When discussing a teacher's performance proceed with care! 1) Ask the teacher honestly how they are feeling. 2) Remind them that this is a development opportunity not a critical judgement. 3) State that you believe in them and are there to help them become the best teacher ever. Always remember that as a leader some people won't respond well to any discussion about their performance however gentle and supportive you are!

Balancing critique with encouragement is essential for fostering growth and motivation. Here's how I approach it: Start with Positives: Acknowledge the teacher’s strengths and successes first to build their confidence and show appreciation for their efforts. Be Specific and Actionable: Provide clear, concrete examples of areas for improvement, along with practical, achievable suggestions to help them move forward. Encourage Self-Reflection: Prompt the teacher to reflect on their own challenges and come up with solutions. This empowers them to take ownership of their development.

Firstly I will try diagnose what is the cause of their struggle and advise them in line with their struggle. If the teacher lacks confidence in content delivery I would suggest thorough class preparation, which includes rigorous research and fun engagement activities and also to establishing class rules is essential but most importantly the teacher needs to be knowledgeable about the content

I would celebrate their effort and growth: I’d love to hear about what went well and what they felt comfortable with! I would ensure to help them understand that this is a journey, and every step forward counts.

When a supervisor provides feedback, it’s important they provide a balanced perspective. One of the main things a supervisor should want is for the teacher to hear them. The main thing a teacher wants is to be recognized and also learn how to improve. For a supervisor to be heard, they have to present a balanced review to the teacher. Everybody does something well — even if it’s a basic thing. Recognizing strengths helps build a bridge to pointing out growth areas. I try to point out an even number of strengths and areas to improve — keeping balance. Finally, if I see many areas to improve, I focus only on a few of the most urgent ones. Subsequent reviews can address other areas of need, after all Rome wasn’t built in a day.