Teacher professional development (PD) is about change. One of the most prominent lines of research on PD addresses what makes it an effective change process. This research produces critical features of effective PD, the seemingly active ingredients of teacher change that are meant to guide professionals in the design, implementation, and evaluation of PD programs. Embedded within this research is a linear, hierarchical, causal mono-logic model that is the hallmark of Western rational thought. Rhizomatic thought (Deleuze and Guattari 1987), with its non-linear perspectives, offers a contrast, highlighting the unpredictable multiplicity of complex systems that embrace the emergent dynamics of becoming and hybridity. In this paper, we look at features of effective PD through a rhizomatic lens, with a focus on PD as mapping and tracing. Drawing on vignettes from two case studies from a year-long pedagogical coaching PD program, we explore how effective features of PD can be unraveled in practice and rewoven into vibrant hybridity within real-world school contexts. (161 words)
Literature Review
Features of Effective Professional DevelopmentResearch on teacher PD has been prolific. This work has allowed scholars going back to the eighties (Sparks & Loucks-Horsley, 1989) to aggregate and synthesize findings, presenting consensus-based recommendations of what makes PD effective. Recently, a number of reviews
Critiques of Critical FeaturesThe gold standard of evidence for effective PD is improved student outcomes (Kennedy, 2016), a standard that presumes a linear process-product relationship between PD and outcomes (Opfer and Pedder 2011;Viesca et al. 2019). A number of scholars have represented a more complicated relationship between PD and student learning. Timperley et al. (2007) identified 84 characteristics of learning environments that could impact student outcomes, including, but hardly limited to, characteristics of available PD. Given such complexity, some have expressed skepticism about the possibility of isolating critical features of effective PD. Guskey (2003) reviewed 13 lists of such features, ultimately doubting that 'a single list of characteristics leading to broad-brush policies and guidelines for effective professional development will ever emerge' (p. 750). Wayne et al. (2008) note that the empirical evidence for critical features was thin, did not address programs scaled up across multiple contexts provided by multiple specialists and did not provide PD staff with adequate specificity.Kennedy (2016) reviewed quasi-experimental studies of PD using stringent standards regarding sample size, participant selection and study design. She concluded that Desimone's (2009) critical features did not reliably predict effectiveness. She asserted that 'We need to replace our current conception of 'good' PD as comprising a collection of particular design features with a conception that is based on more nuanced understanding of what teachers do, what motivates them, and how they learn and grow ' (2016, p. 964).Like...