When entering the emergency room there is an expectation that regardless of the doctor that takes your case you will be serviced with the same high quality of care. Either Doctor Alpha, Doctor Beta, Doctor Gamma, Doctor Delta, or Doctor Epsilon will provide you will the necessary treatment in the best of his/her ability. You have an expectation that regardless of the luck of the rotation or scheduling these doctors share the same knowledge, skills, attitudes, aspirations, and behaviors that will eventually lead you back to health.
When entering Best Buy to purchase a new high definition television there is an expectation that regardless of who approaches you first that you will be serviced by someone with expert knowledge of video format, field rates, screen resolution, pixels, and aspect ratio. There is an expectation that you will be provided be quality service that will lead you to make a purchase with any sense of buyer’s remorse.
As a parent when dropping of your daughter or son on the first day of school there is an expectation that the teacher assigned to teach have the same knowledge, skills, attitudes, aspirations, and behaviors with the other teachers at the school. As a parent it should not matter who is assigned to teach your daughter or son for you are confident that the areas of content knowledge, classroom management, assessment, technology, critical thinking, communication, and ethics are consistent with every member of the school. As a parent who believes of such equity, one will not discriminate or judge for he or she believes that teachers are professionals.
As a patient, consumer, parent, or teacher..is this your reality?
Showing posts with label assessment. Show all posts
Showing posts with label assessment. Show all posts
Thursday, April 15, 2010
Tuesday, October 2, 2007
Exceeding Expectations
Have you ever found yourself glued to ABC’s Extreme Makeover: Home Edition? While most of the show is considered a glorified commercial for Sears, Pier One, and many other name brands there is something interesting that happens during the first 10 minutes and the last 15.
If you never watched before, the show is focused around a Design Team that facilitates and participates in the remodeling of a home for a needy family—with a completed project deadline in 7 days. During the first 10 minutes the Design Team reviews the family’s submission tape and assesses the housing needs by interviewing each family member of his/her current living situation. After listening to the family, the Design Team collaborates on their vision of the house and they begin to talk about the barriers, dreams and passion that each family member shared with them. The bulk of the show is a fast-paced timeline of Days 2 through 6 of the builders, interior designers, landscapers, woodworkers, electricians and hundreds of volunteers who work together to complete the job.
What strikes my interest in the show is always found in the last 15 minutes. It seems that regardless of the housing needs the outcome always exceeds the expectations of the homeowners. Why? Is the key to success the interview process that identifies the needs of family? What made the interview valuable to the process? What fostered the development of the collective conscience of the hundreds of volunteers? Why is it even important to study the process that led to the results when the outcome exceeded the expectations? Isn't that enough?
If you never watched before, the show is focused around a Design Team that facilitates and participates in the remodeling of a home for a needy family—with a completed project deadline in 7 days. During the first 10 minutes the Design Team reviews the family’s submission tape and assesses the housing needs by interviewing each family member of his/her current living situation. After listening to the family, the Design Team collaborates on their vision of the house and they begin to talk about the barriers, dreams and passion that each family member shared with them. The bulk of the show is a fast-paced timeline of Days 2 through 6 of the builders, interior designers, landscapers, woodworkers, electricians and hundreds of volunteers who work together to complete the job.
What strikes my interest in the show is always found in the last 15 minutes. It seems that regardless of the housing needs the outcome always exceeds the expectations of the homeowners. Why? Is the key to success the interview process that identifies the needs of family? What made the interview valuable to the process? What fostered the development of the collective conscience of the hundreds of volunteers? Why is it even important to study the process that led to the results when the outcome exceeded the expectations? Isn't that enough?
Wednesday, August 22, 2007
It is all about Scrubs
Now that summer is over and the routine of my job seeps back into my life there is one daily pleasure that I noticed missing…my hour of Scrubs. I will admit that for practically every day Monday through Friday from 7:00-8:00 p.m. on Comedy Central I sat, watched and reflected along with John “JD” Dorian as he struggled with making sense of understanding friends, work, and the big picture of life.
Watching Scrubs was not always a staple in my TV viewing habit, heck I have not watched NBC’s “Much Watch TV” night since Sam and Diane has their thirteenth break-up. Yet on one of the first Sunday’s of the summer, the staff at Sacred Heart Hospital was featured in a 22-episode marathon. I would not be exaggerating if I confessed to watching all 22 episodes, but since the show has a strong connection to coaching and mentoring I’ll just chalk this up as my professional learning time.
If you are unfamiliar with the show, each episode chronicles the lives of a close-set group of doctors and nurses as they find their niche in each other lives and in a profession they hold dear. I was amazed on how each episode touched a day in my life, as if the writers were secretly watching my every boring move. Perhaps I sympathized with JD as he grew from a newbie intern into a confident resident or maybe it was the callous big-hearted Dr. Cox whose favorite coaching tool was his own sharp-witted tongue. What I do know is that the episode called, “My Fifteen Minutes” had me a believer that the writers in the show knew much more about professional development than they did medicine.
After his first year as an intern, Dr. Cox asks JD to evaluate himself. Unfortunately JD was more concerned in the motivation behind this demand than in actually fulfilling his coach’s request. The storyline leads up to a pivotal point in understanding Dr. Cox’s role as a mentor and the true nature of accountability and evaluation.
How come Hollywood writers understand that the value of accountability and evaluation does not stem from a paper form but from the SELF? When looking back at your experiences as a coach or being coached do you find yourself acting like Dr. Cox or JD?
