3 Tips for Addressing Learning Loss and Closing Achievement

Research shows that students could lose up to 12 months of learning by June 2021, bringing new challenges to administrators, teachers and support staff. The “new normal" is that "normal" no longer exists, as the needs and requirements for students and teachers are constantly evolving.


To avoid exacerbating existing education gaps, our education system must take an agile approach to teaching and learning. There is no quick fix, but rather a long-term, sustainable solution: quality professional development.

Meaningful professional development for administrators, teachers and staff members will be crucial for addressing student learning loss, focusing on assessment, remediation, and acceleration in order to narrow or close existing achievement gaps.


Here are three tips for using professional development to improve instruction, address learning loss, and close gaps. 


Tip #1: Equip teachers with strategies to personalize learning for students

To effectively combat learning loss, teachers must understand how to use technology and other resources to allow students to drive their own learning. When used correctly, technology can be a powerful tool for enhancing educators’ unique teaching styles and personalizing learning for students. 


Consider the following seven principles of personalized learning compiled by Fulton County Schools:

  • Varied strategies. Students are given more than one way or modality to learn material or access content. 
  • Just-in-time direct instruction. Direct instruction is available when it is needed, regardless of the availability of an in-person teacher. 
  • Choice and voice. Students express their learning styles and preferences as learners in the lesson. 
  • Mastery-based assessment. Students drive the curriculum, rather than the curriculum driving the students. 
  • Choice for demonstrating learning. Students have multiple ways to demonstrate mastery of standards. They can leverage both technology and traditional tools.
  • Flexible pacing. Students move through the curriculum at a pace that fits their individual abilities and allows for mastery of learning, rather than a time-bound schedule.
  • Co-planning learning. Students, parents and the community are involved in planning and setting goals, demonstration of learning, pace and mastery level.


Professional development opportunities can help teachers learn how to use the tools at their disposal to build upon these principles. By leveraging Google apps and other technology, educators can provide more meaningful learning opportunities for students.


Free Resource: Essential Guide to Time-Saving Tips & Hacks for Google Classroom


Here are three timely professional development opportunities for district leaders to consider using MobileMind:

  • Summer Enrichment: Create and facilitate professional development opportunities that communicate goals and expectations of your district’s summer enrichment programs.
  • Tutor Training Programs: Create learning paths to train tutors who work with individual and groups of students, whether it’s virtual, hybrid or face-to-face.
  • After School Programs: Implement a learning path or badge for educators and other staff members to ensure everyone is up-to-speed on the goals and structure of after school programs.


Tip #2: Create training around district and school learning loss initiatives.

According to a recent article from Education Week, districts are eying summer and beyond to recoup learning losses. 

“With the weather warming up and—cross your fingers—an increasing rate of COVID-19 vaccination nationwide, most school leaders expect the 2021-22 school year will be largely in person. Now they’re planning supports for students to make up for the harmful academic and social impacts of the last year.”


For maximum impact, professional development opportunities should be aligned to learning loss initiatives. Agile, efficient PD can help teachers and support staff prepare for this summer and the 2021-22 school year. 

To help district and school leaders provide personalized professional development to support staff, such as tutors and instructional coaches, MobileMind provides tailored micro-courses, learning paths and badges so all staff have access to exactly what they need.


View this real-world example from Brainerd Public Schools to better understand how districts can roll out professional development that supports internal initiatives and stakeholders.


Tip #3: Communicate new policies and targeted initiatives to stakeholders.

With the pandemic still impacting student growth in 2021, districts have been tasked with creating and implementing robust initiatives centered around learning remediation and acceleration. A report from the National Conference of State Legislatures covering public education’s response to the pandemic provides additional context:


“The question of assessments and accountability during the pandemic is made more urgent by student learning loss data. Spring projections suggested that students may have returned this school year with less than two-thirds their normal annual learning gains. Fall studies suggest substantial variations, but clear losses across states: most students are behind where students stood last year, particularly in math, and student performance in schools with a majority of students of color may lag other schools by at least ten percentage points. The gap between low-income students and students of color and their peers may be attributed to a higher likelihood of these students learning remotely, and more representative data in the future may show even greater learning loss and larger equity gaps.”


Communicating new policies and targeted PD initiatives to teachers and other staff members is crucial. MobileMind HQ provides an Announcements feature, which can be used to create and send communications to relevant stakeholders. Communication regarding professional development could include notifying teachers and staff of state mandated COVID-19 safety training or a requirement for tutors to complete a new learning path. Districts can also filter announcements so they are only visible to specific groups, like instructional coaches, specific schools, or PLC teams.


(Mobile)Mind the gap

Homework, equity, technology and achievement gaps existed before COVID-19, but are at risk of widening due to the pandemic. District leaders have an opportunity to take action and invest in quality professional development opportunities that can help teachers and other staff members close these gaps while leveraging ESSER funding. 


Free Resource: Guide to Leveraging ESSER Stimulus Funding for Long-term Success


For additional professional development strategies that address learning loss, register for our webinar taking place on June 10.

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.