Have you ever found yourself in the position where coaching is required?
This seems to be a common solution in schools when administrators feel there isn’t “enough” coaching happening.
But, actually, forcing anyone to be coached isn’t really coaching anymore.
It’s just forced professional development.
Coaching is an invitation to growth, and it must be invitational to be authentic.
That’s what we’re talking about today, in a highlighted clip from one of my favorite episodes from a previous season featuring Kaitlyn Pettinga, who at the time of recording was Assistant MS Principal at the International School of Panama.
What I love about this clip is how clearly Kaitlyn defines the structure of their divisional leadership team – and how the coach and administrators work together. There are clear distinctions between the roles so there is no confusion, and so teachers know exactly what kind of support they can get, and from whom.
This is one of the reasons I included Clarity as the first step in the Thrive Model for Sustainable Instructional Coaching. For coaches and coaching to be successful, there needs to be clarity about the role and purpose of coaching. Clarity about coaching being confidential, voluntary and not tied to appraisal is essential. This is what ensures that coaching is a safe space to grow. I recently shared a QuickTips episode about the importance of confidentiality in coaching – while maintaining data transparency for your school leaders – check it out here!
And if you’re interested to learn more about the Thrive Model and what I mean about “clarity”, head over to our website at edurolearning.com/thrive to get all the details – this previous QuickTips episode includes a brief overview of the model too.
What’s YOUR level of coaching mastery?
All coaches go through various stages of coaching mastery. Once you identify where you’re at, you can begin to build the skills needed to move to the next stage.
This quiz is based on real-life case studies compiled from years of working with coaches inside The Coach Certificate & Mentorship Program!
When you receive your results, you’ll also get your matching case study from the STRIVE Case Studies to see where you fit in the stages of coaching mastery.
Ready to tackle your challenges and move on to the next level in YOUR coaching practice?
The STRIVE Model of Coaching Mastery quiz will help you identify your level of coaching mastery by matching you with case studies compiled from years of working with coaches inside The Coach Certificate & Mentorship Program so you can easily see where you fit!
When you complete the quiz, you’ll get:
- Your matching case study,
- Specific strengths & challenges aligned to your result;
- Suggested next steps for each stage;
Plus the Case Study Document includes:
- Case studies leveled by coaching mastery;
- A framework to identify essential stages of professional growth & key areas to focus on in your professional learning;
- Alignment with the THRIVE Model for a Successful Coaching Culture;
- Space for you to reflect & prioritize so you can take action immediately!
You’ll go straight to the Quiz, and get the Case Studies by email.
What makes coaching so successful in your context?
It’s all based on the way we manage our instructional leadership team. Our Middle School divisional leadership team is: Principal, AP, Coach and Counselor – she’s part of every meeting, but she’s non-evaluative, and seen as a teacher, who was really well respected and accomplished at our school. Our instructional coach leads and delivers PD, and is seen as an instructional leader.
Our K12 Core Leadership team is all principals and APs and directors. We meet once a week and call in our 3 instructional coaches when we’re talking about curriculum and teaching and learning
Our Director Teaching and Learning meets with instructional coaches and coordinator of inclusion, helping teachers identify high leverage practices. Our coach also facilitates the MS “What I Need Block (WIN) block” and is an advisor, so she stays connected to what’s happening in the class by choice, to live in the MS world.
It’s critical that she is separate from the supervision and evaluation of teachers – so there is no fuzziness.
At the end of the day, as an administrator, I have to evaluate teachers, that’s part of the role, therefore coaching conversations can’t happen the same as they would with our instructional coaches because teachers know that at some point I will evaluate them.
In our professional growth model, called PLP: Professional Learning Pathway, teachers chose a goal, meet with supervisor 3 times a year, and are encouraged to work with a coach but it’s not mandatory.
We don’t want there to be situations where coaching is mandatory
What I appreciate most about this clip is how clearly Kaitlyn describes the important line between evaluation and coaching. These are two separate things – and when one person is doing both, coaching can become performative – which is not what we want (more about that in an upcoming episode, so make sure you’re subscribed so you don’t miss it!).
As coaches and leaders, we need to be clear on where the boundaries are for each of our roles. This will not only enable us to work better together, but it will also support the growth of a coaching culture – and teacher’s willingness to opt-in to coaching. We have a few other episodes that highlight this key aspect of coaching, including Kaitlyn’s full length episode, this conversation with Leigh Miller, and this one with Ji Han.
Watch the Clip
If you’re ready to dig deeper into being more intentional in your coaching practice – or if you’re new to instructional coaching and you’re curious about getting started, join us for one of our courses for coaches!
We highlight the importance of clarity in ALL of our programs – at the level that’s just right for your experience – because it is so essential to the success of the development of your coaching program, no matter where you are in your coaching skills.
Workshops for Instructional Coaches
To continue your learning, try one of our FREE workshops where you’ll be able to dig deeper into the concepts in this post, and get a peek at all of our courses for coaches.
We have workshops (and courses) to support coaches at every stage of their career: from educators curious about coaching, to new and aspiring coaches making the move from classroom to coach; to current coaches ready to be more intentional and strategic in their practice; to established coaches leveraging their coaching experience to lead.
You can them all on our coachbetter website at coachbetter.tv/workshops
If you’re curious right now, you have questions, please reach out. You can leave a comment below, join our #coachbetter Facebook group, or find us on social media at Eduro Learning and send me a DM. I’d love to support you on your coaching journey. See you next time!
Connect with us!
Subscribe to the podcast iTunes |Spotify|Stitcher
Follow us on social media: Instagram |LinkedIn
Join our #coachbetter Facebook group
Recent Comments