Many websites are an instant turnoff. Mine, I believe, is merits-worthy. It is simply a Train the Trainer e-space, where learners of American English; along with pre-service or in-service teachers, may flip their career to some best option. One may also experience a paradigm shift with me as I (and probably we later) "rise above" what's taken for granted. I professionally aim (at least this is what I claim) to build a Professional Learning Community (PLC); wish then to cater to its members' needs with significant mentorship, active participation techniques, low-hanging-need-one-crop fruits, with takeaways furhter from senior members hopefully. My experience was one put to some proven record (986.10 hrs administered online classes since April 26.2020) against throughput objectives, technology-mediated instruction, and innovative practices. Mason Tennessee Train the Trainer, aka then MTTT here, keeps faith in you and in many others, including Sugata's SOLE (a Self-Organized Learning Environment) so enthused participants can enjoy their moment (i usually get everyone enthused). My language teaching operation is one that is hassle-free. I back your energy too FOR MORE EMPOWERMENT. Like it too, don't you, when it is as well an investment in teacher training.

M. Tennessee (above left), started this web Abdelaziz Adnani (above right), former Oversight Officer

TESOL-certified instr. 2016 this web Operations Manager Professional Intl. Trainer of Trainers, Chicago, 2017 Adv. Diploma in Educational Management Coaching

I have made quality my habit. It’s not something that I just strive for– I live by this principle every day.

Here is how you can take action – starting today:

Click below: Free services online.

https://chat.whatsapp.com/H1YeRlXXTya24VMQUwDdFu

هلا بيك> تقدر/ي تضغط على الرابط أعلاه و تكلمينا

الموقع هذا لا يبيع خدمات

Extra Edge منصة مازن طنسي لتدريب المعلّمين هي للمساعدة في نقل خبرات تدريبية وتأهيلية لأساتذة في اللغة الانجليزية قبل تخرجهم، أوعلى رأس عملهم (على اختلاف ترقياتهم). إضافةً لذلك خبير/خبراء المجال ينقلون جهدهم للرّواد الراغبين في التعلّم، من طلبة أو ذويهم

learner-centered philosophy ويّاكم حتى أساتذتنا/طلبتنا يشوفو نفسهم معانا يتطّورون

LMS نعمل في الفضاء الالكتروني و نستعمل منصات االتفاعل

Going above and beyond: What makes life a trend a friend and what makes a school as cool a teacher

M. Tennessee Hajjar, 2023

As we undertake tasks daily, language shapes thought, doesn't it, with

broader perspectives and wilder creativity? We search for what structure

and written expression could help or feed back strategies in view of efficiency

to reach. As you may be in the profession, or about to be, this digital space

is for the flow of ideas & tips & takeaways for your language teaching

operation.

Reflection 2023

Policy Statement. Mine is an industry-led approach toward providing basic competence in North American English, coupled with a reskilling opportunity for the teaching force, which force here refers to those staffers who have taught for a lesser number of years, the active participation techniques of whom may be lacking some rubrics (or change) or need be cemented. Throughput objectives, and certification to meet, would to my belief reshape earlier norms attained. Some practices sometimes need to be conquered. Of the teaching staff, who may to some observation, be poorly handling their job or have to re-enter professional cycling, re-skilling or up-skilling, ours is a space.

Put to some measure, tutoring too sometimes requires multiple disciplinary work, other forms of knowledge, and general proficiency. I had this stance to introduce for a redefining experience our traffic may have. Something, you could say, that could add to what works well and what doesn't, plus initiating some conferencing around, and setting some goal.

As teachers are not born but made, Linda Darling-Hammond (a professor of education writing for the National Commission on Teaching and America’s Future) says there is a long-standing ‘myth that anyone can teach and that teachers are born and not made.’ We don't believe in this, it's a myth. The DNA team guarantees empowerment. All servants were once coachees, and the capacity-building time and initiation they had into practice were what made their day.

The policy options

We see something. We do not contrive. The inputs MTTT GUYs see at hand, aka policy options, are intended to raise an efficient staff. So whom you meet is a well-accomplished trainer with some growth options available for you. Later scrutiny may happen. As you can't just hold a train on the highway and be incapacitated, a lot of pre-service staffers sit hands-on training. At MTTT cyberspace, we stand toward emulsifying A BLEND WE CONSIDER KEY to what success is ahead. Ours is a pre-tested approach. That we can tell. With 30+ years behind us, we would kind of ensure, transformative teacher training that works in your best interest. All in using tools & artifacts toward cementing your proficiency or level, and your operation after.

I have a reason to believe the MTTT program (https://digitalnomands.durable.co/contact?) is somehow tailored to suit the amount and kind of work a pre-service and in-service workforce individuals require. To grow is to cultivate know-how, of some sort. To nurture a life-long-learning and develop and reskill.

