen College Student to a First Rate Professional

Screenshot_20200324-203420_DriveI thought that the struggle of a First Generation Student would end the minute I graduated from college. It was hard enough sitting in classrooms where I felt embarrassed that I barely knew what people were talking about. It was embarrassing to sit in these same classrooms listening to my peers use vocabulary from texts that I rarely understood. Constantly I thought about dropping out of college because I always felt like I did not belong. I’d say that if it wasn’t for my behavioral psychology professor, I probably wouldn’t have completed my first year in college. But once I graduated with my Masters, I thought to myself: “Finally, I can now fulfill the American Dream and feel proud of what I have accomplished”. If only it was truly that easy…

I remembered feeling proud and extremely nervous when I got a phone call for my first career job interview. I was proud that someone believed in me and gave me the opportunity to show them I was capable of the position. But I was nervous about the fact that I really had no professional background experience. What I mean by this is that no one in my family ever worked in an office position. In fact, my mom was the one who cleaned the offices of these professionals and my dad was the one who delivered merchandise to these offices. They never imagined any of us ever working in these offices. I remembered  calling my parents, excited to tell them the news of this opportunity and seeking their advice on what to expect in this interview. I remember their response very well; “I don’t know mijo, you’re not cleaning or delivering to them. I don’t think we can offer you advice. Just be professional and dress up like them.” 

The struggle of a first generation professionals is very similar to our first generation students who are looking to further their education. We are constantly pondering if we are doing our jobs right, if we are dressed right, if we are speaking right, if we ARE right for the position we hold. Ever since I started, I have drowned myself in any additional tasks or assignments given to me at this school. I have always felt that I needed to prove to others that I am capable of doing the extra work. I was never taught how to slow down because since I first started my career, I have been reminded of how proud people are to see a Latino working in a school. 

With that kind of expectation, I felt like I needed to do it all. I felt like a Latino needed to be openly present in everything. “Make our people proud” has been the motto that I have had to live by all my life. I have to do it all, even if it means to sacrifice some of my personal time with my family, friends, and students. My parents have done it all in their jobs, so why shouldn’t I do the same? 

As much as we want to solely save the world, we can’t do it alone. If we keep trying to do it all, we have a higher chance of burning out much quicker than most. So what should we, as First Generation Professions, do? It goes without saying that while the following suggestions have worked for me, you must decide for yourself what will work for you: 

As a first generation professional, we need to accept the fact that we can’t do it all, especially not alone; something that my colleagues are probably nodding their heads and say hopefully Doug actually believes in that… Trust me, I am working on it. I have gotten stuck on the thought of “If not me, then who.” So I have spent countless hours trying to solve problems on my own on how to best support my students, both those students in and off my caseload. I have been known as one who is the first to arrive and last to leave in my office. Furthermore, with every new assignment that I have taken on, I never really gave up any previous assignments either. This year I was “forced” to give up some of my other duties. As challenging as it was to accept these changes, I have to admit that I have been able to breathe better at work. I have been able to focus and be present on assignments that I have truly enjoyed doing, such as the Minority Scholars Program and assisting in Restorative Justice. I have been able to work closely with my colleagues on finding new ways to support our students in need. Lastly, and probably most important, I have been able to make more time for my family.

Secondly, don’t feel obligated to stick with your own department. We need to connect with others in our schools, especially those that look like us. Every year I have always been asked, “Doug, why are you always hanging out with [insert a person of color current school].” I would always shrug it off and say because I am cool with them. But the reality is, [they] get me. It has been disheartening when I have been bothered by a situation that occurred and a few around me would question me on why I was being “too sensitive” to the situation. As discouraging as it was to experience these moments over and over again, I have been fortunate to have colleagues who can relate to me and offer their support. Moreover, these colleagues would offer suggestions on how to handle the situation in a professionally acceptable way. 

Third, you need to network with others in the community or county. I have been blessed to have been surrounded with other professionals who understand my frustration. BOND has been an excellent place to connect with other professionals who look like me and understand my struggle. Through our BOND meeting, I have been given a safe space to listen and talk about issues that I would typically repress and/or let go. At these meetings, I have not felt intimidated by someone’s title or position. Brothers from different schools around the county gather together to discuss, empow, and celebrate each other. I have learned a lot through these meetings and I know that I have gained a great deal of confidence in myself and my work by listening to what others have to say through these networking opportunities.

