Expertise

SEL isn’t just for the classroom. To support the systemic implementation of SEL in districts and schools, district leaders must also develop a thorough knowledge of SEL. That means cultivating both SEL expertise and competence of those who work in district offices.

• Expertise refers to a strong knowledge base of SEL research, theory, and implementation methods; that is, district leaders will cultivate a good understanding of the studies about SEL and the strategies for promoting SEL districtwide.
• Competence refers to the ability to use SEL practices in life and on the job (i.e., self-awareness, self-management, responsible decision-making, relationship skills, social awareness). District leaders who have mastered these competencies are able to model these behaviors for their staff, which provides additional support for the adoption of SEL in schools.

SEL expertise allows district leaders to:

• Communicate the importance of SEL to staff, funders, students, families, and the community.
• Increase capacity for SEL-informed decision-making.
• Plan strategically for integrating SEL into the district budget.
• Identify new opportunities for SEL integration and resource alignment.
• Design and implement hiring practices that reflect the desire to include diverse backgrounds and viewpoints.
• Engage professional development to increase cultural competence among staff.

SEL competence allows district leaders to:

• Create a professional environment where positive relationships take root and flourish.
• Interact with staff using effective listening and communication skills.
• Get perspectives from diverse groups of stakeholders and factor those viewpoints in key decisions.
• Reflect on their role in the district and analyze the impact of their decisions on themselves, others, and the district as a whole.
• Manage the stresses of a complex professional role and guide other staff to practice self-care.
• Interact with staff and the school community in a way that demonstrates cultural competence.

In this module, you’ll learn about SEL expertise and SEL competence, as well as a process for building both kinds of knowledge in the central office.

Build Central Office Expertise in SEL

What does it mean to build district SEL expertise?

When you build SEL expertise, you ensure that district leaders develop a strong knowledge base in SEL research, theory, and implementation methods. This means they understand:

• The five core competencies that provide the framework for SEL (self-awareness, self-management, responsible decision-making, relationship skills, social awareness).
• What research has shown about SEL in terms of its benefits to students.
• The approaches that can be used to foster social and emotional development in districts, schools, communities, and the home.
• How to identify opportunities for integrating SEL districtwide.

Why is it important to build SEL expertise in the central office?

The more that leaders in the central office understand the practices and benefits of SEL, the better able they’ll be to promote and sustain SEL districtwide. Leaders who have a solid knowledge base in SEL can work more effectively to advocate and budget for SEL in the district and in the classroom, and identify specific opportunities within their departments for integrating SEL. They are equipped to develop and communicate an inspiring vision about the many benefits of SEL.

When should my district begin building expertise in SEL?

Ideally, building SEL expertise is one of the first steps for districtwide adoption of SEL. Once core leaders have gained enough knowledge to make a true commitment to SEL, you can begin introducing SEL principles and practices to larger groups of district stakeholders. This approach enables core leaders to identify areas in which they’d like to enhance their knowledge to equip themselves to support SEL policy and implementation.

Who should be involved?

Consider involving the following district leaders in developing SEL expertise:

Be aware, however, that the same type of SEL development session may not be appropriate for all the staff listed here. Some, like board members, need a higher-level, less practice-oriented understanding of SEL, while professional learning leaders and instructional leaders need more in-depth expertise. Learn more about how to differentiate your development sessions in the Process Outline for this module.

Build Central Office Competence in SEL

What does it mean to build district SEL competence?

SEL competence refers to ability to use SEL practices in life and on the job. In the classroom, teachers who embrace SEL follow instructional practices and strategies that help students develop the five SEL competencies to support academic and social success. When we build district SEL competence, we support adult leaders in mastering these same skills.

Why is it important to build SEL competence in the central office?

Just as teachers need to model SEL competence for their students in the classroom, so central office staff have an opportunity to model SEL competence throughout the district. This modeling creates a ripple effect that helps promote the adoption of SEL in schools, classrooms, and the larger school community.

In addition, central office staff who cultivate their own SEL competence experience the benefits of SEL first-hand and, as a result, are better positioned to advocate for and support the integration of SEL in schools.

SEL competence can also inform and support critical functions in the central office. For example:

• HR staff who understand SEL competencies are better equipped to screen for candidates who demonstrate these skills.
• A professional learning director who has mastered SEL strategies can more effectively incorporate these strategies into training.
• A district or school leader who resolves staff conflicts using SEL techniques not only models these practices, but also creates a more positive, productive workplace.

When should my district begin building competence in SEL?

Ideally, building SEL competence is should occur alongside the building of SEL expertise. Once core leaders have gained enough knowledge to make a true commitment to SEL, you can begin training in both expertise and competence with larger groups of district stakeholders.

Process

Understand the process you can take to implement this module within your district. Use these steps to help you structure your approach, build your plan, and access resources for each step along the way.
See Process

Resources

Access resources organized around the most common areas of need districts face when implementing this module. Resources include real world examples from districts engaged in this work, as well as information and worksheets designed to help you build your own.
See Resources