Make Coaching Part of Your Professional Development Plan

During these final days of school, many of you are having end-of-year conferences with your evaluating administrator and are receiving accolades and areas of growth based on their observations, your progress toward goals, and your professional learning for the year. Evaluations like these are no one’s favorite thing, neither for the evaluated or the evaluator, but the best meetings of this type conclude with both parties having an idea of what strengths have been reinforced and of what the next step is in the educator’s growth as a professional. If we are educators with growth mindsets, we don’t see appraisals as reflections of our worth as human beings but instead as opportunities to continue to hone our craft in what is an extremely challenging profession—one that no one ever really masters because there’s always room for improvement.

The hardest thing about any feedback—and something we need to be mindful of as we provide comments on our students’ learning—is that we tend to fixate on the negative. Thirty accolades can be undone by one “recommendation for growth.” That’s human nature. Do your best to conquer the monster of your negative inner voice and instead try to be objective. Force yourself to see that less-than-stellar mark as a guide to help you direct your improvement efforts next year. Turn those marks of “developing” and “improvement needed” into invitations to become “accomplished or distinguished.”

An instructional coach can be a valuable ally in your improvement. We don’t work for your principal; we work for you. And, unlike most every other kind of professional development, we bring the learning into your classroom and personalize it to your individual needs.

Here’s how:

1.  You identify an area of growth and contact a coach to help you. Or you contact a coach first, meet to talk about your situation and ideas, and let the coach help you determine an area of growth.

2.  Set a measurable goal along with the coach, determine what you need to learn to help you achieve that goal, and learn all you can with the guidance of the coach. Instructional coaches have experience with research-supported best practices and can provide you with resources to facilitate your learning. Because we know you’re busy, we can distill some of the learning and come to your campus to share it with you at a time that fits into your schedule.

3.  At some point, you could choose for the coach to observe your class to collect data. Even better, the coach could video your lesson so you can watch yourself and/or your students to get a clear idea of what is going on. Collecting data before and after the learning is a fantastic opportunity for you to document your progress toward your goal.

4. Part of the learning could involve observing someone else teach, watching the coach model part of a lesson, co-teaching with the coach, or rehearsing a lesson with the coach.

5.  Implement your new learning and collect data to see how it worked.

6.  High-fives all around if you met your goal. You can now continue working on another aspect of the same goal, begin a new goal cycle, or decide you’re going to just revel in your success. If you didn’t meet your goal, that’s okay, too. Your coach can help you implement Plan B (or C or D or E) until you see results.

That’s instructional coaching in its purest form, but it doesn’t always look like that. Sometimes, coaches help teams or individuals plan lessons, work on ways to implement differentiation strategies, set up classroom management routines, and turn other professional learning into action.

You’re free to share with your administrator that you’re working with a coach, or you can choose to keep it quiet. The coaching relationship is a partnership. What happens in a coaching relationship stays in that coaching relationship. Your boss will only know what you choose to share.

Instructional coaches can help with any of the four domains on T-TESS:  planning, instruction, learning environment, and professional practices.

Here are a few areas from the T-TESS where a coach would be happy to assist you:

• Unpacking lessons from the curriculum and tailoring them to the needs of your students and your teaching style
• Communicating daily learning goals clearly to your students
• Integrating technology in a meaningful way to enhance student mastery of goals
• Using formative assessments to get a clear picture of student learning and to communicate that to students and parents
• Collecting data to measure student progress and adjusting instruction in response
• Framing lessons to engage and connect with students
• Providing opportunities for students to individualize their learning
• Promote authentic questioning and student inquiry
• Increase student ownership in their learning
• Plan for collaboration that maximizes student participation and accountability
• Promote high-level student achievement through goal setting, metacognition, and self-monitoring.
• Increasing your own content expertise in your subject area
• Sequencing instruction appropriately
• Using effective questioning techniques so that all students can access learning at an appropriately sophisticated level
• Adapting lessons to meet the needs of all students by using appropriate differentiation strategies
• Gathering input from students to evaluate the effectiveness of instruction and adjust if needed
• Creating a safe, efficient, welcoming classroom environment that promotes student leadership and high-level learning
• Establishing, communicating, and maintaining clear expectations for student behavior
• Developing rapport with and among students
• Reflecting on your practice to implement changes that result in improvement in student performance

Consider including a coach in your professional development plans for next year, and be prepared for powerful, personalized professional learning that can transform your classroom to increase student success.

With the end of school only days away, next year is probably the last thing on your mind, but in case you are interested, feel free to reach out to a coach now, especially if you’d like to meet during that back-to-school week in August. We can help you start the semester so that the year goes smoothly as you implement your powerful student-centered learning goal. We look forward to partnering with you.  

Take the Brush Out of Your Hand

I couldn’t get the tree to look right.