Lastly, please make sure that you share your experiences with others. Staying quiet does not solve anything. Chances are the struggle that you are currently facing at your school, someone else in another school has been experiencing that as well. We need to let go of our own pride and think that we have to do it all on our own and trust that others can help. In my first few years in education, I was scared to speak up because I felt like I was complaining too much or making excuses. But the reality is, as educators, in addition to teaching, we need to make time to learn as well. Learn from our peers, learn from our students, and learn from other educators. We all have so much we can contribute and we need to share that with each other. Through BOND, I know that at first I was one that didn’t say much because I didn’t feel like I was Professional enough to say anything. But I was constantly encouraged to speak up, to find my voice, and to educate through BOND. I remember the first time another educator at a meeting came over to thank me for bringing up particular issues that I was dealing with. It was at that moment that I started to see myself as a professional. 

For educators and professionals who know of first generation professionals in your building, reach out to these educators. Lend them an empathetic ear, an open mind, and a nonjudgmental voice. I truly have been blessed with some great leaders at my school who have always had my back. They have always encouraged me to be the best person I can be at my school and have been supportive of any ideas I have brought to the table. My school family and my BOND brothers are the real reason why I am motivated to come back every year. 

As difficult as it has been to be a first generation professional, I would not trade my experience with any one else. I have been happy to share my journey with those who want to hear my story. My journey has given me a deeper insight and a whole new look on what it means to be there for others, especially our students. As I have always told my students, “we all have our own story to tell one day. Make it your own, not someone else’s.”


Douglas Rivera serves as a School Counselor in Montgomery County Public School and is a member of the BOND Project leadership team. Doug is dedicated to advocating and empowering all of his students and colleagues.

Culturally Responsive Recruiting Requires Woke and WORK. Are you ready?


TeachersWanted2The data, the research, the demographics are all staggering and compelling. But none more so than the actual experiences of teachers of color as they are sought after (and sometimes fought over) to come to every district in America to increase the diversity to reflect the population of students in the classroom. Sound familiar? It’s in almost every strategic diversity recruitment plan that I’ve reviewed in my 25+ years in education. But are school districts ready to rethink how they recruit teachers of color? I really like this quote from Steve Robbins’ book, What If?…”Taking steps to create a diverse workforce is one thing. Doing away with old structures and traditional methods so that a diverse workforce can excel is quite another”. Therein lies the issue: we want all the black and brown teachers we can get but we’re not willing to wake up and do the WORK necessary to create the space and change the institutional practices and traditions that have implicitly and sometimes explicitly marginalized teachers of color. Given the heavy lift of being woke and doing the WORK of culturally responsive recruiting, superintendents, executive, HR, and talent management staff, and institutions of higher education have to ask, are we ready?

Let’s talk about the concept of being ‘woke’. It’s a term that has been urbanized to mean being aware, and “knowing what’s going on in the community.”(Urban Dictionary). According to Merriam Webster, “Woke is increasingly used as a byword for social awareness”. To be ‘woke’ also means to have a clear, intuitive understanding of society from a racialized perspective. It’s recognizing that people of color are treated differently, marginalized, and are often viewed from a deficit perspective. So how does this impact recruiting teachers of color? WAKE UP!! (In my Dap from School Daze voice).  It means that HR professionals need to be very cognizant of how they engage candidates of color through social awareness, language, examples, strategies, and stories to attract them to a district. And it’s not just the teachers asking for the wokeness, it’s students too.  When providing advice to educators in Tennessee a group of students from Freedom Prep cited being human, expecting excellence, and being woke as keys to success for new teachers (Chalkbeat June 15, 2018).

Culturally responsive recruiting is recognizing that good is a relative term derived from and defined using a dominant (European American) cultural standard so what may be a good recruitment strategy for the 82% of white teachers in America does not work for the dwindling number of teachers of color especially when culture and heritage are not prioritized. Notice I did not say race but culture. This includes cultural orientations that account for things such as collectivism, the importance of relationships, spirituality, family, views of the world and society and certainly how these views impact people of color now more than ever (Hammond, 2015). It means being able and prepared to discuss your district’s position on immigration, racial equity, racial justice, structural racism, institutional racism, racial profiling, bullying, and white privilege, as well as how it addresses hate crimes, how families are defined ( i.e. multigenerational, same sex, non-related) and even how one’s locs, braids, or TWA (not the airlines)  might be perceived.

So next is the WORK Willingness, Opportunity, Relationship/Responsiveness and Knowledge.


  • Culturally responsive recruiting demands a willingness to create a district, school, and classroom climate that extends beyond tolerance and welcoming teachers of color but it recognizes and interrupts with intentionality the structures that have traditionally led teachers of color right out the door.  That being said, a school district, like Montgomery County Public Schools, MD with the resolve to have an Equity Initiatives Unit committed to advancing racial justice and interrupting systems of oppression should be elevated, touted, shouted, promoted, championed, Tweeted, you name it!


