Why Leaders Need to Master the Assessment Process, Too!
/I recently facilitated a training session on the assessment process where a teacher raised her hand and, with a mix of exhaustion and humor, asked, “I feel like I’m already doing so much—now you want me to observe, analyze, evaluate, and summarize? Can I just skip to the part where I share the cute art project with families?” The room erupted in laughter, but her comment stuck with me.
At first, I laughed along with the group, acknowledging the weight of her question. It was a familiar sentiment—one I’d heard countless times in training sessions, but especially from my own teaching staff. But as the conversation shifted back to the workshop content, her words lingered. Her comment wasn’t just about feeling overworked; it reflected a deeper struggle with balancing the immediate demands of teaching with the broader responsibility of intentional practice.
I paused to ask the group a question: “Why do you think we assess children?” After a moment of silence, one teacher offered, “To know if they’re learning.” Another added, “To show families progress.” Both were great answers, but I pushed a little further: “What if assessment isn’t just about proving progress? What if it’s about knowing whether what you’re doing is actually working?”
The room grew quiet as the teachers considered this shift in perspective. “Think about it this way,” I continued. “If you’re introducing a new classroom strategy or activity, how do you know it’s effective if you’re not taking the time to observe, analyze, and evaluate?” Heads nodded around the room. “And if you’re not summarizing what you’ve learned about children from this process, how can you use that knowledge to make informed decisions for the future?”
It was a lightbulb moment for many of the participants, and it reminded me how often assessment gets treated as an obligation instead of a tool for growth. The truth is, assessment isn’t just about checking boxes or fulfilling requirements to maintain compliance—it’s about empowering educators to refine their practices and make meaningful, data-driven decisions for the children in their care.
But as I explained the four-step process—observe, analyze, evaluate, and summarize—it became clear that the conversation wasn’t just about assessing children. The parallels to leadership were undeniable. How often do leaders take time to assess their staff, not just to monitor performance but to ensure the support they’re providing is actually effective?
Assessment, whether in the classroom or at the leadership level, is more than just a practice. It’s an opportunity to grow, learn, and ultimately transform the way we approach our work. And the best part? When broken into manageable steps, it doesn’t have to feel overwhelming—it can be the key to meaningful change.
As I explained the four-step process—observe, analyze, evaluate, and summarize—I realized how similar it is to the role leaders play in assessing their teaching teams. Just as teachers use assessments to determine if their strategies are working for children, leaders must do the same to ensure their support is effective for staff. And no, it’s not about catching mistakes—it’s about fostering growth and building a strong foundation for your program.
Let’s break it down step by step.
1. Observe: Be Present and Pay Attention
In the classroom, teachers observe children to understand their skills, interests, and needs. Similarly, as a leader, your job starts with observing your staff. Are you spending time in their classrooms, watching how they interact with children, families, and each other? Or are you relying solely on secondhand information or formal evaluations?
Here’s the thing: observing your staff doesn’t mean hovering over their shoulder with a clipboard. It’s about being present and genuinely interested in how they’re doing. Maybe a teacher is thriving during circle time but struggles with transitions. Perhaps you notice a newer teacher handling a challenging child with patience, but their classroom organization needs work. Observation is your chance to gather insights—not to critique, but to better understand how to support your team.
Reflection Check: When was the last time you observed your staff in action, not to evaluate but to learn how to support them better?
2. Analyze: Connect the Dots
Once you’ve observed, it’s time to analyze. Teachers analyze their observations to determine what children are learning and how their actions align with curricular goals. Leaders, your analysis involves connecting what you see to program expectations.
For instance, if a teacher is struggling with circle time, ask yourself: is this a training issue, a lack of preparation, or perhaps a classroom management challenge? Analysis helps you dig deeper into the "why" behind behaviors instead of jumping to conclusions or rushing to fix surface-level symptoms.
Reflection Check: Are you taking time to analyze staff needs, or are you rushing to solutions without understanding the root of the issue?
3. Evaluate: Measure Progress and Effectiveness
Teachers evaluate children’s progress to ensure they’re meeting developmental milestones. Leaders, you should evaluate your team’s progress to see if they’re growing professionally and meeting expectations.
Ask yourself:
Are my staff applying what they’ve learned in professional development?
Are they growing in their roles, or are they stagnating?
Are my strategies as a leader helping them succeed?
If the answers are unclear—or worse, “no”—it’s time to reevaluate your approach. Much like children benefit from scaffolding, teachers thrive when given the right mix of guidance and independence.
Reflection Check: Are you evaluating the effectiveness of your support, or are you assuming that your current approach is enough?
4. Summarize: Share Feedback and Plan for Growth
Teachers summarize their findings to guide future instruction and communicate with families. For you, summarizing might look like one-on-one check-ins, team meetings, or performance reviews. It’s your chance to provide feedback, celebrate successes, and plan next steps for growth.
But summarizing isn’t only about pointing out what’s working and what’s not—it’s also an opportunity for self-reflection. What’s working in your leadership approach? What needs adjustment? Leadership, like teaching, is a process of continuous improvement.
Reflection Check: Are you closing the loop with your staff by sharing feedback and outlining next steps?
The Big Picture: Leadership as Assessment
Just as teachers use assessment to ensure children are learning and growing, leaders should use the same process to support their staff. When you observe, analyze, evaluate, and summarize, you create a culture of growth—not just for the children in your program, but for the entire team.
Here’s the tough question: are you assessing your staff the way you expect them to assess their children? Are you observing their challenges, analyzing their needs, evaluating their progress, and summarizing the big picture to guide their growth? If not, it’s time to take a page from the assessment process.
Why This Matters:
Teachers are the foundation of your program. Supporting them effectively ensures they can provide the best care and education for children. And that starts with leadership that doesn’t just manage—it nurtures and develops.
Putting It into Practice: Your Leadership Assessment Checklist
Observe: Make time to visit classrooms regularly. Take notes on what’s happening—not just problems, but strengths and successes, too.
Analyze: Connect what you see to program goals. Dig deeper to understand the root causes behind behaviors or challenges.
Evaluate: Check in with staff about their progress. Are they meeting expectations? If not, what additional support might they need?
Summarize: Provide feedback that’s constructive, actionable, and tied to specific next steps. Close the loop by asking how you can better support their growth.
Final Thoughts
The assessment process isn’t just for children—it’s for everyone. As a leader, practicing what you preach by using these steps can transform how you support your team. When you observe with intention, analyze thoughtfully, evaluate consistently, and summarize collaboratively, you’re not just managing—you’re actually leading!
Because at the end of the day, leadership isn’t about perfection. It’s about growth—yours, your team’s, and the children’s. So go ahead, take out your metaphorical clipboard, and start assessing. Your team (and the children they serve) will thank you for it.
If this conversation about assessment and leadership has sparked something for you, it’s time to take the next step. Join me for our free webinar, 5 Game-Changing Strategies to Build a Thriving Teaching Team and Say Goodbye to Burnout, Turnover, and Low Morale where we’ll dive into the common pitfalls that hold teams back and explore practical strategies to build a culture of accountability, growth, and excellence. Don’t miss this opportunity to learn how to lead with intention and transform your team from good to great. Register now and start creating the change your program deserves!