I was taking an art class—a painting class, to be more precise—and I couldn’t get the tree to look the way it did in the photograph. My art teacher, who may not have had the utmost faith in my art skills, hovered over me as I futzed with the branches and leaves. I expressed some frustration and asked for advice. In response, she snatched the brush out of my hand, dabbed it in the paint, and produced an exquisite tree on my canvas in no time. “That’s how you do it,” she said. “Thanks,” I muttered. I didn’t know any more about how to paint a tree than I did when I asked for help, and I was suddenly very unproud of my painting as a whole since the most difficult part wasn’t something I could claim responsibility for. How easy is it for us as teachers to take the brush away from our students and complete the painting ourselves, figuratively or literally? Seeing students struggle is hard. Wait time requires patience on our part and perseverance on theirs. Oftentimes it’s easier for us to do it ourselves, to tell them the right answer, to do the heavy lifting. We become like helicopter moms, hovering over our students and rescuing them before they have a chance to make mistakes and figure it out on their own. We have to become more comfortable at watching our students struggle. We have to become better at guiding rather than doing the work ourselves. We have to become encouragers, prompters, questioners, and coaches.

I love when my friends who are parents post videos of their babies working at taking their first steps. Watching the little ones prop themselves up, wobble and catch themselves, reach a moment of balance, and then take the first tentative and precarious step is so exciting and gives me such hope because I know that baby will soon be walking confidently, running, skipping, dancing, riding a bike, and, eventually, navigating the adult world. Along the way, parents, teachers, and other adults will offer guidance, praise, and encouragement, but ultimately the work will be done by that child. There will be times when parents will swoop in to rescue their child. That’s inevitable. But good parents know that people learn by doing, by experimenting, by troubleshooting, and by making mistakes. The college freshman whose mom did his laundry until the moment he left to live in the dorm is going to be walking around with pink socks, pink undershirts, and tighty no-longer-whities unless he finds someone willing to teach him how to wash his own clothes. In my own classroom, I have been completely guilty of metaphorically taking the paint brush away from my students and doing the work myself. I have rewritten their awkward sentences, explained what students should have been getting from something they’ve been reading, told them the “correct” theme of novels and short stories, and provided my own expert analysis of works both artistic and literary rather than letting my students write, interpret, or analyze themselves. I’ve clarified extremely vague student responses by putting words into their mouths rather than asking probing questions to help them state their answers in more complete or articulate fashion. Students in my class learned that they didn’t have to listen to each other because Mr. McKinney would eventually tell them what they needed to take away from the class discussion. Recently, I have also noticed that students have a hard time watching one another struggle. Their patience for wait time may be less than most teachers’. Their camaraderie and esprit de corps cause them to want to rescue one another. This I’ve-got-your-back mentality makes them lousy coaches. I watched some students in a class earlier this week who were supposed to be coaching one another as they attempted to place commas in some commaless sentences. One student made some pretty significant errors. His partner, rather than helping him understand or coaching him through the process, took the pencil away and repunctuated the sentences correctly. The struggling student learned nothing about how to use commas today from his partner, which was not the goal of the paired coaching experience. It’s important that we help students understand something we ourselves often struggle to understand: when you don’t do something for someone, you are doing that person a favor. In other words, it’s better to ask questions than to provide the correct answer. It’s better to let that person do it on their own than to do it for them, but it’s best if you do it alongside them. Don’t grab the pencil and work the problem yourself. Take the paintbrush out of your hand. Provide feedback. Show them how to do a similar example. Ask questions. Help them locate and work through their points of confusion. Peer coaching isn’t answer-giving. AVID students become adept at this type of peer coaching during their in-class Socratic tutorials. The idea is that the members of the tutorial group help one of their members work through a self-identified point of confusion by asking questions rather than by telling them the answer. AVID students know that we learn by doing our own thinking, not by having someone do the thinking for us. We become better at doing things by doing them, not by watching others do them. And once we learn how to do those things ourselves, we can be deservedly proud of our accomplishments. If you’ve never seen an AVID tutorial in action, I encourage you to seek one out. It’s an impressive experience. In the coaching work I do with teachers, I’m working to—as Michael Bungay Stanier says— “tame the advice monster.” It’s so easy to do the thinking for others that it becomes the default practice for many of us. What we know about learning, though, is that true learning happens when the learner does the thinking, not the teacher. I’m trying not to always have the right answer, and I want to work with students to help them understand that often it’s best not to have the right answer and instead to help someone else find the right answer. If that art teacher had let me keep the brush in my hand, if she had explained what to do, offered some suggestions, or even showed me the technique on a separate canvas, I might have liked that painting enough to keep it. Instead, she painted the tree for me. And I still don’t know how to paint one myself.  