  • Teachers of color, as with students of color, want to know that they truly have a fair shot. The opportunities that are presented to both groups need to be authentic and they need to capitalize on the strengths of individuals of color. We often bring bilingualism, biculturalism, multiple worldviews and perspectives that benefit all students and staff. When advertising for diverse candidates be ready to engage, share and immersed in diverse racial and cultural experiences.

Relationship/Responsiveness (Both are essential so I’m doing a 2 for 1)

  • With relationships it’s simple – be responsive (i.e. quick and positive), from the get go. With culturally responsive recruiting you build relationships not just with the candidates but with the community or institution from which you are recruiting the candidates. If you’re participating in a recruitment fair at a minority serving institution (MSI), know the history of the institution. Most graduates of MSI’s take great pride in their schools. Study the alumni and student newsletters, follow the school and education departments on social media, be comfortable enough and confident enough to share how your district creates, nurtures, prioritizes, and sustains community for candidates of color through strong relationships and how you are intentional in allowing this type of community to flourish.


  • It’s said that “You can’t teach what you don’t know. And you can’t lead where you don’t go”. My spin on that Jesse Jackson quote is “You can’t recruit whom you don’t know and you can’t recruit them from where you won’t go”. There is much to be gained by learning more about the educators you are targeting in that strategic diversity recruitment plan. First, set those assumptions and biases aside and get to know from a racial, cultural, and personal perspective educators of color up close. With everything happening in our mixed up socio-political stuff, current and aspiring educators of color are ready for school districts, school leaders, human resource leaders, and other staff to have conversations that interrupt systems of bias, oppression, and inequities. Second, as you engage and sustain those conversations, be smart enough and sincere enough to use language that speaks to the value of the educators you are recruiting. I’m not talking about verbal language exclusively although that is critical. I’m also referring to the non-verbal language. When prospective educators follow your Twitter feed, FaceBook page, and other social media platforms is there clear evidence that the district is one that is welcoming? Are there affinity groups that provide support, professional learning, camaraderie, leadership development, and fellowship like the BOND Project in Montgomery County Public Schools and The Fellowship in Philadelphia? Does your district have a Board policy that focuses on racial equity as does Saint Paul Public Schools?  Finally, as I mentioned, people of color are relational. The professionals that you are trying to recruit want to be seen, respected and treated as smart, committed, innovative, caring, cultural and racial individuals. Again, “You can’t recruit whom you don’t know and you can’t recruit them from where you won’t go”. Teachers of color are out there ready to connect and make a difference in districts that are ready to know and go.

So if you’re ready, and I mean really ready, stay woke and get to WORK!Inger

Passionate about teaching and education, Dr. Inger Swimpson has been an educator for over 25 years with Montgomery County Public Schools (MCPS). She has served in a number of capacities including middle school science teacher, team leader, and department chair. Her progressive leadership roles include: instructional specialist, equity specialist, Supervisor, Staff Development Programs, Director, Certification and Staffing, Director, Talent Acquisition. She currently serves as executive director in the Office of School Support and Improvement. One of Dr. Swimpson’s most gratifying professional accomplishment lies in the establishment of the BOND (Building Our Network of Diversity) Project, a networking, leadership, mentorship, and fellowship program created for African American and Latino male educators in MCPS.




Room 229: Intro to Trauma Sensitive Pedagogy. 


David (name has been changed) started running. Fast. He ran down the hall, down the stairs and stopped at the exit door. He paused, looked at the door and started running again down the hall. He had thrown objects at staff minutes beforehand. My limited Spanish did not break his stride. One of our paraeducators stopped David in his tracks with the soothing sounds of his native language, his mother’s language. After a few minutes of conversation, David took her hand and walked toward class. I thought about his story and how that story was becoming a common place narrative in our schools today.

Recent headlines from The Washington Post such as “Officials defend ICE raids that seized parents”  Friday, August 9, 2019 and “ICE raids target workers, but few companies are charged” Saturday, August 10, 2019 further underscore the urgency for professional educators to become versed in trauma sensitive pedagogy. These are the realities many of our students are living on a daily basis. We may read headlines and talk about their impact with our colleagues and loved ones, but for our families, these headlines are their kitchen table discussions every day and night. Bearing this emotional weight on their shoulders, our students come into our buildings every morning. How do we ensure we are meeting their needs, where they are, not where we think they are, based on our previous learning. Today’s political climate has forced these realities into our buildings vicariously through the families we serve. 

Bruce Lee, the martial artist/movie star/philosopher, was many things to a lot of people. He was always a student first. He was fond of re-telling the Buddist tale of The Empty Cup. The Empty Cup referred to one’s ability to learn. Long ago, a prospective Zen student asked a Zen master to teach him. As the Zen master started teaching, the student kept interrupting the Zen master with his own experiences and prior learning. Finally, the Zen master reached for the tea pot and offered to pour some tea. The Zen master kept pouring the tea until the student’s cup was overflowing. The student asked why he kept pouring even when there was no room left in the cup. The Zen master replied that the usefulness of a cup is in its emptiness. Only then can one fill their cup with new learning. One must empty their cup to be able to receive new learning. Trauma sensitive pedagogy was my new learning. 

