'Reading it's a skill which we learn when we are children. Some children learn to read before they start to join the elementary school, it depends on parents always. But how we can instill a love for reading in children? This post was written by our TEFL certification graduate Radka S. Please note that this blog post might not necessarily represent the beliefs or opinions of ITTT. Parents Role Parents should read a children's books since childhood like this the relationship between parents and a child become stronger, the child gets to know emotions by reading books and it becomes a favorite'

Discover why 'Readers Are Not Necessarily Leaders' in this thought-provoking blog. Explore nuances of leadership beyond reading

Lessons from Top Leaders” is a book that explores the principles and practices of agile leadership and how top leaders have successfully implemented them in their organizations. The book covers the…

A report by The Economist Intelligence Unit reveals different communication styles to be a leading cause of miscommunication at work—but it also reveals that people enjoy working with different styles. What’s the secret to making this diversity work for your bottom line rather than against it?

An Author is someone like you poster! This is a PDF file. Includes: 2 girls and 2 boys (color) Black and white posters for students to color/write SAVE BY BUYING THE BUNDLE! CLICK HERE! ________________________________________________________ You may also be interested in... SOMEONE WHO SERIES: MATHEMATICIAN SCIENTIST ENGINEERREADER STUDENTWRITERTECH EXPERTFRIENDLEADERLISTENERTEACHERARTISTFIRST GRADERKINDERGARTENER ________________________________________________________ Thank you!!

Here are five more ways to rearrange students across the usual groupings and grade levels while differentiating, hitting the standards, ensuring proficiency, and boosting engagement.

Build workplace trust? Treat people with respect. Listen to their ideas. Execute good ideas. Deliver promised rewards. Praise their successes.

This unique activity book harnesses the power of expressive arts! Fun and creative assignments encourage girls to better understand themselves, strive for a balanced life and set meaningful goals for the future. Readers use past photos and new images created through picture-taking and drawing to promote self-awareness and self-esteem. Although designed for individual girls, many of the activities may be done in groups, so this is a wonderful tool for teachers, school counselors and youth leaders who want to help girls thrive. Although the exercises in the workbook are meaningful and empowering for all, the book is recommended for girls and adolescents ages 9 through 15. (Younger girls may choose to work with a parent, which provides a creative opportunity for connection.) | Author: Cathy Lander-Goldberg | Publisher: Clg Photographics, Inc. | Publication Date: Oct 23, 2015 | Number of Pages: 62 pages | Language: English | Binding: Paperback | ISBN-10: 0692529705 | ISBN-13: 9780692529706

A Pre-Kindergartener is someone like you poster! Pick From: 4 girls and 5 boys (color) 9 black and white posters for students to color/write ________________________________________________________ CHECK OUT THE FULL SOMEONE WHO SERIES BELOW SOMEONE WHO: MATHEMATICIAN SCIENTIST ENGINEERREADER STUDENTWRITERTECH EXPERTFRIENDLEADERLISTENERAUTHORTEACHERARTISTFIRST GRADERKINDERGARTENERSECOND GRADERTHIRD GRADERFOURTH GRADER ________________________________________________________ Thank you!!

With so many employment issues today, it’s more important than ever to get and keep good employees.

Walking in line emergent reader is a great resource to provide to students when teaching classroom expectations. Also includes 4 examples and non example visuals that are easy to post in the classroom as a reminder to students the proper way to walk in line. ••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••• For another student friendly classroom management resource, you may also like: Carpet Rules Emergent Reader and Visuals Visual Think Sheet Visual Behavior Sheets- Daily Schedule Behavior Log and Behavior Goal Sheets •••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••

Read The leader phrase book 3000 powerful phrases that by Narutchaon Shoji on Issuu and browse thousands of other publications on our platform. Sta...

using rebus in singing time, techniques for teaching a primary song without using rebus, rebus is confusing to young children

Last year, my daughter’s fifth grade reading class was assigned a historical fiction quilt project. Impressed with this assignment, I immediately started brainstorming how this project could be modified, specifically for younger readers. My daughters love to read. They often like to write stories and draw pictures. If you know kids like mine, this could ...

A teacher is someone who... Classroom poster to remind students (and yourself) why you are there. This goes along with my "someone who" poster series. Includes 10 different teachers to choose from! ________________________________________________________ You may also be interested in... SOMEONE WHO SERIES: MATHEMATICIAN SCIENTIST ENGINEERREADER STUDENTWRITERTECH EXPERTFRIENDLEADER LISTENERARTIST ________________________________________________________ SAVE BY BUYING THE BUNDLE! CLICK HERE!

In today's post, I'll describe the different phonological awareness skills I teach, as well as provide free phonological awareness interventions to help your students improve in each area.

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Beyond Dilbert: Take a break at the office and laugh with our collection of Reader's Digest cartoons about work and office life.

From teaching children the alphabet to teaching men how to kill.

