Using Student Discourse to Increase Engagement

As my Aspire Change EDU consultant team and I visit classrooms on a routine basis, we strive to lead administrators, coaches, and teachers in reflecting on their practice using questioning techniques.  The majority of these often revolve around engagement, and it is quickly realized that when students are compliant, it is because the adult is doing all the work or talking. A simple yet powerful strategy to move from compliance to engagement is discourse through turn & talk. 

So why is this so important when it comes to engagement? Student discourse, the interaction and exchange of ideas among students, is a vital component of learning. When students engage in meaningful conversations, they are not only actively constructing knowledge but also developing essential competencies for academic and personal success.

Cognitive Development and Critical Thinking

Research has consistently shown that student discourse is a powerful tool for cognitive development. As Mercer (2000) argues, "Talk is not simply a vehicle for transmitting information; it is a tool for thinking." When students articulate their thoughts and listen to the perspectives of their peers, they are challenged to think critically, analyze information, and construct new knowledge. This process helps students identify gaps in their understanding, refine their ideas, and develop a deeper appreciation for diverse viewpoints. 

Enhanced Communication 

The ability to articulate ideas clearly and persuasively is highly valued in today's interconnected world. Through classroom discussions, students learn to express themselves effectively orally and in writing. They also develop the ability to listen attentively, ask probing questions, and respond thoughtfully to the ideas of others. These skills are not only valuable for academic success but also for personal and professional growth.

Building Community and Belonging

When students feel safe and supported to share their thoughts and ideas, they are more likely to develop positive relationships with their peers and teachers. This sense of community can create a more inclusive and welcoming learning environment where all students feel valued and empowered to contribute, something Nicki Slaugh and I emphasize in Personalize. 

Nurturing Environments Conducive to Learning 

To maximize the benefits of student discourse through turn & talk or think-pair-share, educators must create a supportive classroom culture that encourages open dialogue and critical thinking. This involves establishing clear expectations for respectful interaction, providing opportunities for students to practice their communication skills, utilizing scaffolded questions, and modeling effective discourse practices themselves. As Weimer (2015) suggests, learner-centered teaching approaches, which prioritize student voice and active participation, can significantly enhance the impact of student discourse.

Quality discussion involves purposeful questions prepared in advance, assessment, and starting points for further conversations. I shared the following ideas in Disruptive Thinking:

• Facilitate face-to-face interaction 
• Pose open-ended questions 
• Encourage peer-to-peer dialogue 
• Prompt students to explain their reasoning 
• Diversify question formats
• Provide opportunities for all students to share out following the discussion to amplify voice (individual whiteboards, dry-erase surfaces, Post-it notes, technology)

By creating a space for authentic conversation, teachers can transform their classrooms into vibrant learning communities where students thrive. As the National Academies of Sciences, Engineering, and Medicine (2018) emphasize, student engagement is a key factor in promoting deep learning and long-lasting knowledge retention.

Student discourse is a powerful tool for fostering critical thinking, enhancing communication skills, and building a strong sense of community within the classroom. By prioritizing student voice and creating opportunities for meaningful conversation, teachers can create more engaging, inclusive, and transformative learning experiences for all students.

Mercer, N. (2000). Words and minds: How we use language to think together. Routledge.

National Academies of Sciences, Engineering, and Medicine. (2018). The science of learning: Organization, motivation, and engagement. National Academies Press.

Weimer, M. (2015). Learner-centered teaching: Five key changes to practice. Jossey-Bass.

Accountability Drives Growth

These days, it seems that everyone says they want change. However, the fact is that those asking for it might not be as open to the idea as they want others to think. The number dwindles even more when considering who wants to lead the process.   No matter how you slice and dice it, improving outcomes aligned with change relies on the dreaded “A” word – accountability.  It doesn’t have to be this way, though.  Success hinges on a leader’s ability to help others see the value in accountability as a growth mechanism, not an “I gotcha.” A vision, mission, and strategic plan only come to fruition when this piece is in place. 

Let’s examine this fact a bit more closely. Accountability for growth is a cornerstone of effective organizations, and districts and schools are no different. When teachers and administrators are held accountable for their actions and outcomes, it drives performance, innovation, and continuous improvement. At a systems level, instilling a culture of accountability requires a comprehensive approach that involves clear goals, regular feedback, and supportive leadership.   