We are caught east and west with a number of instructions larger than any tiny cosmos. There are pitfalls, and also change. The concept that teachers are born is jettisoned.

Referring to the LOGO we made, LC is meant to be short for Learning to Collaborate. With collaboration, you could make your students set feet and grow and change. Simply be themselves, stand for what they are and what they know at any one time. Ours is a knowledge-based economy. When the economy fails, it's the instructors' fault.

While at Digital Nomads (https://digitalnomands.durable.co/contact?), individuals on the team

1. make room for creativity & failure

2. go beyond textbooks, we do and discuss operable conditions and versatile operations

3. leave space for the coach, and practitioners, toward more engagement (teaching

strategies in class)

4. offer/share INSPIRING ideas to make for reciprocity- the Genius Hour!

These inputs we believe are factory-model. To raise an efficient staff- should we mind ourselves, necessitates avoiding intellectual dishonesty. We all need to stick together.

More sincere feedback every time is more honesty. That’s no kidding: confronting unprofessional behavior comes with openness and more exposure to the other, classroom observation, peer-to-peer advice, and other formative assessment. CAN COUNT A LOT. See the Japanese teachers urge others (I could have read somewhere) to do a deep dive into each one’s classes, and frequently organize walk-ins and class visits for the purpose.

Being in service, whether a teacher, or a headteacher, or an oversight officer, you can't help reskilling all the time. You need tools and new sets. You will probably sort a needs-driven analysis or initial assessment and act accordingly. We think we will in the aftermath be able to let you be on board, more or less with the know-how you need. We have faith you will show a good performance indicator, do tasks hassle-free. LIKE NEVER BEFORE. We lead effort and act in unison.

As you will see (English Language Coaching for Digital Nomads (durable.co ) we may use LMSs (Learning Management Systems) like Zoom.us or Google Meet (goodness knows what apps would be like huh each time we update this). DN (Digital Nomads), I so hope, remains a Professional Learning Community. As a founder, i count on rigorous selection of material for various age groups of learners or staffers (in-service or pre-service). As the beat goes on the fat comes off. Need to raise a beat and pique your interest.

Those who have a passion for North American English (NAE) are sure to meet us at all times. To target your pool (of instructors), you as a head of English may need a trip further up the river (a pleasurable time with My Abdelaziz Adnani). Can't wait for you to crop and render the cream of others' jars.

American English, once a growth area, is now high-end. Time to reboot your practices, don't you think, in sessions and phases? As for our corporate thinking, besides having strategies in place, we introduce Speech Mechanics (course# 1), Reading Mechanics (course# 2), and Writing Mechanics (course# 3), plus a myriad of other Educationally driven training programs, which encompass the latest ATLs (Approaches to Learning) with My Abdelaziz Adnani. We introduce his/mine/and other vintage practices (Days Have Taught Us). We share positive norms and vibes. Language has always been a meta-cultural, global awareness.

Technically speaking, there are interchangeable (Speech Mechincs# 1) parts that are missing for many bilinguals, do you know? Sounds in English and sound IDs in writing or orthography patterns are as many as 80, but at English Language Coaching for Digital Nomads (durable.co ) we do 100+. This accounts for some other innovative practices too.

Further up, there are those lexemes or vocabulary (Reading Mechanics# 2) people teach at random, but we do the Longman-approved 1K and 2K words; which keep changing too and we turn for upkeep. Primarily the issues mount on day-to-day, to count for round-the-clock interaction, and artificial intelligence is furnishing great support and debut. Many that you just need.

As we assemble units and modules, we also study linguistic phenomena Of The Day. Behavior, that is, linguistic behavior keeps changing in every tongue. As for EYE, early years of education, and PYP, the Primary Years Program, we want to make young kids simply more familiar (may include physical sessions). Schools Minister Nick Gibb of Britain said at the Education Reform Summit in 2015: "We recognized the strong evidence demonstrating that systematic synthetic phonics is the most effective way to teach children to read.” At DNA, we have developed our Phonics Grid, far beyond what they did. You simply usher and have a dive in. We also encourage touch-As

M. Tennessee Hajjar, founder

As for typing practice along the way (Writing Mechanics# 3) Americans abolished cursive writing in 2013. There also those reflections you need to put for various age requirements and job assignments

Through Talk Videos, you do a whole-out practice (Conversational Input). Personal Vlogs, to mention, are a great help. This Thread or program is incorporated in my Reading Mechanics course. Adults or kids, in-service or pre-service coaches, all you do is bring tenured attention every step of the way. Deal.

I teach NAE (North American English (NAE), and I preach none. It's been 33 years for me, and i still reach for collaboration. After all, practice is an engagement. The rest is yours.