The bestselling author of Profit First shows you how to build unstoppable teams where everyone wins. It’s never been harder building successful teams. With challenges of work-from-anywhere, flex-schedule and generational divides, business leaders bend over backwards searching for solutions that work. They’ve tried everything from food perks and ping pong tables to endless team-building exercises and training—but nothing sticks. Now, in his long-awaited book for leaders at all levels, bestselling author Mike Michalowicz reveals his proven formula to build an unstoppable team for any work environment: All In shows readers how to: Recruit the right talent Transform struggling employees into superstars Match individual abilities to client and company needs Elevate your company to where every employee cares as much as an owner You want a thriving workforce that shines and sticks around. One that takes full responsibility for their work and outcomes. A community of employees who love your organization and are invested in its growth. With All In you will discover how to build a team where everyone flourishes–including you. Product DetailsISBN-13: 9780593544501 Media Type: Hardcover Publisher: Portfolio Publication Date: 01-02-2024 Pages: 288 Product Dimensions: 9.10h x 6.00w x 1.20dAbout the Author Mike Michalowicz founded and sold two multimillion-dollar businesses by his thirty-fifth birthday. He is the bestselling author of Profit First, The Pumpkin Plan, Clockwork, and Fix This Next. He has built two additional multimillion-dollar companies and has become one of the world's most popular speakers on small-business topics. Fabled author Simon Sinek deemed Mike Michalowicz “one of the top contenders for the patron saint of entrepreneurs.”Read an Excerpt Read an Excerpt 1 Why Most Teams Just Don't Care There's busted. And then there's busted. On paper, Elliott seemed like the one. We needed a solid computer tech and he seemed to have all the right credentials. He was proficient in the right hardware and software. He had years of experience doing the same thing we did. I didn't notice one single typo on his résumé, a clear demonstration of his attention to detail. And a bonus-he was fluent in Spanish! His interview went well. He was articulate and likable. His suit fit and his tie complemented his shirt, which is a small miracle for a computer guy. Even though I had only met with three candidates at that point, I hired him on the spot. It wasn't that I had necessarily hit the jackpot with Elliott. I chose not to interview anyone else because he checked all our boxes-and I was already overwhelmed. Wasting time interviewing more folks would be costly and draining. I needed someone pronto, as in yesterday. My business partner and I couldn't handle the workload anymore. We had started our company, Olmec Systems, to provide tech support to local businesses, and as we grew, we both kept doing the client work we'd always done. By the time we posted the job announcement for a tech, we were beyond exhausted. We felt paralyzed and helpless. Helpless to find the help we needed. Isn't that frustrating? When you need help the most, you have the least amount of time and energy to make it happen. Those days, I dragged myself home from work, long after my kids went to bed, and then got up early to do it all over again. Every Monday I told myself, If I can just get past this week, I'll have the time to find and develop the right person. But it never happened. We needed our clones, or as close to clones as we could get. Someone who had a pulse, could type at a keyboard and plug in a few wires. The other two candidates we interviewed were questionable on the pulse part. So a guy with the experience we were looking for, who wore a fitted suit and had a résumé on heavy-stock paper, was nothing short of a godsend. On his first day on the job, I immediately sent Elliott out into the field to support our clients-with no substantial training. Clearing my throat here-when I say he received "no substantial training," I really mean he got none. Squat. Zilch-ola. No meeting. No "get to know you" chat. No there's the bathroom, there's your desk, feel free to walk around. When Elliott showed up on the morning of day one, I gave him the addresses of clients to visit, problems to fix, and pushed him out the door-literally. We had clients who urgently needed services that day, and when Elliott turned back to ask, "What should I . . .?" I put my hand on his shoulder as if to say, "You've got this," and gave him a gentle shove (aka, a hard-ish push) out the door. As he walked toward his car carrying the tech tool kit I gave him, I cried out after him, "Call me if you need me." Yeah, sending him right out into the field was another hasty move, but I didn't have the time to train him. We needed him to pay for himself starting from day one. Plus, that's how I started my first job. Trial by fire! On-the-job learning! If it's on your résumé, you can do it. Within hours, Elliott started calling with questions. "How do I do this?" and "How do I configure that?" and "Why won't this thing work with that thing?" And my favorite question (as in my least favorite of all time): "Hey, this client only speaks Spanish. How do I ask them where the bathroom is?" Didn't the résumé specify he was fluent in Span . . . ugh, forget it. The person we hired to help us manage our client load couldn't handle anything on his own. Instead of freeing up our time, he put more of a burden on me and my partner. I couldn't do the tech work I needed to do when I was talking Elliott through his. But wasted time was the least of our problems. He quickly formed the infamous reverse "golden handcuffs." As he became familiar with our clients and their systems, Elliott started to learn elements of their technology that only he could support. He set up computers his own way, not ours. I wasn't aware of how he configured certain technology and (sinfully) didn't know some of the passwords he set. Within a month, Elliott didn't feel that he had to stay with our company; I felt I needed him to stay. Elliott had tied my hands behind my back and the handcuffs were locked. He had the golden key. I was at his whim. If one of our clients had a problem, I was required to have Elliott do the work. Talk about leverage. I couldn't fire Elliott, he could "fire" me, the leader, and leave me in the lurch trying to figure out how he supported our clients. Even though he seemed incapable of doing much of the work and uninterested in taking direction from me, his boss, he had become indispensable. He knew stuff I didn't, so firing him would screw up client relationships and exhaust me further. I was frozen in frustration. Then Elliott said, "We need to talk compensation. People at my level get paid double what I make. I feel I'm getting shortchanged, Mike. I don't feel good about that and suspect you don't either. I hope you will fix that for me before I'm needed to save a client from a network disaster." OMG. Seriously? Was my employee shaking me down? I started to think, Maybe if I pay him more, he'll be more motivated. He'll listen to me. He'll do better. That moment introduced me to the weirdest employment vortex I have ever experienced. The exact guy I wanted to fire so badly was the exact guy I was trying to figure out how to pay more. Maybe if I took the few dollars I had been allocating as a salary for myself and gave it to Elliott, it would convince him to stay, and stay happy. (I made $17,000 in my third year of owning a company in 1998. In today's dollars that's negative $500.) It wasn't so much that Elliott was shaking me down. I was shaking myself down. In the hopes of converting him from a bad employee to a good one, I wanted to pay a guy who sucked at his job more money. I held on to a not-working-out worker because I was terrified of the hiring process that clearly didn't work. The thought of the effort needed for training and retaining made it worse. And now I planned to forgo the few dollars I took home to pay an employee who had all the power. Maybe I could work with him to improve his job performance. Maybe I could come up with a way to motivate him to be more invested in our company's success. Maybe unicorns would fly down from Mars and sprinkle him with magic "caring" glitter, so he'd suddenly start doting on our clients instead of on himself. In mid-December, about three months into his employment, all my "maybes" were answered with a clear "F no." Elliott left a voicemail for me with some sad news. "My grandmother passed away yesterday, unexpectedly. My family and I are devastated. I have to go to Georgia for her funeral this Friday. I will be gone for a week." Elliott seemed dismayed about losing his grandmother, and yet something seemed fishy. First, his voice sounded funny, as though he had cupped his hand over the receiver to block out surrounding party noise. And he left me the muffled message at 1 a.m. on a Saturday. And, and, I could hear the infectious beat of "Jump" by Kris Kross cranking in the background. Not the typical mournful music played when a loved one passes. We all grieve in our own way, but with wiggida wiggida wack hip-hop? Despite my apprehension, I would never deny an employee time off to go to a funeral, so I left him a return message offering my condolences and gave him a week off-paid, of course. Then I immediately went to work covering our clients, with one-third of our staff out of commission. That's when the Bahama Mama hit the fan. About midweek, one of our clients left me a voicemail. "Oh my gosh. You're the best boss ever," he said. "I ran into Elliott in the Bahamas. It's so amazing that you gave him a week off to be at The Buzz 99.3 FM party." Say what now? Elliott had been kicking it at some sort of weeklong party on a Caribbean island while we picked up his slack-and paid for his vacation? And wait. Just. One. Second. He might not be partying th