Trauma sensitive pedagogy is an instructional framework for young students that is grounded in a developmental perspective that focuses on learning. Trauma sensitive pedagogy focuses on instructional strategies that seek to improve academic and social outcomes for children with Adverse Childhood Experiences (ACES). Children with an ACES background are not new to professional educators, however an organized framework of research based instructional practices developed for our most vulnerable learners is most certainly new learning for their cups. Trauma informed practitioners are attuned to the importance of a student’s social-emotional learning in addition to the academic learning. Sometimes, the former will outweigh the latter. 

Last summer, the University of Maryland, in partnership with Penn State University, partnered with a group of ten educators from New Hampshire Estates Elementary School to launch a trauma informed pedagogy pilot project. New Hampshire Estates Elementary School is a Title I primary school in the Montgomery County Public Schools system in Maryland. We serve about 475 students. We are about 75% Latino, 67% of our students are learning English as a second language (ESOL) and we are 90% free and reduced meals (FARMS). Ten staff members from New Hampshire Estates volunteered for this project. The staff members included in this pilot project were a diverse mix of ethnicities and job descriptions. We had a team of classroom teachers, ESOL teachers, counselors, paraeducators, administrators and a therapist from our Linkages to Learning program that comprised our cohort. 

Dr. Christy Tirell-Corbin, University of Maryland, Dr. Carlo Panillo (Pennsylvania State University) and their team of graduate assistants, led our learning in the summer of 2019. We began to learn about the effects of chronic and acute trauma and the differences between them. We discussed cases studies and we also talked about David’s story and how his trauma has prevented him from being available for learning. Corbin and Panillo instructed us to identify a problem of practice. Through their guidance, we identified our problem of practice and drilled down to an actionable goal. Our goal would be to increase access to high quality, trauma informed support structures for our students, families and staff. We identified a primary driver of building a supportive community and three secondary drivers of staff, students and families. In subsequent meetings, the team discussed models and programs that would act as change agents to reach our stated goal. Some of these identified changes were in place or in various phases of development. We identified the supports we currently have in place at NHE such as: Linkages to Learning, counseling lessons, mentor programs, Principal Parent Coffees, Family Learning Nights and our new Watch D.O.G.S. program. We also continued our commitment to provide a calm, caring and predictable environment for our students.

David and his family made the trek from El Salvador to the U.S.-Mexico border. The journey took five months across unforgiving desert and other unnamed traumas. They were detained at the border and David’s father was sent back. David and his mother were housed in a cage. They were released and struggled to find their footing in Houston, TX. It was here that David suffered a head injury when he was placed head first in a large trash bag, closed it and swept him up in a violent manner, making him hit his head on the concrete floor. David and his mother fled to New York and stayed for a few months until they moved again, this time to our school community. David is five years old. He is a bright and curious Kindergarten student. At first, he positively responded to only Spanish speaking staff. Presently, at times, he has responded to relationships before hearing his native language. However, he has also exhibited unsafe and violent behaviors that make him unavailable for any social or academic learning. He is constantly living in an amygdala hijack. Our trauma team leaned forward and emptied our cups.

We also learned about secondary trauma. According to the American Counseling Association,  “Teachers, who are directly exposed to a large number of young people with trauma in their work, a secondary type of trauma, known as vicarious trauma, is a big risk. Sometimes called the “cost of caring,” vicarious trauma can result from “hearing people’s trauma stories and becoming witnesses to the pain, fear, and terror that trauma survivors have endured”. (Christos, Immigration Concerns, presentation 8/27/19). Left unchecked, secondary trauma can adversely affect one’s work and home lives. School leadership would be well advised to build structures to support staff such as the Tap In/Tap Out strategy or staff social times. Tap In/Tap Out works when a staff member needs a few minutes in private before they return to their work. Staff have previously set up a Tap In/Tap Out buddy and use it when warranted. I talk to my staff constantly about the importance of self care. You can’t effectively build relationships and teach students if you haven’t taken care of your home life first. 

My learning about trauma sensitive pedagogy was made possible through our collaboration with each other. My writing is a product of those summer hours learning together in room 229. Our work will help us become trauma informed practitioners who will develop and implement research based instructional strategies in the classrooms. Staff members who are cognizant of the impact trauma has on our students and have a grounding in trauma sensitive pedagogy, are better equipped to support and teach our most vulnerable learners like David in our schools.


