The Problem
While it’s common for workers in any profession to feel stagnant, educators are especially prone to this feeling of being “stuck.” Unsurprisingly, feeling stagnant directly impacts one’s job satisfaction and can lead to anxiety and loss of enthusiasm, especially in an already stressful industry. The remedy to feeling stagnant in your profession is obvious: growth. What, then, makes growth such a critical factor in staying engaged and fulfilled in your career?
The role of professional growth in job satisfaction is timeless and universal: We all have an innate need to be challenged and to progress in our careers to avoid boredom and “burnout.” Education is ever-evolving in almost every facet; therefore, teachers and school leaders face unique challenges that require continual learning and adapting. Without authentic growth, educators may feel disengaged and lose the passion they once felt for their work.
From a psychological perspective, the need for growth and satisfaction is ingrained in our wiring. According to Maslow’s Hierarchy of Needs, the highest level of human need is self-actualization, which essentially means becoming the best version of oneself. In education, this need translates into maximizing an individual’s potential at work. It’s intrinsic for educators to feel that they’re doing their best in their position so that they can continue to succeed in their profession. As such, self-actualization promotes empowerment, which encourages growth and engagement.
Practical Ways to Foster Professional Growth in Education
Becoming cognizant of this problem is the first step to solving it, so what are some proactive methods to promote professional growth that leads to increased job satisfaction?
For Teachers
Seeking opportunities for peer coaching can help educators further become leaders of their schools without transferring into an administrative role. Teachers possess a wealth of subject matter, leadership, and interpersonal skills that can impact inexperienced educators more than most university education classes can. Yes, the new teachers and the school as a whole will benefit from peer coaching, but an unexpected outcome is that the coach will become more confident and empowered, leading to greater job satisfaction.
Additionally, online learning opportunities are virtually unlimited for teachers, and an increasing majority of them are available for free. Whether it’s learning a new software tool or refining your subject matter expertise, options for online professional growth to match every facet of education exist.
You may be thinking, “I already have so much on my plate; I don’t have time to learn in what little free time I have” (because that’s what I would be thinking!). Be creative in your growth plan: Propose that a portion of PLC or staff meeting time be allocated to individualized online learning. If subject matter teachers want to learn together — for example, to improve vertical learning — the proposal becomes even more advantageous for teachers and administrators.
Pursue your “passion project.” As educators, we want our students to be passionate about their learning and strive to go above and beyond to craft projects and lessons that create engagement and motivation. Why not, then, go above and beyond for yourself? Podcasting, app building, research-based learning, community engagement, sustainable change, “teach the teacher” workshops, and documentaries are a few ideas, but pick what you are passionate about as a teacher and as a person. Because, in the big picture, remembering your “why” isn’t only about your students: It’s about you.
For School Leaders
Administrators and coaches can help their teachers grow by providing meaningful professional development opportunities that align with teacher goals and classroom realities. However, meaningfulness is relative; you must get teacher input before planning these development sessions. Otherwise, it will just be “one more thing” on your teachers’ plates.
The flip side of this coin is the reality part. All stakeholders want student growth, and in the real world, that growth — or lack of it — is measurable. While a PD about improving standardized test scores may sound like nails on a chalkboard to many teachers, it’s up to you as the school leaders to make these sessions engaging.
As an English teacher, I’m not a numbers person, but I’m fascinated by student growth data because these aren’t just random spreadsheets — they reflect what I and my students are actually doing and accomplishing in the classroom.
The Ripple Effect
Transforming professional growth from a “nice idea” to a proactive plan leads to satisfaction for everyone. Teachers experience a sense of purpose and career fulfillment, reducing stress and burnout through inspiration and motivation. Schools directly benefit as well through higher teacher retention and a boost in team morale. Most importantly, the students will gain from educators’ professional growth: Energized, confident educators produce stronger student outcomes, both in measured data and real-life skills.
A Call to Action
For teachers, taking ownership of your professional growth — even in small steps — leads to great rewards. For leaders, investing in meaningful growth opportunities for your team fosters a thriving school culture. For students, having teachers that lead with positivity and confidence may just be the impetus it takes for them to become fully invested in their own learning.