The move
Write one measurable goal for your own teaching with a date attached, and check it weekly.
See how it works
At a glance
- Time in class
- None. 10 minutes of planning time.
- Prep
- None
- Materials
- A calendar
- Grouping
- Teacher (optional: one colleague)
- Use it when
- Start of a quarter, or after a lesson that didn’t go the way you wanted
Why it works
Specific goals with a deadline improve performance far more than “do your best,” and tracking progress keeps them alive. Choosing just one keeps it realistic in a busy week.
Step by step
In class: about 9 min
- 1Pick one focus2 minutes
- 2Write it3 minutes
- 3Calendar it2 minutes
- 4TrackWeekly, 2 minutes
- Pick one focus2 minutesAsk: “What one change would most help my students right now?”
- Write it3 minutesUse: “By [date], I will [action] [how often].” Example: “By December 1, I will use a whiteboard check three times a week.”
- Calendar it2 minutesAdd a 2-minute weekly check-in to your calendar.
- TrackWeekly, 2 minutesTally how often you did it and one thing you noticed in student work.
- Close itOn the dateMet it? Make it a habit and pick a new goal. Not yet? Shrink it.
See it in action
“By winter break, I’ll use a Flash Back warm-up twice a week.”
“By the end of the quarter, I’ll use random name sticks in every class.”
“By March, I’ll keep my talk under five minutes at a time in two lessons a week.”
Watch out for
- Goals you can’t count: “be more engaging” becomes “use one partner-talk move per lesson.”
- Too many goals: one at a time.
- No check-in: the calendar reminder is what makes it happen.
Level up
- Tell a colleague and ask them to check on you.
- Pull a card from this deck to choose your goal.
Make it work for everyone
- Choose goals that help the students who are hardest to reach.
Tech option
A recurring calendar reminder and a one-line note each week.
Resources
Pairs well with
Reflect
What changed in student work because of this goal?
Evidence
ModerateLocke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705–717. Specific, challenging goals with feedback lead to better performance.
Find the research: Locke (2002)