The 2019-2020 NHE Trauma Cohort: Jennifer Baah (ESOL), Vicky Christos (ESOL -team leader), Hannah Franklin-Gillette (Grade 2 teacher), Janel Frazier (Grade 1 teacher -team leader), Lillian Fulcher (Math Focus Paraeducator), Robert Geiger (Principal), Ellie Kleinman (Counselor), Jacquelin Marquez (Therapist), Alison Reside (Special Education teacher -team leader), Thomas Ryan (Assistant Principal)

Special Thanks to Dr. Christy Tirell-Corbin, University of Maryland and Dr. Carlo Panillo (Pennsylvania State University) for their leadership during this pilot project.


Thomas N. Ryan serves as an assistant principal in Montgomery County Public Schools and is a member of the BOND Leadership Team. He believes in equitable access for all students and fostering a culture of curiosity and respect. He is also a life-long learner. You can follow him on Twitter @ThomasNRyan



Do you have an Equity Mindset?

Screenshot_20190907-222548_Photo EditorAs educators, we approach every school year with the desire to be our very best. When thinking of our profession, we understand that it is never static and there are new experiences preparing to greet us daily.  As a new member of the Equity Initiatives Unit, I’m entering this school year with the same enthusiasm that I had while a counselor at Montgomery Blair High School. Although I will miss regularly seeing 3000 plus students, working in equity with the task of sharing this important work with others is equally exciting, dynamic, and rewarding. The quest for continual improvement in philosophy and practice around cultural awareness, human engagement, and most importantly, their impact on student’s social emotional learning is still at the forefront of my work.

This feeling of ambitious optimism reminds me of many conversations that I have had about growth mindsets. Just as we encourage students to have a growth mindset, what if educators headed into the year with an Equity Mindset?  I use this parallel because we love students who have a growth mindset. We appreciate those who are able to see failure as an opportunity to learn and develop new ways of doing things. In our eyes, these risk takers are all about growth and are the opposite of fixed mindset types that measure success by someone else’s standards or give up when they encounter obstacles or resistance. Just as we desire our students to constantly seek learning and development, I encourage us all to begin/continue a growth mindset around equity.

In its simplest form, equity is about fairness and is a practice where everyone’s contributions matter. We must engage our equity mindset when there are opportunities to counter and interrupt the bias that we all deal with. We must consider our equity journey as we explore new ways to be welcoming and innovative in the spaces where we work with students and families. We must also reflect on equity and stand courageous in disrupting institutional and curricular practices that don’t allow us to operate outside the status quo or bring in student voice and cultural experiences. 

I once heard someone say that education is a revolutionary act. I tend to agree. In order for us to help students to be the best, healthiest, and most curious critical thinkers they can be, our practice has to be equity centered and forward leaning. In the long run, our society will be better as a result of our individual equity journeys.


Daryl Howard, Ph.D. is an Equity Specialist and BOND Project Leadership Team member in Montgomery County, Maryland.  Howard’s academic interests include social emotional learning and the study of race equity in education. Howard’s book is entitled Complex People: Insights at the Intersection of Black Culture and American Social Life (HUE Press, 2015). Follow him on Twitter @darylhowardphd.

Creating a “Farm” System for Teachers of Color: Grow Your Own Program

IMG_20190406_133301Research has shown that a concerted effort to recruit teachers of color has been difficult nationwide (D’amico, Pawlewicz, Earley, & McGeehan, 2017). Some studies suggest that Black and Hispanic students have been turned off by entering the teaching profession due to the fact that many have had poor experiences in underperforming schools (Madkins, 2011). Those who do make their way to college look for careers that offer more money and prestige. District recruitment cycles are not enough to improve teacher diversity. An intervention has to be put in place that monitors the number of teachers of color (TOCs) that are being recruited, hired, retained, and that are leaving the profession. 

Based on a 2014 study by the Albert Shanker Institute (ASI), researchers found that TOCs work better with minority students. It was found that TOCs have higher expectations for minority students, and those students benefit from having teachers from their own racial group who understand their cultural backgrounds (ASI, 2014). The study also found that White students also benefit from having TOCs (ASI, 2014). The increase of minority students nationwide, has led to an increase in the number of minority teachers, but while the amount of Black and Hispanic teachers has grown over the last 25 years, the profession continues to remain predominantly White and female, regardless of whether the school is low-performing and high minority, or high-performing and low-minority (White, 2016). Unfortunately, one of the problems encountered is that there is an uneven distribution of TOCs across public schools (White, 2016). Most of these teachers can often be found in high-poverty, high-minority schools (ASI, 2016; White, 2016). The added stress placed on these low-performing schools to succeed, in many cases leads to these teachers, like all teachers, to have a higher rate of attrition due to a lack of professional autonomy, and lack of administrative support (ASI, 2016).

