Coaching & Mentoring:An Effective Tool for Staff

Development

Sangeeta D Krishan

HEART

MotivationEnergyEnthusiasmPassion

FrameworksModelsToolsExamples

DemonstrationBehaviours

WALKING THE TALK

PERSONAL ENGAGEMENT

HEAD

INTELLECTUALUNDERSTANDING

HAND

Leaders engagement with Teachers

Group activity: What do we do as School Leaders for Professional

Development of our Teachers?

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Leander Paes has one

The Indian Cricket Team has one

Sania Mirza has one

Many Corporate CEOs have one

WHO ARE THEY ?

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COACHING & MENTORING Do Teachers need it?

The best receive Coaching - so why shouldn’t our Teachers?

Taking cue from sports, where coaches help players develop skills, Schools must adopt Coaching for professional development of teachers.

The oft-asked question: When our teachers are B.Ed. and are professionally

trained, all go to regular training sessions, then why do they need coaching in schools?

Study the data below….What do you conclude?

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What do we mean by coaching teachers ?

An ongoing interaction between a Teacher and a Coach to help improve knowledge, skills, and attitude.

A Coach uses observation, data collection and non-judgmental feedback to get Teachers to reflect and improve the teaching-learning process.

Unless all three of these steps take place, it cannot be called Coaching.

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Why is Coaching so successful?

Power in Partnership!

Coaching isn't about leading and following.

It's about creating a partnership that is focused on the Teacher's professional development.

Being a Coach doesn’t necessarily mean having more experience.

A Coach should have the skills and qualities to help the Teacher understand the pedagogical practice better.

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What knowledge and skills must a Coach possess?

1. Knowledge about how a Coachee develops

2. Good Communication Skills a. Active Listening b. Asking good reflective questions.

3. Knowledge of the Coaching Process

4. Understanding of Teaching Skills

5. Understanding of Classroom Climate

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The real purpose of coaching is …….

To share and extend teacher expertise

To identify areas for improvement

To improve performance

To create an on-going dialogue on effectiveness of teaching-learning

‘Criticize the performance, not the performer’. Anonymous

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One way to help teachers develop is to give objective, non-judgmental feedback. It is a skill that needs much practice .

•Focus on what or how something was done : not why. •Focus on what you see : not what you believe•Focus on behaviour : not personality•Keep feedback neutral : no judgements•Use feedback to inform : not to advise •Make feedback supportive : not threatening•Keep feedback simple and honest : no cover ups

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“Catch people in the act of doing something right. —Ken Blanchard, The One-Minute Manager

Think for a minute about some of the many small ways you could “catch” your coachee “ in the act of doing something right.”

JUST A LITLE TIP

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COACHING STYLES

1. TELL: The Coach feels he/she has all the answers and needs to tell the Coachee.

2. SELL: The Coach nudges the Coachee into accepting new ideas by using his/her experience.

3. COLLABORATE: The Coach and Coachee become true partners and are more equal in ownership of task.

4. DELEGATE: The Coach primarily stands aside and supports and encourages the Coachee in the practice…… moves towards MENTORING

We have Multiple Roles as School Leaders

COACHING MENTORING

TRAINING TEACHING

Ind

irect

Inte

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irect

Inte

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Specific Topic General Topic

Group activity:How is coaching different from mentoring? When is it appropriate to use a particular style and why?

How is Mentoring different from Coaching?Coaching Mentoring

Key Goals To correct inappropriate behaviour/ improve performance/ impart skills

To support and guide personal and professional growth

Initiative Coach directs learning The coachee (protege) is in-charge of learning

Focus Immediate problems and opportunity

Long Term personal and career development

Duration Short-term and as needed Long-term

Relationship Volunteering not necessary (although agreement to participate is essential)

Mentor and protege both partner

Let us now view the Four Coaching MythsMyth 1: Coaching is for losers, a last grasp effort

before being shown the door Reality?Myth 2: Coaching is a separate leadership activityReality: ? Myth 3: The coach is a consultant who asks

questions from a distanceReality: ?Myth 4: Coaching is an activity that happens at the

time of the Annual ReviewsReality: ?

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Coming Round a Full Circle !

What one thing have you learnt about Coaching/Mentoring which you will take back

as a Leader in the school?

What GreatPrincipals

Do Differently

What GreatPrincipals

Do Differently

The best of School Leadership is about People Management!

2 ways to improve schools

• Get better teachers• Improve the teachers you have

It’s about people

• Programs are never the problem

• Programs are never the solution

Success of any Program

• Result of the person/people• Appropriateness and

effectiveness

The Principal is the FILTER!

Good Principals filter the negative that doesn’t matterkeep the School in a Positive Cycle to

enhance everythingchange perceptions of Students, Teachers,

Parents and Managementfocus on students – by focussing on teachersshow teachers a better way of Instructional

practice

Thank you

Centum Learning Limited