Professional development is one of the most important tools schools have for improving classroom instruction to support student learning. Yet many educators have experienced professional development that feels disconnected, overly broad, or simply done for compliance. 

During a recent panel discussion, school leaders shared how they use the Network for Educator Effectiveness (NEE) framework to make professional development more focused, meaningful, and impactful for teachers. 

Their insights highlight a clear message: Effective professional development is intentional, aligned, and embedded in everyday practice. 

Use Data to Determine Professional Development Focus 

One of the most powerful ways administrators determine professional development priorities is through data gathered from multiple sources. 

To establish a professional development focus, school leaders use: 

  • Classroom observation data tied to NEE indicators 
  • NEE Student Survey feedback 
  • Instructional trends seen during walkthroughs 
  • District improvement goals 

These data points help leaders identify patterns in instruction and determine a focus for professional development. 

Align Professional Development With School Improvement Goals 

Another consistent theme among panelists was the importance of alignment. 

Effective professional development begins with the district’s Comprehensive School Improvement Plan (CSIP). From there, alignment flows through several levels: 

  1. District goals 
  1. Building improvement plans 
  1. NEE focus indicators 
  1. Teacher professional development plans 

This approach creates a clear instructional “through-line” from district priorities all the way down to classroom practice. 

For example, one district organizes professional development around three major instructional priorities: 

  • AVID implementation 
  • Multi-Tiered System of Supports (MTSS) 
  • Culturally responsive education 

The NEE indicators used by the district in classroom observations directly support those initiatives, ensuring teacher growth goals align with broader school improvement efforts. 

Move Away From One-Size-Fits-All Professional Development 

Traditional professional development often assumes every teacher needs the same training. However, panelists emphasized the importance of individualizing professional learning. 

Using the NEE system, teachers develop their own Professional Development Plans (PDPs) that align with building and district goals while still addressing their individual growth areas. 

Teachers may pursue growth through: 

  • Instructional coaching cycles 
  • Book studies with colleagues 
  • Professional development workshops 
  • Specialized training sessions 
  • Peer observation and reflection 

This approach ensures teachers focus on areas most relevant to their classroom practice. 

School leaders also shared how they are experimenting with flexible professional learning formats that better meet teacher’s individual needs. 

Some of the most successful approaches include: 

Choice-Based Professional Development 

Teachers select from multiple sessions aligned with district priorities. These sessions may cover topics such as instructional strategies, student engagement, or classroom management. 

Administrators say choice-based PD consistently receives the most positive feedback from teachers. 

Pop-Up Professional Development 

Short, optional sessions are offered when timely topics emerge. For example, one district recently introduced pop-up training sessions focused on responsible AI use in education. 

Lunch-and-Learn Sessions 

Informal learning opportunities allow teachers to explore new strategies without committing to a full-day workshop. 

Department or Role-Specific Training 

Professional development designed for specific teaching roles, such as: 

  • Physical education teachers receiving CPR training 
  • Special education teachers learning adaptive strategies 
  • Content-area teachers collaborating within departments 

These formats ensure that professional development feels relevant and practical, rather than generic. 

How to Structure Limited Professional Development Time 

One of the most common challenges school leaders face is deciding how to use limited professional development time effectively. 

For many schools, PD sessions may only last two to three hours. Administrators shared several strategies to maximize this time: 

  • Focus deeply on a small number of instructional indicators 
  • Partner with instructional specialists or educational service units 
  • Plan PD sessions well in advance for the entire school year 
  • Align sessions directly with school improvement goals 

Another effective strategy involves creating school improvement teams focused on areas such as: 

  • Student engagement 
  • Data analysis 
  • Curriculum implementation 
  • Student involvement 

These teams help share responsibility for professional learning and ensure staff members are actively involved in improvement efforts. 

How to Ensure Professional Development Actually Changes Classroom Practice 

Perhaps the most important question discussed during the panel was this: How do we make sure professional development actually improves instruction rather than becoming a compliance exercise? 

Several strategies stood out. 

1. Focus on the “Why” 

Teachers are far more likely to implement new strategies when they clearly understand how those strategies impact student learning. 

Leaders emphasized the importance of consistently connecting instructional indicators to student outcomes. 

2. Embed Learning into Professional Learning Communities 

Many districts rely heavily on PLC structures to reinforce professional development. 

Within PLC meetings, teachers regularly discuss: 

  • student data 
  • instructional strategies 
  • successes and challenges 
  • adjustments to teaching practice 

These conversations help ensure that professional development becomes part of everyday instructional work. 

3. Encourage Peer Observation 

One powerful strategy involves teachers observing one another in the classroom. 

These observation cycles allow teachers to: 

  • see strategies implemented in real classrooms 
  • discuss instructional decisions 
  • reflect on their own practice 

Seeing a colleague successfully implement a strategy often has a much greater impact than simply hearing about it in a workshop. 

Key Takeaways for School Leaders 

The discussion highlighted several lessons for administrators looking to strengthen professional development in their schools. 

Focus on a small number of priorities 

Deep improvement happens when schools focus on a few instructional indicators over multiple years. 

Align everything to improvement goals 

Professional development should connect directly to district and building plans. 

Use data to guide decisions 

Observation data, student surveys, and teacher feedback all help identify meaningful areas for growth. 

Provide teacher voice and choice 

Allowing teachers to pursue individualized learning goals increases engagement and effectiveness. 

Reinforce learning through collaboration 

Professional learning communities, peer observations, and coaching help translate training into real classroom change. 

Final Thoughts 

Professional development is most powerful when it moves beyond isolated workshops and becomes part of a school’s instructional culture. 

By aligning goals, using data thoughtfully, and empowering teachers to pursue meaningful growth, school leaders can ensure that professional development truly impacts teaching and ultimately improves student learning.

A recording of the recent panel discussion is available in NEE’s EdHub Library. NEE members can login to the NEE Data Tool, click EdHub on the left-side menu, and scroll to the EdHub Webinar Library.

Aaron Jones, Ed.D., is a trainer and field support representative for the Network for Educator Effectiveness. He joined NEE in 2024 after spending more than 30 years in K-12 education as a teacher, principal, and assistant superintendent.

The Network for Educator Effectiveness (NEE) is a simple yet powerful comprehensive system for educator evaluation that helps educators grow, students learn, and schools improve. Developed by preK-12 practitioners and experts at the University of Missouri, NEE brings together classroom observation, student feedback, teacher curriculum planning, and professional development as measures of effectiveness in a secure online portal designed to promote educator growth and development.