Q&A with Our Director
Self Q&A: Director Eric Ko MPoly Mokdong 1. Could you please introduce yourself? How long have you been with MPoly? Hello, my name is Eric Ko, a director of MPoly Mokdong. My relationship with MPoly is a bit complicated. It dates back to 2011 when I was first hired as a Korean teacher at the Mokdong campus. After a year of teaching, I went to the U.S. to pursue my master’s degree. Following my studies, I worked in a different field for several years. However, in 2016, I decided to return to MPoly simply because of the great memories I had here. Since then, I have continued to grow and strengthen my relationship with MPoly. 2. What makes MPoly Mokdong stand out from other English academies in Korea? I believe our academy has a unique curriculum that sets us apart from others. In Korea, English academies typically fall into one of two categories. The first type primarily focuses on test-taking and grammar skills, using standardized rules and complex technical terms. While these skills are important, they do not help students acquire English naturally from a linguistic perspective. The second type takes the opposite approach, offering engaging courses in debate, writing, and literature, but often lacking structured lessons to improve students’ grammatical accuracy and test-taking abilities. MPoly stands out because we successfully integrate both approaches, providing a well-balanced curriculum. Our program includes diverse subjects tailored to students’ language levels, taught by foreign teachers, while also offering rigorous grammar and test-prep courses led by Korean teachers. This is why MPoly maintains a nearly equal number of foreign and Korean teachers on staff. 3. Can you describe your leadership style and how it applies to managing an academy? My leadership philosophy is simple: to provide students with a high-quality education, I must first ensure that our teachers are happy and supported. Teachers, including myself, spend a significant portion of our day at work, and if we are not satisfied in our roles, it inevitably affects the quality of our classes. As a director, my priority is to foster a positive working environment where teachers feel valued, motivated, and equipped to succeed. 4. What kind of teachers are you looking for at MPoly? What key skills and attributes do you prioritize when considering candidates? Passion matters. Teachers work with students who are full of energy and curiosity, and even with a well-structured curriculum and prepared class materials from HQ, lessons can fall flat without dynamic interaction. Passion isn’t something that can be measured, but it is evident when teachers are genuinely interested in both their students and the subject matter. Teaching is more than just delivering information—it involves listening, thinking, engaging, and encouraging discussion. Teachers with enthusiasm create an interactive and enriching learning experience. 5. How does the school support teachers in adapting to living and working in Korea? Since we are part of a larger company rather than a small private academy, we have dedicated staff who assist foreign teachers with paperwork, housing, and other administrative matters. For instance, they handle immigration paperwork on behalf of teachers and communicate with landlords or real estate agents to resolve housing-related issues. 6. How does the school handle performance reviews and provide feedback to its teachers? As a director, I observe teachers' classes periodically (once or twice per semester). Additionally, we conduct a student satisfaction survey every quarter. Based on my observations and survey results, I hold one-on-one meetings with teachers at least once per semester. The goal of these discussions is to provide constructive feedback, not to criticize. We focus on continuous improvement and professional growth. 7. Could you please outline the key steps in the hiring process for teachers at your school? When we need to hire foreign teachers, I first reach out to a recruiter. After receiving a pool of candidates, I review their resumes, with preference given to those with degrees in education, English literature, social studies, or science. Prior experience in teaching debate is also a strong advantage. Once I have shortlisted candidates, I ask the recruiter to arrange interviews. During the interview, I and our Academic Coordinator ask candidates various questions and answer any they may have. The next step is a mock lesson. Candidates are asked to create a short 5–7 minute lecture video following our instructions. We provide sample textbook materials for them to use. If we collectively agree on a candidate, I will extend a formal job offer. 8. How do you maintain open and effective communication with teachers? I believe open and effective communication is key to a successful team. Our campus includes multiple groups—foreign teachers, Korean teachers, front desk staff, managers, and HQ representatives. To ensure smooth communication, we use Skype as our primary messaging platform. However, online communication alone is not enough. Korean and foreign teachers have separate weekly meetings. Once a month, all staff gather to discuss the upcoming academic calendar. Apart from scheduled meetings, teachers are always welcome to speak with leadership staff, including our Headteacher, two Academic Coordinators, and me. I strive to maintain an open-door policy, encouraging teachers to voice any concerns or questions. 9. Is there anything else you would like to share with future teachers? Welcome to MPoly Mokdong! We have an outstanding program and a fantastic team. While we may not be perfect, we are always striving to improve. Would you like to join us on this exciting journey?
