What is it about elements of our culture that we seem to feel the need to cut those down who are reaching the pinnacle of achievement in one field or another? Whilst we are encouraged to, and indeed encourage others to strive for excellence it seems that there is also an invisible threshold somewhere on the way to ‘the top’ where it is deemed appropriate to stop, and even unwise to go beyond. It’s not quite at the point of mediocrity, but you can certainly see the signs of it as you hover around it, and perhaps push slightly past it, if you dare. It would seem to be polite and even necessary to those around you to flock with them at a shared level of expertise (and in some cases ignorance) rather than to extend your knowledge or skill to a more dizzying height where it may be perceived that you are ‘looking down’ on the rest of them.
The dilemma of striving to reach your full potential and avoiding the fallout if you succeed is rife in the world of education, particularly if you are a female teacher, and there are a range of unspoken rules you must adhere to if your achievements in the form of promotions, or awards, or accolades are made public. For example, to avoid the rebukes or criticism of those bearing the poppy sickles, one must be well in tune with the appropriate strategies to calm the restless slayers. The so called ‘overachiever’, (a term used derogatorily to label a certain type of high achiever as someone who has deliberately put themselves above everybody else by fanatically and selfishly going to unnecessary lengths to complete a task or learn a new skill beyond that which would ‘normally’ be called necessary – whatever that is) must learn to placate the critics by downplaying or denying the level of achievement. This may be by offering a form of apology; by naming all those around you who really had a vital role to play in it, and for which the achievement would have been impossible without (whether this is true or not); by suggesting some sort of mistake or misinterpretation; or even by suggesting that the achievement was only possible at the cost of something else very important in your life, and hence may have been unwise or unhealthy. Humbleness is key to survival, but it is no guarantee that you will remain unscathed.
In the world of teaching the backlash of achieving highly and being recognized for it comes in a variety of forms ranging from subtle and slightly irritating to overt and cruelly debilitating. Consider the brilliant teacher who was a finalist in the West Australian Teacher of the Year awards, whose critics suggested that of course she had time to put into her career as her and her husband where childless and she ‘didn’t have a life.’ Or the inspirational teacher with a husband and four children who was also a recipient of a teaching award to whit the naysayers suggested that it was at the expense of her own children who always seemed to waiting around after school for her and were bordering on being delinquents because of her perceived neglect. Other high achievers are pilloried for less than perfect performances in other areas; for the way they dress or look, the ‘state’ of their classroom, their apparent ‘laissez faire’ approach to classroom management, the time they arrive at or leave school, what they do on the weekend, or who their friends or family are. Their professionalism may be questioned with regard to their relationship with the supervisors, deputies or principals, parents and students, and they will almost certainly have been accused and found guilty of ‘sucking up’ to all of them at some stage.
Often, these kinds of attacks are put down to ‘sour grapes,’ or jealously, but it cannot explain or excuse the depths of mental cruelty or bullying that the offending high achiever inevitably suffers. Whilst much of it is ‘behind the scenes,’ so that the high achiever may be oblivious to some of it, at other times it is publically palpable. Picture the award winning teacher dressed professionally and getting her morning coffee who has to endure the suggestion from her male colleague that she seems to be dressed to impress today and chides “is the director general coming to visit?” Imagine the same teacher on an excursion with her teaching colleagues and students who, at the sight of flames licking the tops of trees less than a few kilometres away and with the heat of the smoke setting the fire alarms off and hardening the bread of the sandwiches, suggests that everyone should get back on the bus and promptly leave, being called ‘a chicken’ with the accompanying cluck cluck noises and animated actions for added effect, by her ridiculing colleagues. Imagine that this ridicule, and the new nickname of “Steggles” (as in a brand of chicken) becomes part of the daily repartee in the staffroom, and there is little escape from the bawdy laughing and constant retelling and embellishment of the original story.
In 2006, 27 year old Susan Ward was named the UK’s outstanding new teacher at an awards ceremony in London. Kevin Schofield reported in The Scotsman (2006):
The judges praised innovative methods she used at Edinburgh’s Juniper Green Primary School, including music and puppetry, to motivate her pupils in class 1A. However, 24 hours later she was stunned to discover some fellow teachers were lining up to criticize her achievements.
An internet chatroom used by the teaching profession was inundated with negative comments, some criticizing the way she teaches and others decrying the awards themselves.
One described a television report on Mrs Ward’s achievements as “vomit-inducing”, before adding: “Getting the five-year-olds to tidy up to the Mission: Impossible theme tune – how cute, but how long before the novelty wears off?” Another said: “What about all the teachers who have been doing the same for years?” The comments prompted Mrs Ward to post her defence aimed at her “hurtful and cruel” critics.
She said: “To be insulted and judged – based on a two-minute edited news report – on a site dedicated to promoting positive communication between teaching professionals has saddened me deeply. I returned home from London today having been named Britain’s outstanding new teacher of the year. I hope that I am now able to use this title to highlight and promote the brilliant teaching happening in Scottish schools and bring some much-deserved recognition to our teachers. Surely that can’t be a bad thing?”
