How to Prepare Teachers for Google’s Major Changes with Agile PD

The only constant in the past 16 months of education has been upheaval. Since the pandemic forced schools to close last spring, educators and students have forged new ways to learn using online video, hybrid classes, asynchronous lessons, and more. As you catch your breath and prepare for what should be close to a “normal” school year starting this fall, we all know that the way teachers work will continue to adapt to new realities. 


While you might yearn to retire the word “pivot,” the reality is that education is always changing, and the best schools and leaders are not only ready for what comes next, but also planning ahead to maximize the effectiveness of these modifications. 


For instance, consider that Google, likely the nerve center of your district’s teaching and learning network, had instituted more than 100 changes to its tools from January 2020 to May 2021, when school models were altered during the pandemic. G Suite transitioned to Google Workspace and had 20 updates alone. Google Meet had over 50 updates, with many of them concerning host control and engagement options that are critical for teachers. Likewise, Drive, Docs, and Slides had several updates that impacted teachers as well.


To incorporate all these changes into your district’s Google professional development your district would have spent approximately 1,500 hours updating any online training content, not to mention any time spent offering face-to-face PD. Alternatively, if you’ve been using MobileMind to help facilitate and coordinate your district’s professional development, the work would have been completed behind the scenes, and your district would have spent 0 hours updating Google PD. This saves valuable time for your staff, which is likely stretched thin, and allows them to spend their time in other valuable areas. 


On June 22, Google announced at The Google Anywhere School that they are making wholesale changes to improve Google Workspace for Education, responding to the new ways people connect, work, and learn. (Stop for a second and consider that Google Docs and Sheets are 15 years old. That means students who were in kindergarten when these apps debuted are now likely halfway through college.) 


The changes to Google Workspace, called smart canvas, will make it easier for people to stay connected and collaborate, focus their attention, and create results. Some of the changes have occurred already, while others will roll out during the rest of this calendar year. But you don’t have to take our word for it; just listen to what Google itself is saying: “Smart canvas is our next big step.” Just as in the past, the MobileMind educator team is already hard at work updating their Google PD to incorporate these improvements. 


Below is a shortlist of how Google updates its tools and what these improvements might mean to your district.

Google is incorporating what it calls smart chips into its programs. These will allow users to complete a wider variety of work, from having meetings to adding documents, without leaving the Google application you are in. Users will be able to hold a Google Meet while remaining in a Google Doc or embed a Google Sheet right into a Doc. 

How will this work? When you @ mention a person in a Google app, you’ll not only see that person’s location, job title, and contact info, you’ll be able to skim the person’s associated meetings or preview linked documents, all without changing tabs or context. 


You’ll also be able to assign checklist items to other people from your PLC to a classroom of students. Adding table templates to Docs will allow users to incorporate voting to gauge team or student feedback or capture milestones and statuses on the fly. 


Teachers and administrators will be able to present content to a Google Meet while working in any of the other Google apps, such as Docs, Sheets, or Slides. People will be able to see and hear each other while they collaborate on a document. The new updates will even offer live captions in five languages. 


Formatting work will be easier as well. Users will be able to go pageless in Docs, allowing the work to expand to whatever screen size they are using. This will improve the experiences of anyone who uses wide tables, large images, or detailed feedback in comments. And to print the work or save it as a PDF will be just a click away.

The entire Google experience will offer users more security through enhanced capabilities to protect against security threats and abuse. 


As you plan 2022 professional development, make sure that your district stays on top of all these Google changes with MobileMind for Google. Additionally, leverage Google’s 2021 promotion to get your district’s Google PD for free! For more information about MobileMind, schedule a call with us today.