Goals

One key strategy for instilling accountability is to establish clear and measurable goals. Research suggests that specific, measurable, achievable, relevant, and time-bound (SMART) goals can significantly improve performance and motivation (Locke & Latham, 1990). When goals are well-defined and understood, individuals and teams are more likely to take ownership of their work through reflective action and strive to achieve them.   

Feedback

Regular feedback is another critical component of a culture of accountability, a fact I discussed in detail in Disruptive Thinking. Constructive feedback helps individuals understand their strengths and gaps in practice and provides opportunities for growth and development. According to Hattie (2009), feedback is one of the most powerful influences on learning and achievement. By providing timely and specific feedback, leaders can empower individuals and teams to improve their performance and stay on track.   

Leadership

Leadership plays a crucial role. Effective leaders create a culture where accountability is valued and rewarded. They set a strong example by holding themselves accountable for their own actions and decisions. Additionally, as I articulated in Digital Leadership, they empower their people by providing them with the resources, support, and autonomy they need to succeed.  Transparency cannot be overstated.  As I shared in a previous post, leadership is not just about providing direction—it's about creating a culture where trust thrives, decisions are transparent, and every voice is empowered to contribute to the bigger vision. 

Districts and schools can implement systems and processes that promote transparency and shared responsibility. For example, regular learning walks, performance check-ins, and progress updates can help to keep everyone aligned and focused on common goals. Additionally, using data and analytics to track progress and identify areas for improvement can provide valuable insights and drive accountability.   

Achieving growth accountability at the systems level necessitates a comprehensive strategy that includes well-defined expectations, continuous feedback, strong leadership support, and efficient systems and processes. Strong leadership is essential for creating a culture of accountability. Leaders must set the tone by modeling the behaviors they expect from their people. They must also provide the resources and support that individuals and teams need to succeed. Additionally, leaders should celebrate successes and provide constructive feedback to help individuals and teams improve.

Hattie, J. (2009). Visible learning: A synthesis of over 800 meta-analyses relating to achievement. Routledge.   

Locke, E. A., & Latham, G. P. (1990). A theory of goal setting & task performance. Prentice Hall.

Compliance vs Engagement

One of the best aspects of the work my team and I at Aspire Change EDU do is getting into classrooms with leaders as part of the coaching process.  During this time, we begin to collect qualitative evidence aligned with growth opportunities that they have set during initial meetings.  No matter where our travels take us, one of the most common areas districts and schools want to improve is shifting from compliance to student engagement. Truth be told, from my lens, this is something that most systems would benefit from if learning is the goal. Let’s begin to differentiate the two. 

Compliance and engagement are two concepts in the classroom, which I dive into in Disruptive Thinking in Our Classrooms. Compliance refers to following rules or expectations without necessarily understanding or internalizing the reasons behind them. It's often driven by external motivations like avoiding punishment or receiving rewards. Below are some characteristics and examples:

• External or limited motivation: Students may comply to avoid punishment or receive awards. In Drive, Dan Pink refers to these as “carrots & sticks” and “if-then” rewards that are extrinsic in nature.
• Passive consumption and participation: Students may simply do what they are told without active involvement. Examples include taking notes, listening to lectures, watching videos, and popcorn or teacher-led reading.  Other passive examples include paying attention while only a few students respond to verbal questions and sitting at desks while one student is at the board or interactive screen. Keep in mind there is no such thing as passive learning. 
• Superficial understanding: Compliance often indicates a basic understanding of the task but not necessarily a deeper grasp of the subject matter or concepts. These are often associated with questions that are mostly depth of knowledge (DOK) 1 or the foundational level of Bloom’s Taxonomy (who, what, where, when).

Engagement, on the other hand, involves being actively involved, interested, and enthusiastic about learning. It's fueled by intrinsic motivation and often leads to a deeper understanding of the subject matter. While both compliance and engagement may result in completing tasks, the underlying motivations and levels of involvement are vastly different. Here are some practical examples that can be aligned with standards to engage students in the classroom:

• Student voice: everyone in class responds to questions using whiteboards, dry-erase surfaces, Post-its, or technology.
• Turn & talk to spark discourse 
• I do, we do, you do
• Relevant application
• Scaffolded questions & tasks to provide an appropriate amount of challenge (check out the Relevant Thinking Framework) 
• Choice activities (must-do/may-do, choice boards, playlists - learn more in Personalize)
• Differentiation (i.e., data-enhanced rotations)
• Cooperative learning
• Meaningful extension activities to maximize time
• Success criteria & rubrics when students are completing projects or writing tasks

Think of a classroom like a garden. Compliance is like planting seeds without tending to them. The seeds may sprout, but they won't grow into healthy plants without proper care. Engagement is like carefully tending to the garden, watering the plants, and providing sunlight. These plants will thrive and produce beautiful flowers.

