Maybe we could email, that’s probably a better forum for this kind of discussion. I’ll drop you a line when I have a spare moment, ok?

Jeff

Nice to see you back! If you can give me a specific example I can probably be more helpful. There are endless ways to do this, so what are.. the Dx, the IEP goals, the classroom problems, your goals. Where do you experience the disconnect re: behavior? What is the setting (inclusion, RR, substantially separate…)?

Also, do you know your strengths (being, knowing, doing) and how they are perhaps inadvertently preventing you from getting more of what you want in the classroom?

Do you have a master teacher/mentor? They know tons of tricks if they have been in SpEd for say, the last 10 years. Some may fit into PP frameworks but are not being called that.

Cheers,
Sherri

I’ve been working with children as a special ed teacher and I wondered if you have ideas on using PP in a time-tested way for classroom management. I’m a new teacher more or less and I find that student problem behavior is challenging to deal with.

I agree that “real people” stories are compelling. Some of my other articles are about real people. (click on author, above and then my link).

I have a client boarding school whose residential staff are using a variety of PP research-based tools to improve relationships within their team. One of the general goals is to improve well-being. It would be difficult to have collective efficacy in an environment without the well-being and relationship skills on which it must be built and sustained.

Do you have stories to share?

Please do!

Sherri

Thanks for writing

I agree about the value of AI in the workplace. It beats the negative view, especially during difficult change processes.

See also my article about using it in the SpEd process http://positivepsychologynews.com/news/sherri-fisher/20080405702 .

Sherri

Since this is an applied program, rather than a research one, we (Flourishing Schools) will be able to back into the kind of negative data that schools collect (absenteeism, discipline issues, complaints, termination, change of duty…) and see overall changes.

Positive data collection is something that schools are just beginning to look at. Appreciative faculty review (as opposed to the usual kind which has a heavy focus on what needs to be improved)is also part of the Flourishing Schools approach.

Unlike the anchovies on the pizza (someone could say great–more for me!), we can all try out our pizzas/our way without having to keep the “toppings” from someone else.

Sherri

This is a great article, thanks! You write so clearly and make it fun to think about in very tangible terms. And thanks for taking on the issue of a competition, which we are told is healthy but so often is not.

FYI– I’ve been finding that Appreciative Inquiry is another fantastic way to build happiness in the workplace.

Best,
Christine