From Observation to Action: How Data-Driven Feedback Fuels Teacher Professional Development

December 23, 2025
Teachers' ability to adapt to new teaching methods, technology, and student needs requires continuous growth and development. This is where teacher coaching and observations become essential—not just as stand-alone practices but as integrated components of a comprehensive professional development strategy. Today’s students are growing up in a digital world quite different from the one that their teachers knew when they were students. For the absolute beginner, the learning curve to using new EdTech can be steep. School leaders are finding that to meet the challenge, they need to update the content and delivery of their district’s professional development (PD) programs. Here is a roundup of educational technology trends that we are seeing today and how these technologies are changing how teachers need to pursue PD. Customizable Rubrics for Tailored Observations One-size-fits-all approaches to teacher observations simply don't work. Every school and district is unique, and so are their instructional needs. By integrating customizable rubrics into the observation process, administrators can easily build and tailor observation tools to meet their specific objectives. Customized rubrics provide a clear framework for consistent, meaningful observations, whether focusing on student engagement, classroom management, or technology integration. With flexibility, administrators can ensure that observations are aligned with the school's instructional goals while teachers receive relevant and actionable feedback. Customizable rubrics also make it easier to acknowledge where a teacher has exceeded expectations, offering a platform for celebrating strengths while pinpointing growth areas. Detailed Feedback: A Pathway to Improvement As the Adult Learning Theory emphasizes, feedback for adult learners should be timely, relevant, respectful of their experience, and provide actionable guidance to foster self-directed improvement and motivation. Teachers need more than a score or general comments to improve—they need detailed feedback and actionable steps. This feedback should not only highlight areas where they excel but also offer actionable suggestions for improvement. The coaching process becomes more effective when observation tools are designed with this level of detail. Teachers can reflect on specific aspects of their practice, understand how to adjust, and work with coaches to implement changes. Detailed feedback is also essential in promoting teacher agency. Teachers are empowered to take ownership of their professional growth when they receive concrete, constructive insights. This kind of feedback loop fosters a culture of continuous improvement, benefiting both educators and students alike. Data Aggregation: Driving Informed Decisions One of the most powerful advantages of integrating teacher coaching and observations with professional development is the ability to aggregate data. By collecting and analyzing observation data over time, schools can gain a holistic view of teacher performance. This information can then inform professional development opportunities, resource allocation, and teacher evaluations when appropriate. For example, data-driven insights can identify common areas where teachers across the school or district may need additional support. This enables administrators to create and facilitate targeted professional development that directly addresses these needs, leading to more effective PD sessions that directly impact classroom instruction. Furthermore, aggregated data ensures a more objective observation process, reducing bias and ensuring that decisions are based on clear evidence. MobileMind, the modern professional learning hub, includes comprehensive coaching and observation tools that align with the entire PD lifecycle . By leveraging customizable rubrics, detailed feedback, and data aggregation, we provide schools and districts with the tools they need to support their teachers effectively and objectively. Through this integrated approach, MobileMind helps administrators and educators work together to create a dynamic learning environment where teachers thrive.

How to Secure Teacher Buy-In When Launching a New Professional Development Program