A QUICK SNAPSHOT. Americans got utterances unceasingly different from others, and with one phoneme amounting to more than one way of writing (can think of 2-8), words are managed to look like no other word in any language that came before in. Entirely different structure. In 1995, i was owner/manager of a language school- a mini-built facility in my hometown (1995-2004). Now I continue online. And I team up with other digital nomads to carry such a job. I and my friends here hope to domicile good customer relationship.

M. Tennessee

________________________

M. Tennessee Hajjar, acting head of English, Kuwait, 2023

This JULY 26, 2023

Yet Quality is what to chase...

Maybe this will teach you not to count your chickens before they are hatched. You need accreditation/certification to cut down to the chase.

STORY

BA, Language Arts, 1991 (top five)

Graduate degree, Linguistics, advanced diploma, 1993 (top five)

TOEFL instr., paper-based, 1995 (LLC)

Certified Translator, 1995 (Courthouse Accreditation)

Conference Interpreter, English-Arabic, 2001, freelancer

TESOL-certified instructor, 2016 (Midwest Education Group, Chicago)

Advanced Diploma in Educational Management Coaching, 2017 (Midwest Education Group, Chicago)

Professional International Trainer of Trainers, 2017 (Midwest Education Group, Chicago)

Currently M. Ed. in Advanced Teaching, degree-seeking student, UoPeople, California (2020-)

Abdelaziz Adnani (ABOVE), former Oversight Officer, KUWAIT.

Nobody May Get Anywhere, Unless In Unison.

I always believe in the importance of each individual's contribution to the workplace and the strength of debut he or she could make.

When you ask leaders if their organizational values are compatible with collaboration, they give a big affirmation. If you ask if the company's collaboration improvement strategy has worked, you might get a completely different answer. “Collaboration is appealing in concept but challenging in practice,” as David Ehrlichman, David Sawyer & Matthew Spence put it.

Collaboration is all about helping members of different teams, who demonstrate various skills and perspectives, to coordinate and cooperate in order to achieve goals that will benefit the school, the college, or the entire organization. A productive team is a happy team forever.

Although similar to teamwork, the collaborative relationship is not hierarchical: everyone has the same status regardless of seniority (although you can choose one person to organize the collaborative project).

You can collaborate with members of your own team or from other departments,

as well as contractors, clients, or even other organizations.

When most people or organizations try to approach collaboration, they just do that narrowly: as a value to foster—not a skill to acquire.

What is needed is a top-notch approach. When I or we sometimes look at collaboration in school communities, colleges, or any other organizations, we find that they are never dismayed by 'common attitudes of underproficient' but have broad respect for the contributions of colleagues, openness to others, and a hyper-sensitivity to the outcome-based goal. However, this positive attitude is rare in under-developed places. Instead, most people display the opposite undermining set, distrust others, and get obsessed with themselves. A leader's job is to foster an absolutely unbiased attitude toward the members and value their contributions. We all need to work ourselves. What we want to learn and achieve is learned and achieved in collaboration.

Francesca Gino identified six training techniques that managers and workers can use to work well together, i.e. learn from each other, and overcome barriers. They tell employees that there is a time to listen and explore, a time to express, a time to critique and and a time to decide.

1. Teach people to listen attentively

The corporate workplace values good self-expression. Employees think a lot about how to make a good impression: how to formulate their arguments in discussions, communicate their points in meetings, or try to make their reports more persuasive. This is understandable given the competitiveness of jobs. Yet it comes at a cost.

Gino’s research suggests that when other people speak, we often prepare to speak rather than listen. This trend worsens as we move up the corporate ladder. This definitely diminishes the efficiency.

A behavior that Pixar Animation Studio encourages. Those in leadership positions are required to take a 90-minute course on the art of listening, among other things, held in a conference room adorned with posters of movie characters to remind us of those who need to "stay curious". and "communicate the ideas of others."

In sessions, students discuss the qualities of active listeners they know (for example, maintaining a positive attitude by leveling the importance of others' points). This means abstaining from interrupting or dominating the conversation. This means solving the problems of the people you are talking to by concentrating on the implications of their words. In one exercise, participants practice asking their partners open-ended "what" and "how" questions that encourage people to give more info, reflect on their part of situation, and feel for what to listen for, answering questions using only yes or no.

Sometimes people use the language of the deaf. Instead of listening they keep themselves busy thinking about what to say next regardless of what the speaker says. In another exercise, two coaches act out a scene demonstrating the situation, where no listening takes place. For example, one coach starts the conversation by saying: “I’ve had a lot of work to do during the week, and I have to prepare for the next week's presentations but I would like to have some time with the family during the weekend.” And the other responds: “So you visited China, you said?”

The two coaches act out the scene again, and this time the listener demonstrates what active listening might look like, “You seem to be burnt out and feel culpable if you don’t spend time with the family.”

Abdelaziz Adnani, Oversight Officer (Now Retired) , January 2023.