This book provides guidance and insight into 'what mathematics leadership looks like in practice' and shows readers how they can develop from a confident teacher into a curriculum subject leader. It does this through a careful blend of pedagogy and practical application, supported by a range of real-world case studies and opportunities to reflect critically on classroom practice. Key coverage includes: The planning and application that underpins subject leadership How international perspectives can influence leadership of mathematics How to develop fluency through problem solving and reasoning How to champion inclusive practice in mathematics Assessing children's understanding This is essential reading for anyone studying primary mathematics on initial teacher education courses, including undergraduate (BA Ed, BA with QTS) and postgraduate (PGCE, PGDE, School Direct and SCITT) routes, NQTs seeking to develop into curriculum leadership roles and those already leading mathematics in their school.

Free & funny readers' theater scripts by T. P. Jagger. Use readers' theater (readers' theatre) scripts to improve students' reading fluency.

A leader can never have too much empathy! Find out how leaders can succeed by using empathy to tell the right stories to the right people.

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A Good Leader Poster - Encouraging Poster for your classroom. Perfect reminder for your back to school introduction! Includes: 2 girls & 2 boys to pick from [in color] 2 girls & 2 boys - blank student versions You may also be interested in... SOMEONE WHO SERIES: MATHEMATICIAN SCIENTIST ENGINEER READER STUDENT WRITER TECH EXPERT FRIEND ARTIST **SAVE BY BUYING THE BUNDLE! CLICK HERE! Thank you!!

This pack includes every someone who poster available in my store and free access to any that are added in the future!→ Save $$$ by purchasing the BUNDLE!INCLUDES:MATHEMATICIANSCIENTISTENGINEERREADERSTUDENTWRITERTECH EXPERTFRIENDLEADERLISTENERAUTHORTEACHERARTISTATHLETEMUSICIANFIRST GRADERKINDERGARTE...

Share Wildflower Ramblings!“Children benefit from working steadily through well-chosen books,” Susan Schaeffer Macaulay writes in her book, For the Children’s Sake: Foundations of Education for Home and School, a summary of Charlotte Mason’s philosophy of education. And how true this is! When we give children the opportunity to read life-giving books, and ask them to...

Read The Amazing Son in Law The Charismatic Charlie Wade (book 1+ 2) .. Read novel free online and pdf free dowload ...The Amazing Son in Law Charlie Wade full story