December 23, 2025
Launching a new professional development program can be pivotal for school districts, impacting everything from teacher engagement to student outcomes. However, even the most innovative PD initiative will only be as successful as its buy-in from teachers. To truly inspire a culture of growth, the PD program needs to feel relevant, manageable, and rewarding to those who will benefit from it most: educators. Below are strategies for securing teacher buy-in. 1. Understand the Core Needs of Adult Learners Teachers, like all adult learners, want to know that their time and effort are being put to good use. Traditional, lecture-based PD sessions often fall short because they don’t align with the practical, self-directed nature of adult learning theory . Adults bring a wealth of prior experience, and they are most engaged when learning is relevant, practical, and can be applied directly to their work. Actionable Tips: Connect Learning to Real-World Applications: Make it clear how the PD content will help solve immediate classroom challenges. For example, if educators struggle with tech integration, provide targeted micro-courses focused on tools they can access. Offer Choice and Customization: Allow teachers to personalize their PD experience by choosing the courses or learning paths that align with their needs or interests. Giving teachers a sense of voice and choice over their learning path fosters a stronger commitment. 2. Embrace Micro-Learning to Respect Time Constraints Time is a precious commodity for teachers. Launching a program that feels like a time drain can quickly lead to resistance. Instead, consider breaking down the PD curriculum into micro-courses—short, focused lessons that fit easily into a teacher’s busy schedule. Micro-learning respects teachers’ time and helps them digest information in manageable portions, leading to better retention. Actionable Tips: Set Manageable Learning Goals: Micro-courses allow for incremental, achievable goals, which can increase teachers’ motivation and sense of accomplishment. Encourage Consistent, Bite-Sized Learning: A structure that promotes frequent, small doses of learning rather than occasional intensive sessions helps to reinforce knowledge without overwhelming educators. 3. Incorporate Gamification to Boost Engagement and Motivation Gamification— integrating game-like elements into the learning experience—can be a powerful tool to engage teachers. Progress trackers, badges, and other rewards provide a tangible sense of achievement and encourage healthy competition. Incorporating gamified elements into PD can inspire friendly challenges and celebrate teachers’ learning milestones. Actionable Tips: Reward Progress and Milestones: Implement a digital badge system to recognize teachers as they progress through their courses. A leaderboard can also motivate by celebrating those who have reached significant milestones. Promote Collaborative Challenges: Gamified challenges or group activities can create a collaborative culture around PD, allowing teachers to encourage each other’s growth and discuss what they’re learning. 4. Highlight the Immediate Benefits and Celebrate Early Wins When teachers can see the value of the new PD program right away, they’re more likely to invest in it. Highlighting quick wins, like how a single session helped a teacher engage their students or streamline lesson planning, can create a positive ripple effect across the district. Actionable Tips: Share Success Stories: Encourage early adopters to share their experiences and successes. Whether it’s a teacher using a newly learned strategy or one achieving a certification, share these wins to inspire others. Recognize and Reward Early Participants: Acknowledge the first group of participants by spotlighting them in meetings or district-wide newsletters. This reinforces a positive perception of the program and encourages others to join. 5. Leverage Peer Influence for a Stronger Commitment Teachers are often most influenced by their peers, so tapping into this social dynamic can be invaluable for PD initiatives. Consider building a “PD Champions” network within your district—educators passionate about professional growth and willing to help their peers navigate the program. When teachers see respected colleagues invested in PD, they’re more likely to follow suit. Actionable Tips: Create a Peer Coaching System: A support system of peer coaches or mentors can make PD feel more accessible and less intimidating for those hesitant to try something new. Hold Collaborative Workshops: Group settings allow teachers to learn together and share insights, creating a collaborative culture around the PD program. 6. Emphasize Flexibility to Reduce Resistance One of the biggest hurdles in PD adoption is the feeling that it adds another obligation to an already packed schedule. By making the program flexible and accessible, you’ll reduce resistance and create a more welcoming environment for learning. Actionable Tips: Allow for Self-Paced Learning: Give teachers the freedom to complete their courses at their own pace, respect their time, and make learning more accessible. Offer Multiple Access Points: Your program should be accessible across devices, with the option to complete sessions during lunch, after school, or even from home, meet teachers where they are, and reduce participation barriers. 7. Gather and Act on Feedback No one knows what teachers need from PD better than teachers themselves. Regular feedback helps you tailor the program and makes teachers feel valued and invested in its success. A successful PD program evolves based on the input of its participants, ensuring relevance and engagement. Actionable Tips: Conduct Quick Pulse Surveys: After a learning path, invite feedback. A short survey or a simple thumbs-up/thumbs-down can provide insights without adding extra work. Host Listening Sessions: Give teachers a voice in the PD program’s evolution by inviting them to share what’s working, what’s not, and what they want to see next. By designing a program that aligns with adult learning principles, respects time constraints, and incorporates gamified and flexible learning options, you’ll create an exciting experience in which teachers are excited to participate. When teachers see the value in PD, they’re more likely to integrate their new skills into their classrooms, benefiting students across the district.