| This study takes Principal D of Kindergarten G in Guiyang City,as a typical case,listening to and analyzing her educational career from a new kindergarten teacher to the principal,in order to explore the feasible path for the professional development of famous principals.This paper consists of seven parts.The first part is the introduction.The second part shows four stages over career development of Principal D: 1.the induction learning stage from "full of expectation" to "insufficient skills";2.the effective growth from "being disobedient" to "being experienced";3.the reevaluation stage from "uneasy taking office" to "I can do it";4.the creative change stage from "independent pressure" to "unique president".The third part is to analyze the dillema faced by Principal D in each stage of their professional development.It is found that Principal D are mainly facing the "skill edge" dilemma in the induction learning stage,which is reflected in the deficiencies of activity skills,interactive skills and written skills.The effective stage of growth has the dilemma of "knowledge draining",which is reflected in intellectual knowledge,reflective knowledge and ecological knowledge.At the reevaluation stage,the dilemma of "emotional burnout" is reflected in the psychological burnout of "complicated and chaotic" role behaviors,"daily routine" tasks and "low-lying wetland" sunny struggle.At the stage of creation and change,they are facing the dilemma of "isolated island of management",which is manifested by a large shortage of teachers,unfamiliarity with the new garden business and separation from the teachers.The fourth part is to analyze the experience of "dillema removal" over the professional development of Principal D.The first is the training on learning platform,the cooperation at learning home,and the experience learning from my teachers.The second is the "learning" experience inspired by returning to study,creating a learning atmosphere in the community and “knowledge acquisiion” exprience inspired by “honor system”.The third is to make apprentice willing to be "shadow";adhere to the first "Defend the territory of one’s country";"Positioning" Experience in improving planning leading ability.The fourth is to support new people and know that people are good at their job.Standardize the system and combine kindness with kindness;set up studios to promote the group’s experience in "exploration".The fifth part is the path to promote the professional growth of famous garden leaders from two aspects: external drive and internal motive.On one hand,it is necessary to give more external drive for the professional development of famous principals,perfect the top-level system of "standards + training",perfect the organizational structure of "association + symbiosis" and establish the guarantee mechanism of "performance + assessment".On the other hand,it is necessary to enhance the independent development of the principal’s professional development,actively strive for lifelong self-learning,actively carry out circular self-reflection,and dynamically adjust creative self-practice.The sixth part is "review and reflection".The last part is the conclusion,which briefly summarizes the study. |