In Major League Baseball, teams have a system established to provide young players with training on how to properly play the game and learn the team’s philosophy and culture. The hope is that one day, these players will be “called up” to play and contribute to the parent team. In education, namely teacher preparation, there are similar programs and systems in place where high school students can learn the ins and outs of the teaching profession within the district they attend with the hopes of one day teaching in their home district.

Grow your Own (GYO) programs have been used to recruit future teachers in Georgia, Illinois, Maryland, Washington, and Wisconsin. These program are not only important in addressing teacher turnover and attrition, but also the lack of diversity that exists in many school districts. Under the previous MCPS superintendent, Dr. Joshua Starr, it was suggested that MCPS create a teacher “pipeline program” in which the district can guide MCPS graduates into the teaching profession (Starr, 2014). These programs are instituted through university partnerships while students are still in high school, and for those who choose to major in education as undergraduates. Students take education courses in high school and are mentored by staff members.

Several universities and community colleges in Maryland teamed up to create the Teacher Academy of Maryland (TAM). TAM is a program to addresses the teacher shortage by creating a pipeline of teacher candidates from grades 6-12 through partnerships with those schools (Towson, 2009). In Howard County, Maryland, the district has an initiative with Howard Community College in which high school students can take the ParaPro exam, which qualifies them to be instructional assistants when they graduate high school. Baltimore County Public Schools, Charles County Public Schools, Carroll County Public Schools, and Frederick County Public Schools also have instituted the Teacher Academy of Maryland GYO program for their high school students.

With mentorships like the BOND project helping male TOCs in MCPS, the reach of the program would go even further when we are able to teach, mentor, and provide support to our own students of color to become future educators. The data shows that Black male teachers represent only 3.7 percent of teachers in Maryland public schools. Nationally, Black males make up less than 2 percent of the nation’s teacher workforce (Hawkins, 2015). A GYO program would give the district the opportunity to partner with local universities to train students while in high school and provide an opportunity to get college credits toward getting teacher certification. If implemented in all schools, but especially those with high minority populations, GYO programs can be a step to creating a foundation towards increasing the minority teacher recruiting process.

Over the last few years, I have had the opportunity to teach alongside former students and to support those students who are now teaching within the county and within the greater Washington DC area. With several high school in the district offering specialty programs, why not develop and offer a teacher training program to attract and retain our best and our brightest students? By instituting a GYO program, MCPS can create a “farm” system and a steady stream of TOC for years to come.


Albert Shanker Institute. (2016, January 16). The State of Teacher Diversity in American

Education (Rep.). Retrieved from http://www.shankerinstitute.org/sites/shanker/files/The%20State%20of%20Teacher%20Diversity_0.pdf

D’amico, D., Pawlewicz, R. J., Earley, P. M., & McGeehan, A. P. (2017). Where are all the black teachers? Discrimination in the teacher labor market. Harvard Educational Review, 87(1), 26-49. doi:10.17763/1943-5045-87.1.26

Gershenson, S., Lindsay, C. A., Hart, C. M., & Papageorge, N. W. (2017, March). The long-run impacts of same-race teachers (Working paper No. 10630). Retrieved http://ftp.iza.org/dp10630.pdf

Hawkins, B. D. (2015). Where are all the black male teachers? NEA Today. Retrieved from http://neatoday.org/2015/09/22/where-are-all-the-black-male-teachers/

Madkins, T. C. (2011). The black teacher shortage: A literature review of historical and contemporary trends. Journal of Negro Education, 80(3), 417-420.

Starr, J. P. (2014, December 9). Teacher Workforce Diversity Strategic Plan (Rep.). Retrieved http://www.montgomeryschoolsmd.org/info/pdf/Teacher%20Workforce%20Diversity%0Strategic%20Plan.pdf

Towson University. (2009). Teacher Academy of Maryland. Retrieved December 10, 2016, from https://www.towson.edu/coe/resources/teacheracademy/

White, T. (2016). Teach for America’s paradoxical diversity initiative: Race, policy, and black teacher displacement in urban public schools. Education Policy Analysis Archives, 24(16), 1-41. http://dx.doi.org/10.14507/epaa.24.2100


John Howard, Ed.D., is a Consulting Teacher and BOND Project member in Montgomery County, Maryland.  Dr. Howard is the former English department chair at John F. Kennedy High School in Silver Spring, Maryland. Howard has taught previously in Prince George’s County Public Schools in Maryland, and Durham County Public Schools in North Carolina. Dr. Howard’s academic interests include the value of teacher credentials in the screening and selection of teacher candidates. Follow him on twitter @Scribe616

Side by Side: The Power of Reading & Relationships for Latino Boys


In a hushed tone, I heard “Mr. Ryan, can I read this book again?” The junior from Montgomery Blair high school showed me a white hardcover book titled Guatemala. He had selected it from our elementary school library. The week before, he and his second grade mentee read it together.I noticed then the curiosity and questions coming from two male students of color while they read an informational text they had selected together. “Of course, learning about history is pretty cool,” I said. The high school junior sat next to his mentee, who was reading a different book this week, and they commenced reading silently, side by side in our media center.

