Why Teacher Growth Plateaus—and What Dr. Dan Goldhaber Says to Do About It

We’ve all seen it: a teacher starts strong, developing their skills and confidence quickly—and then, after a few years, that growth begins to level off. Research shows that most teachers improve rapidly in their first 5–10 years but often plateau after that, even though they continue engaging in professional development (PD). Why does this happen—and how can district leaders create systems where teachers continue to thrive?

In an episode of The Best of Us podcast, Jeremy Rogoff sat down with Dan Goldhaber, Vice President at the American Institutes for Research (AIR), Director of the Center for Analysis of Longitudinal Data in Education Research (CALDER), and a leading expert on teacher effectiveness research. Dr. Goldhaber shared research-backed insights into what drives meaningful, sustained teacher growth—and how districts can build better systems to support educators over the long term.

PD Alone Isn’t Enough

Goldhaber’s findings challenge a familiar assumption: “There’s not a lot of evidence that when we look at dollars put into professional development, it’s systematically leading to teacher performance improvements.” This underscores the need to move beyond compliance-driven PD and toward systems that truly empower teachers to grow and excel.

What Really Makes a Difference

The research points to several clear actions districts can take to support continuous improvement and well-being:

For Early Career Teachers:

Prioritize strong mentorship. Teachers supported by highly effective mentors show greater growth and are more likely to build lasting confidence and impact in the classroom.
Place teachers intentionally. Newer teachers thrive when their initial teaching assignments align with the contexts where they’ve already gained experience (such as similar grade levels or student populations).

For All Teachers:

Use evaluation systems that link feedback directly to student learning outcomes.
Ensure feedback is actionable, focused on individual growth, and not just a compliance exercise.
Design career pathways that recognize and reward effectiveness, creating meaningful opportunities for advancement.

Where to Begin

Ask yourself:

Are your newest teachers partnered with your most skilled and impactful colleagues?
Does your feedback system provide clear, actionable guidance that supports continuous growth?
Do your compensation and career pathways reflect and reward true effectiveness—not just time served?

As Dr. Goldhaber reminds us, “We shouldn’t give up on the idea that teachers can improve throughout their careers—rapidly, if the right conditions are in place.”

For more insights and practical strategies, listen to the full episode of The Best of Us podcast with Dr. Dan Goldhaber.

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