Below is the best version of the script from the conclusion of “My Fifteen Minutes” or now know as “Evaluation Drama.”
Dr. Cox: (emerging from the shadows) It's time. Sit down.
[J.D. sits]
Now what do you want me to say? That you're great? That you're raising the bar for interns everywhere?
J.D.: I'm cool with that.
Dr. Cox: Well I'm not gonna say that. You're okay. You might be better than that someday, but right now all I see is a guy who's so worried about what everybody else thinks of him that he has no real belief in himself. I mean, did you even wonder why I told you to do your own evaluation?
J.D.: I can't think of a safe answer, I just figured...
Dr. Cox: CLAM UP! I wanted you to think about yourself, and I mean really think. What are you good at? What do you suck at? And then I want you to put it down on paper. And not so I could see it, and not so somebody else could see it, but so you could see it. Because ultimately, you don't have to answer to me, and you don't have to answer to Kelso...you don't even have to answer to your patients, for God's sake! You only have to answer to one guy, newbie, and that's you! There. You are...evaluated. (tosses evaluation to J.D.) Now get out of my sight. You get me so angry I'm afraid I just might hurt myself.
Watching Scrubs was not always a staple in my TV viewing habit, heck I have not watched NBC’s “Much Watch TV” night since Sam and Diane has their thirteenth break-up. Yet on one of the first Sunday’s of the summer, the staff at Sacred Heart Hospital was featured in a 22-episode marathon. I would not be exaggerating if I confessed to watching all 22 episodes, but since the show has a strong connection to coaching and mentoring I’ll just chalk this up as my professional learning time.
If you are unfamiliar with the show, each episode chronicles the lives of a close-set group of doctors and nurses as they find their niche in each other lives and in a profession they hold dear. I was amazed on how each episode touched a day in my life, as if the writers were secretly watching my every boring move. Perhaps I sympathized with JD as he grew from a newbie intern into a confident resident or maybe it was the callous big-hearted Dr. Cox whose favorite coaching tool was his own sharp-witted tongue. What I do know is that the episode called, “My Fifteen Minutes” had me a believer that the writers in the show knew much more about professional development than they did medicine.
After his first year as an intern, Dr. Cox asks JD to evaluate himself. Unfortunately JD was more concerned in the motivation behind this demand than in actually fulfilling his coach’s request. The storyline leads up to a pivotal point in understanding Dr. Cox’s role as a mentor and the true nature of accountability and evaluation.
How come Hollywood writers understand that the value of accountability and evaluation does not stem from a paper form but from the SELF? When looking back at your experiences as a coach or being coached do you find yourself acting like Dr. Cox or JD?
Below is the best version of the script from the conclusion of “My Fifteen Minutes” or now know as “Evaluation Drama.”
Dr. Cox: (emerging from the shadows) It's time. Sit down.
[J.D. sits]
Now what do you want me to say? That you're great? That you're raising the bar for interns everywhere?
J.D.: I'm cool with that.
Dr. Cox: Well I'm not gonna say that. You're okay. You might be better than that someday, but right now all I see is a guy who's so worried about what everybody else thinks of him that he has no real belief in himself. I mean, did you even wonder why I told you to do your own evaluation?
J.D.: I can't think of a safe answer, I just figured...
Dr. Cox: CLAM UP! I wanted you to think about yourself, and I mean really think. What are you good at? What do you suck at? And then I want you to put it down on paper. And not so I could see it, and not so somebody else could see it, but so you could see it. Because ultimately, you don't have to answer to me, and you don't have to answer to Kelso...you don't even have to answer to your patients, for God's sake! You only have to answer to one guy, newbie, and that's you! There. You are...evaluated. (tosses evaluation to J.D.) Now get out of my sight. You get me so angry I'm afraid I just might hurt myself.
Sunday, September 3, 2006
Gators 1-0! Is this good data?
The final score had Florida Gator fans thrilled, the clock ended with a 34-7 victory, however the post game interview with head coach Urban Meyer told a different story. Said UF coach, "I was disappointed after that game because I felt like we could play so much better."
Disappointed?!?! Did we just watch the same game?
I realized that as we looked at the final score, we JUDGED the performance of the football team and we were pleased. However the score did not INFORM us on how well the football team performed. Granted the Gators performed better than Southern Mississippi, yet in the language of Assessment and Accountability Coach Meyer and his players believe that improvement comes from looking at individual performance and growth.
Offensive lineman Drew Miller expressed next actions perfectly, "We've got to get better. We've got to watch film, make adjustments, and be better."
Unlike Drew, what film do I have to gauge my growth as NESS Program Facilitator? When looking at the performance of our New Educators, Instructional Coaches, or the NESS Liaison - what film is available?
Disappointed?!?! Did we just watch the same game?
I realized that as we looked at the final score, we JUDGED the performance of the football team and we were pleased. However the score did not INFORM us on how well the football team performed. Granted the Gators performed better than Southern Mississippi, yet in the language of Assessment and Accountability Coach Meyer and his players believe that improvement comes from looking at individual performance and growth.
Offensive lineman Drew Miller expressed next actions perfectly, "We've got to get better. We've got to watch film, make adjustments, and be better."
Unlike Drew, what film do I have to gauge my growth as NESS Program Facilitator? When looking at the performance of our New Educators, Instructional Coaches, or the NESS Liaison - what film is available?
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