While many teachers have now posted comments congratulating her on her success, she admitted the negativity of some of the views expressed had saddened her. “I was surprised and really shocked,” said the teacher, who entered the profession only a year ago. “It’s not nice to have been so excited one night and then to come home to something like that the next day.”
She added: “It doesn’t take away my sense of achievement. The award will be good for me and good for my school.
“I’m trying really hard to do a good job, but it’s just another example of the tall poppy syndrome we have in this country, where people feel the need to criticize success.
“I just think it’s very unfortunate, especially when we’re trying to instill in children a sense of pride in their achievements and the achievements of others.”
Although this was six years ago, unfortunately the contradiction of encouraging students to reach their full potential and actively avoiding the flack if you publically manage it yourself as a teacher or lecturer is alive and grimly well. This conundrum will be complicated further with suggestions that teachers in Australia may soon be paid according to their skill level and the achievement of their students. Apart from the obvious problems with how such data could be validly and fairly collected, how will teaching colleagues treat each other in these competitive workplaces?
Schools winning awards are also fair game to the knockers. Principal Cheryl Doig reported that after her primary school was awarded NZ School of the Year status ‘there were people who were really pleased for us but others that put reasons why we were singled out. They looked for faults rather than recognizing what we’d done” (Ross, 2000). Hogan (2008) reports that gifted students in our schools are also often treated poorly, with many seen as “the products of over-ambitious middle-class families rich in social capital.” La Trobe lecturer in gifted and special needs, Michael Faulkner, believes that most people have a notion that giftedness is elitist; and in a 2001 Senate report on the education of gifted children it was reported there was a “widespread suspicion of the term ‘gifted’, with its anti-egalitarian connotations”(Hogan, 2008). Geake and Gross (2008) contend that the attitude of teachers towards gifted children is intensified by the stereotypic view that they are “arrogant, overconfident and self-centred.” In a study of the attitudes of teachers toward student giftedness they discovered that teachers had far less opposition to providing special provisions and programs for students gifted in sport or music as this was seen to be a talent that could be developed for the enjoyment of the whole community, whereas providing support for a student with high intellectual ability was perceived as having a benefit only to that student in the form of a passport to a higher education, prestigious and lucrative employment, and a desirable lifestyle (Gross, 1993).
Whilst most schools and universities would claim that it is their aim for all students to strive for excellence and to reach their full potential there are also many signs of an institutional and cultural reluctance or inability to actively support this. Arbitrary limits on how many students can be awarded distinctions or high distinctions, scaling of marks, acceptance and encouragement of pedagogical mediocrity, excellence awards which rely on the teacher or lecturer nominating and addressing the selection criteria themselves, low status of teaching staff, a disproportionate amount of support for low achievers over high achievers, and a preference of sport and music skills above the science and humanities all contribute to this caustic incongruity.
It seems that this inequity and prejudice towards outstanding academic achievers is endemic in our culture, our community, our education system, and our own psyches. So what part can we play in making a difference to those within our field of influence?
In order for teachers to truly inspire their students to reach their full potential and to strive for excellence teachers must be seen to do this too. Learning and teaching environments must by necessity evolve into active communities of learners where all participants support each other in their mutual aims to do the best they can, and celebrate each others’ progress and achievements; students and teachers alike. Howard Gardner (1983, 1999) acknowledged the multiple intelligences we all have; perhaps now more than ever, it’s time for all of us to acknowledge our areas of strength and look to developing those that we have some challenge with. Most importantly, we should look to our own interpersonal and intrapersonal intelligences as an area to continually hone, develop and draw on in our quest to develop our own and our students’ linguistic, mathematical, spatial, kinaesthetic, naturalist, musical and existential intelligences. Adopt the Golden Rule and treat others the way you would like to be treated; empathetically, generously, respectfully and with genuine care. Aim to make worthy contributions, to be helpful and to encourage and inspire others. If we use our own intelligences to fertilise and celebrate the growth and development of ourselves and others, perhaps we’ll find less need to cut the poppies down once they’ve bloomed.
Gardner, H. (1983). Frames of Mind: The theory of multiple intelligences. New York: Basic Books.
Gardner, H. (1999). Intelligence Reframed: Multiple Intelligences for the 21st Century. New York: Basic Books.
Geake, J., & Gross, M. U. M. (2008). Teachers’ Negative Affect Toward Academically Gifted Students: An Evolutionary Psychological Study. The Gifted Child Quarterly, 52.3(Summer).
Gross, M. U. M. (1993). Exceptionally gifted children. London: Routledge.
Hogan, B. (2008, 16th June). Too clever by half. The Age, from http://global.factiva.com.ezproxy.ecu.edu.au/ha/default.aspx
Ross, T. (2000, 8th March). Principal leaves School of Year. The Press, from http://search.proquest.com.ezproxy.ecu.edu.au/docview/314286960/fulltext?accountid=10675
Schofield, K. (2006, 21st Oct, 2006). Perfect teacher splits the profession. The Scotsman, from http://search.proquest.com.ezproxy.ecu.edu.au/docview/327267459/fulltext?accountid=10675