Five years ago, a colleague presented an idea to me. She knew I was already running a mentoring program for our second grade boys. Her idea was to partner our students with high school mentors who looked like our students. The idea took off. I reached out to our neighborhood high school, Montgomery Blair in Silver Spring, Maryland. The NHE-Blair Mentoring Program was successful that year and in subsequent years has grown. The core of the program has stayed the same: Male students (mostly of color) reading together and learning through play.

Our student body at New Hampshire Estates elementary school is about 75% Latino with a Free and Reduced Meals (FARMS) rate of 85%. We are an immigrant community where we are busy preparing our young scholars to be successful global citizens. Our student’s literacy data leads their peers in multiple measures around Montgomery County Public Schools (MCPS). However, our students are not always afforded favorable expectations from society due to what they look like or what zip code they come from. False assumptions are easily placed upon them such as ”This text may be too challenging for them,” or later in life when they are just walking home from the store wearing a hoodie.

MCPS superintendent, Dr. Jack Smith, is fond of saying “access precedes achievement”. Culturally responsive educators know this to be true. There has also been documented research that male students do not typically want to read for pleasure. Dr. Paula Schwanenflugel and Dr. Nancy Flanagan wrote in the April 2018 edition of Psychology Today

On Scholastic’s 2016 survey of over 2000 U.S. children, ages 6-17, only 52% of boys (versus 72% of girls) said they liked reading books over the summer, while only 27% of boys (versus 37% of girls) said they read books for fun at least 5 days a week.  Forty-five percent of boys (versus only 36% of girls) said they often have trouble finding books they like”. Both authors also cite the 2016 Pew Research Center survey of adult reading habits. This study concluded that “women are more likely to read books than men,” and noted that 32% of men (versus only 23% of women) surveyed said that they hadn’t read a single book in the past year. (Psychology Today, Schwanenflugel and Flanagan Knapp, April 2018. https://www.psychologytoday.com/us/blog/reading-minds/201803/what-is-it-boys-and-reading)

The NHE-Blair Mentoring Program has two parts. The first part attempted to address the findings from Schwanenflugel and Flanagan’s research: getting our boys to want to read and to find pleasure in self-selecting what we call a just right book that is of interest to them. It does not matter if they wanted to read about ninjas, Batman, Cinderella or sharks. It did not matter if they read picture books, comic books or chapter books. We wanted our boys to find enjoyment in reading. The high school students would either read to their mentees or with them, side by side. Our thought was if our young male students saw high school male students who looked like them, reading with them or to them, reading overall might just secure a space in the childhood hall of fame. The high school students were not parents or teachers, they existed in that elementary stratosphere of older kid “coolness” that was bestowed upon them the minute you said “high school” to an eight year old. Even Christian, a second grader who had one of the toughest home lives I have seen in twenty three years in education, would eagerly await his high school mentor each week with a book he had already picked out for them to read together.

The second part of the NHE-Blair Mentoring Program centers on learning through play. It is not physical education class, a recreation league team or even a sports skills program. This part is more akin to playing in the park or backyard with an older brother or cousin. We usually play soccer or basketball. We start with practicing various skills with their mentor in a loose setting, then we usually run a backyard style pickup game with the mentors and mentees learning through play. As the adage goes,“You can learn more about a person’s character in an hour of play, than in a year of conversation”. Sportsmanship, teamwork and persistence are the common threads we emphasize during the athletic portion of our program.

Most of the male students in my program come recommended by staff as students who would benefit socially and/or academically from working with a positive male role model. This program also affords a positive school-based experience to our high school male students as well. Many of them have been or still are newcomers, an ESOL student or just a male student of color who needed positive school-based experiences. I smile every time I see the high school “cool” slip away as soon as a second grader runs up to them and they engage in their own special handshake. Phones rarely make an appearance.  

The high school student who had read Guatemala the previous week later told me he learned some new things about his country from that book. He even showed me a new book he picked out from the library on his own. It was another book about Guatemala. I remembered seeing the book full of maps. It struck me that the young man may have been born there, may have even been back, but he still wanted to learn about the landscape of his home country. The high schooler asked me if he could read that book with his mentee, even if it wasn’t from NHE’s media center. I smiled broadly recognizing that through reading and relationships we are deconstructing  a narrative that some may have for these young Latino scholars.


