5 Research-Backed Observation Strategies that Spark Change

Picture a pebble dropped into a still pond. The ripples start small but gradually expand, touching every corner of the water. That’s the power of strategic feedback in schools through principal leadership. It begins with a simple observation, and it can transform and elevate the entire school community.

Effective principals engage in instructionally focused interactions with teachers, build a productive school climate, and facilitate productive collaboration and professional learning communities. All three behaviors—part of the four practices of effective principals in the Wallace-commissioned research synthesis “How Principals Affect Students and Schools” by Jason A. Grissom, Anna J. Egalite, and Constance A. Lindsay—can lead to “actionable feedback.”

From Observation to Action

Consider these five research-backed strategies to start turning observations into tangible results.

1. Be a Keen Observer

Like a detective, gather clues from multiple sources. By triangulating information from various sources, you can get a 360-degree view of what’s really happening in the classroom.

• Don’t rely on a single perspective. Combine your observations with input from assistant principals, instructional coaches, and even student feedback.
• Conduct walkthroughs. Bring along specialists who can spot nuances you might miss.
• Gather data. Use a mix of quantitative data like test scores and attendance and qualitative data like engagement levels and teaching styles to form a holistic view.

2. Deliver Feedback Promptly

Remember the last time you received feedback weeks after an event? It probably was not very helpful, right? That’s why timing is crucial.

• Share observations as soon as possible. The details are fresh in your mind, and the teacher can more easily connect your feedback to specific moments.
• Use informal channels. Not every piece of feedback needs a formal sit-down. A quick chat in the hallway or a brief email can be just as effective.
• Follow up. Set a time for a more in-depth discussion if needed, but don’t let that delay your initial feedback.

Quick feedback goes a long way in keeping the momentum going and shows teachers that their growth is a priority.

3. Get Specific

Instead of vague praise, try telling teachers exactly what you want to see. Maybe it’s having students add writing to their artwork or implementing a new discussion technique. Specific feedback can give teachers a clear roadmap for improvement.

• Provide concrete examples. Instead of saying “Your lesson was engaging,” try “The way you used real-world examples in your math lesson really captured the students’ attention.”
• Offer actionable suggestions. Provide clear, implementable ideas. For instance, “Consider having students write a one-paragraph reflection after each art project to reinforce the connection between visual and written expression.”
• Work toward measurable goals. Set clear benchmarks, like, “Let’s aim to increase student participation by 20 percent in the next month through your new discussion technique.”

4. Encourage and Challenge

Effective feedback is a balancing act between recognition and push for growth. Acknowledge the good stuff, but it’s also important to address areas for improvement.

• Praise the process. Acknowledge effort and strategies, not just outcomes. For example, “I noticed how you adapted your lesson plan on the fly when students were struggling. That flexibility is crucial.”
• Frame challenges positively. Instead of “You need to improve classroom management,” try “Let’s explore some strategies to enhance student engagement during transitions.”
• Set high expectations. Communicate your belief in their ability to grow. For example, “I know you can take your teaching to the next level. Let’s work on XYZ.”

This approach fosters a growth mindset, encouraging teachers to view challenges as opportunities for development.

5. Make It a Team Sport

Use professional learning communities (PLCs) as a feedback playground. Feedback doesn’t have to be a top-down process. PLCs can be powerful engines of peer-to-peer learning and improvement. Let teachers learn from each other and tackle shared challenges together.

• Use collaborative analysis. Use PLC time for teachers to analyze student work together, sharing insights and strategies.
• Encourage peer observations. Create opportunities for teachers to observe each other’s classes and provide constructive feedback.
• Identify shared challenges. Identify common areas for improvement across classrooms and tackle them as a team.
• Celebrate successes. Use PLCs as a platform to showcase innovative teaching practices that are working well.

The Big Picture

At its core, strategic feedback is about more than just improving test scores. It’s about nurturing a school environment where everyone—principals, teachers, and students alike—is constantly learning and growing. You’re sparking change, setting in motion a transformation that can touch every corner of your educational community.

M. Diane McCormick is a Pennsylvania-based writer and author.