Coaching Mentoring An Effective Tool for Staff Development

Coaching & Mentoring: An Effective Tool for Staff Development Sangeeta D Krishan

Leaders engagement with Teachers HEART HEAD INTELLECTUAL UNDERSTANDING Motivation Energy Enthusiasm Passion Frameworks Models Tools Examples PERSONAL ENGAGEMENT Demonstration Behaviours HAND WALKING THE TALK

Group activity: What do we do as School Leaders for Professional Development of our Teachers?

Leander Paes has one The Indian Cricket Team has one Sania Mirza has one Many Corporate CEOs have one WHO ARE THEY ? 4

COACHING & MENTORING Do Teachers need it? Taking cue from sports, where coaches help players develop skills, Schools must adopt Coaching for professional development of teachers. The best receive Coaching so why shouldn’t our Teachers? 5

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? 7

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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. 9

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. 13

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 14

‘Criticize the performance, not the performer’. Anonymous 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 15

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 16

JUST A LITLE TIP “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. ” 17

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 18

Direct Indirect Interactions We have Multiple Roles as School Leaders COACHING MENTORING TRAINING TEACHING 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 incharge 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 Myths Myth 1: Coaching is for losers, a last grasp effort before being shown the door Reality? Myth 2: Coaching is a separate leadership activity Reality: ? Myth 3: The coach is a consultant who asks questions from a distance Reality: ? Myth 4: Coaching is an activity that happens at the time of the Annual Reviews Reality: ?

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? 23

What Great Principals Do Differently

The best of School Leadership is about People Management! • Get better teachers 2 ways to • Improve the teachers you have improve schools • Programs are never the problem It’s about • Programs are never the solution people 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 matter �keep the School in a Positive Cycle to enhance everything �change perceptions of Students, Teachers, Parents and Management �focus on students – by focussing on teachers �show teachers a better way of Instructional practice

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