Another important part of training new preschool and school-aged dance teachers is offering on the job training. Sometimes, we do not have the luxury of having new teachers complete on the job training before they start teaching at our studio. It is still beneficial for them to have some co-teaching hours with yourself or other staff even if they are already teaching on their own.
There are many benefits to offering on the job training. First, it introduces dance teachers to different forms of dance. I recommend having them complete their training with the class level and age curriculum they are/will be teaching. Second, by offering on the job training hours to new hires it helps you stack your bench at an admin/co-teaching rate. This is a great practice for training new teachers and subs!
In addition to on the job training, you will have to continue to foster the relationship with your teacher by managing them. I find when it comes to the management of teachers, set clear expectations from day one. You will also want to set a weekly meeting as well as check-ins throughout the year.
You are the owner of the business, you have all of the risk and responsibility. Set yourself up as the Creative and Executive Director of your studio. All decisions begin and end with you. This starts in the hiring process and helps the dance teachers understand who is in charge and who they report to. If you are onboarding several teachers, hold a new hire meeting prior to training.
You will also want to schedule ongoing training opportunities for your teachers. Hold weekly teacher meetings at a set day and time each week. Every Tuesday I meet with my teachers to discuss updates to class curriculum, teaching methods, and what’s happening in the studio. Set time aside a few weeks after their initial start date and again mid-season for you to have class observations with your teachers. I suggest completing teacher evaluations and meeting with them for a one-on-one review.
Dance teachers, much like your dancers, require consistent observation and feedback. When it comes to new season planning, have a set Yearly Check In period. For me this is in January, I have them send me a “Teacher wish list” via email and then set up one-on-ones. This is also a good time for me to find out who needs to adjust their teaching schedule or who may not be returning next season so I know who I need to hire.
As the owner, I encourage you to have an Open Door Policy for your teachers - make yourself available for private meetings during the year when needed. Schedule weekly meetings which allows you time to assess the physical and emotional state of your teachers.
Finally, make sure your staff know they are appreciated and valued. You may consider offering Performance opportunities during the holiday shows, recitals, and or professional shows. We host an annual Holiday party and end of season party. You can also add extras like Birthday club and treat your staff to lunch.
Remember you are their leader - they take all cues from you. If you are too busy, they may not reach out until it is too late.
Check back next week for my tips about nurturing the Super Teacher.
Learn more about Twinkle Star Dance and get your “Super Teachers” certified at Spark Chicago.
Meet Tiffany Henderson
Tiffany Henderson is an industry leader and dance business expert. Tiffany owns and operates multiple Tiffany's Dance Academy locations in Northern California. Her video-based teacher training system and curriculum, Twinkle Star Dance, is currently implemented in 300+ dance studios worldwide.