Similarly, in a classroom, compliance may result in students completing tasks, but they may not truly understand the material or be able to apply it. Engagement involves active participation, asking questions, and seeking deeper understanding. This approach leads to students who are more likely to thrive academically and develop a genuine love for learning. That’s the goal, right? 

Cutting Through the Fog: Why Leadership Clarity Matters

"Leadership clarity is the light that cuts through the fog of uncertainty, guiding others toward a clear and purposeful path."

During my early years as a principal, I was literally flying by the seat of my pants. No one person or program can adequately prepare you for the realities of the job, as things are coming at you from every direction.  While putting out fires comes with the territory, the real work lies in developing a learning culture prioritizing relationships and student outcomes. A leader’s calling is to make a difference in the people they serve, but success is often challenging to attain if they are unclear on the purpose or direction. It took me two years into my principalship to realize that there was a lack of clarity and I needed to own this fact. 

The Benefits of Leadership Clarity

Leadership clarity, the ability to articulate a clear vision, set specific goals, and communicate effectively, is a cornerstone of any successful district, school, or organization. When leaders are clear about their expectations, it creates a sense of direction, alignment, and motivation among team members. Below, I outline some clear benefits.

• Enhanced Engagement: Leaders who clearly articulate their vision and goals create a sense of purpose and meaning. This engagement can increase productivity, job satisfaction and lower turnover rates.
• Improved Decision-Making: Clear communication and expectations from leaders can help people make informed decisions and avoid misunderstandings. This can lead to faster and more effective problem-solving, which is imperative in a disruptive world. 
• Stronger Team Cohesion: When leaders provide clear direction and guidelines, it fosters a sense of unity and collaboration among staff. This can lead to increased trust, cooperation, and overall team performance.
• Increased Agility: Clear leadership can help systems adapt more quickly to changing conditions and educational trends. Leaders can help their people navigate uncertainty and seize opportunities by providing a clear roadmap.

The “why” always matters.

Research Supporting the Importance of Leadership Clarity

Numerous studies have demonstrated the positive impact of leadership clarity on outcomes. For example, a study by Hersey and Blanchard (1988) found that leaders who effectively communicated their expectations and provided the necessary support were likelier to achieve their goals. Similarly, a study by Bass and Avolio (1993) identified "transformational leadership" as a critical factor in organizational success. Transformational leaders are known for their ability to inspire and motivate their followers by articulating a clear vision and communicating effectively.

Strategies for Developing Leadership Clarity

So, where do you begin? While there is no “secret sauce” regarding leadership clarity, there are some general strategies leaders can employ, which I have outlined below.

• Set Clear Goals and Expectations: Who doesn’t love SMART goals? Leaders should establish specific, measurable, achievable, relevant, and time-bound (SMART) goals for their team. By communicating these goals clearly, leaders can help their people understand their role in achieving organizational objectives.
• Multi-faceted Communication: As I shared in Digital Leadership, you will not find an effective leader who is not an effective communicator. Leaders should use clear and concise language when communicating with staff. They should also actively listen to concerns and feedback from the people they serve.
• Provide Regular Feedback: Regular feedback is essential for helping staff understand their practice and areas for improvement. It also serves to validate great work. Leaders should provide positive and constructive feedback to help people grow and develop. Just remember that timeliness, practicality, and specificity determine the overall impact of feedback. 
• Lead by Example: Don’t ask others to do what you are unwilling to or have not done yourself. Leaders should model the behavior they expect from others. By demonstrating clarity, commitment, and integrity, leaders can inspire the masses to follow suit.

Don’t let others get lost in the fog. Leadership clarity is the compass that guides educators through the complexities of today’s landscape. It can inspire people and create a culture of trust, innovation, and increased achievement. As the world continues to evolve rapidly, the importance of leadership clarity will only grow. With your fog lights turned on, the future will be bright. 

Bass, B. M., & Avolio, B. J. (1993). The multifactor leadership questionnaire (MLQ). Leadership & Organization Development Journal, 14(3), 30-41.

Hersey, P., & Blanchard, K. H. (1988). Management of organizational behavior (5th ed.). Addison-Wesley.