Thomas N. Ryan serves as an assistant principal in Montgomery County Public Schools and is a member of the BOND Leadership Team. He believes in equitable access for all students and fostering a culture of curiosity and respect. He is also a life-long learner. You can follow him on Twitter @ThomasNRyan


Pushed over The Edge: Maintaining One’s Motivation in the Craft of Teaching.


I’ve been in the classroom for 20 plus years and for much of that time I’ve been drowning in a sea of safety, comfort and familiarity.  Let me be clear, I’m passionate about education. Teaching is not just what I do but it’s who I am – to my core. However, this enduring love for my craft has led me to become complacent and quite frankly a little bored.  It’s like being in a long term relationship with someone you care for deeply, but you allow the fire and passion to die and begin taking that person for granted. This is never a good look for any type of relationship – particularly for an educator because so much depends on what we do. When we become stuck in our ways or unmotivated to innovate our pedagogy as the times and our students change, everyone pays the price. Our students disengage from the learning process because what and how we teach no longer applies to the way they live and learn outside of the classroom.  For us, contentment within the four walls of the classroom becomes tantamount to a slow and quiet professional death.

Within the last few years I’ve been gently nudged to expand my teaching and learning experiences beyond the classroom by a close network of my colleagues.  But it’s primarily my students that finally snuck up behind me and pushed me over the edge of complacency and out of my comfort zone. It was their boldness to challenge me to grow in ways that I had not imagined.   

It has always been important to me that students are able to apply the information that we learn in class to their lives outside of it.  Whenever possible, I try to make education “functional” for them. I’m cognizant that what we do in class should not always be an abstract intellectual exercise, prompting them to ask questions like, “why do I need to know this?” or “when will I ever use this stuff?” I’m not always successful, but the attempt is there.  I’ve worked hard over the years to strengthen my skills in developing a classroom culture where academic rigor, strong relationships and reflection are the norm. I encourage my students to find their voice and become agents in their lives in an effort to change society for the better, but more importantly, to not be afraid to change themselves.  The flip side of creating this type of environment is that students have become comfortable enough to ask me questions and challenge me about how I’m being a change agent outside of the four walls of my classroom. Their challenges are never hostile or confrontational, rather they’re more akin to encouragement and support, empowering me to share with the world what we do in the classroom. The practice of moving from theory to practical application, or like W.E.B Du Bois frames it – the theory of praxis, is so important in being an effective and accomplished educator.

As part of “escaping” the comfort of my classroom and taking on the challenges from my colleagues and students, I’ve delved into teacher leadership roles outside of the classroom and as a result I’ve not only deepened my understanding of the educational system but have had to reflect on my practices inside the classroom. For example, being a member of BOND to help recruit, develop and retain men of color in the classroom allows me to witness the systemic challenges institutions face to enhance their workforce.  Within the classroom I’ve designed and proposed new and innovative class offerings for our jurisdiction that is forcing me to reevaluate my pedagogy and the needs/interests of my students. Taking on these responsibilities in addition to my full-time teaching duties sounds like a heavy lift and it is. But I’ve never felt more alive in my professional life!

Teacher burnout is real and all the things that I’ve taken on sound like a recipe for disaster, but it’s the exact opposite.  These teacher leadership endeavors have ignited a renewed purpose as a professional educator and also provided me with an expanded vision of the possibilities that exist when I finally leave the classroom. I didn’t jump into these roles overnight.  I was thoughtful, intentional and patient as I entered each phase. I also connected with competent, passionate and supportive colleagues as I journeyed through each step. I can’t stress this enough, but finding and building your tribe is essential.    

Being a part of the leadership team of BOND is not only a part of my teacher leadership roles but they have also become part of my support network, my tribe.  There are other communities that I connect with that not only support my professional vision but that continue to challenge me to live beyond my comfort zone. Whenever I see signs of burnout in my talented colleagues, I encourage them to keep one foot in the classroom because our students deserve good teachers.  I also motivate them to become active members in the professional community and share their skills and experiences as teacher leaders in ways that will not only rejuvenate them but ultimately benefit their students.

For those of you that desire to remain in the classroom yet feel “stuck”, I challenge you to step to the outer limits of your comfort zone.  If someone from your tribe pushes you over the edge, trust that the net will appear. You will be all the better for it.

screenshot_20190121-151640_photo editor

Kenneth M. Smith  is a National Board Certified Teacher and a member of the BOND Project Leadership Team. Kenneth is passionate about inspiring students to become independent, lifelong learners as well as encouraging his fellow colleagues to engage in teacher leadership endeavors to impact change outside of the classroom. Follow Kenneth on Twitter @MrSmithInspires.