  

If I'd Had a Coach

I wear many hats in my job as an instructional specialist. One of them is the hat of the instructional coach. Despite my best efforts to communicate what I do in this role, I find that the job of an instructional coach is frequently misunderstood. There’s a widespread misconception that instructional coaches only work with teachers who are struggling or are doing an unsatisfactory job (AKA “bad” teachers).. Another “alternative fact” is that I report my interactions to others—that I’m some sort of spy for the curriculum department or the building principal. The truth is that most of the time, the work I do is with some of the strongest and most growth-minded teachers in the district. Furthermore, the work I do with any teacher is between me and that teacher; I focus on helping teachers improve in areas where they want to improve, not on getting teachers in trouble.  

When I had a classroom of my own, I didn’t have access to an instructional coach. Most of my professional improvement occurred as a result work I did on my own. Now that I know about instructional coaching and its benefits, however, I can think of so many ways my life as a teacher would have improved if I’d had a coach.

Every teacher knows what it’s like to have “that one class” where all the time-tested disciplinary techniques fail to produce results—the class that seems to last forever, tries your every last bit of patience, and populates your nightmares. If I’d had an instructional coach, I could have reached out for help with my classroom management woes. The coach could have observed my class, documented student behaviors and my attempts to refocus them, and helped me come up with a plan to minimize disruptions so that learning could occur. The coach would have been able to help me pinpoint the root of the problem and what I could do to fix things. The coach could schedule a follow-up visit to take more data to see whether the problem was solved and offer more assistance, if needed.

I’m one of those educators who gets unusually excited about the things I learn at professional development. For instance, after I attended a district-sponsored training about encouraging self-selected reading in English classes, I rushed back to school enthusiastic about implementing reading workshop in my classroom. For several weeks, I bounced ideas off of coworkers, friends, family members, and unsuspecting strangers in the checkout line at Kroger. If I’d had an instructional coach, I could have called on my coach to help me identify how to bring my ideas to life successfully in my classroom. We could have met to brainstorm and troubleshoot, and the coach could have offered useful professional resources to help me realize my vision. Once my reader’s workshop was up and running, the coach would returned to see how things were going and to help me tweak the procedures to continually improve my results.  

In a district with a common curriculum, I sometimes found that there were lessons or units that made better sense to me than others. Despite my best efforts to study the curriculum online, at times I worried I was missing something that would be helpful to me in delivering the highest quality instruction to my students. An instructional coach could have met with me to talk about how to implement the district curriculum with my students. After all, our curriculum provides valuable direction for a teacher but isn’t intended to be a rigid, inflexible script. In our meetings, my coach could have helped me customize the lessons for my teaching style and the unique needs of my students without sacrificing the integrity of the unit design. If I were struggling with a particularly tricky lesson or concept, the coach might offer to model the lesson with my students or co-teach the lesson with me.

Research shows that teachers don’t always have a clear picture of what’s really going on in their classes. I always thought I was doing a pretty good job of putting the workload on the students so that they were doing more talking than I was. I suspect, though, that I did a lot more of the talking—and thinking— than I was aware of. If I’d had a coach, I could have asked the coach to video record one of my classes to help me see what was really going on. After watching my video (as soon as I recovered from the natural awkwardness of seeing and hearing myself), I would have conferenced with the coach to see if I was satisfied with the level of student talk in my classroom and, if not, make a plan to improve it. It’s likely that watching the video would have made me aware of other pressing issues I wanted to work on, and the coach would’ve be happy to help me by offering suggestions, guidance, training, encouragement, and support to reach my self-identified goals.

Our district’s teaming approach presents its own set of challenges. One of them is actually sitting down to plan with a team. WIth busy schedules, time constraints, and ever-increasing demands on teachers, efficient planning is both a challenge and a necessity. In my own past experience, planning sometimes involved thoughtful contemplation of learning goals and the alignment of instruction and assessment, but more often it entailed one of the team members handing everyone else a calendar and doling out responsibilities for getting copies made, tests numbered, and materials distributed. If my team had met with an instructional coach, the coach could have helped us refine our planning practices so that our time spent as a team was productive and instructionally useful. The coach could have worked with us to learn how to unpack curriculum documents, thoughtfully align lessons, deliver instruction with intentionality, and develop a unified vision for our team. Effective planning benefits teachers and results in better learning for all students. I can think of a few planning meetings in my past that would have been much more productive if we had asked an instructional coach to join us.

I’m a little sad that I didn’t have access to an instructional coach to help me be a better teacher when I was in the classroom. Now that I have the opportunity to help other teachers, I hope I can do something to alleviate frustrations and feelings of helplessness and assist teachers in continuing to improve the learning experience for their students. I dwell in the world of teacher success and stand firmly rooted in my belief that teacher success leads to student achievement. If you’ve read this and anything sounds appealing to you, I encourage you to contact a coach or instructional specialist to work with you.  I don’t want you to look back in regret someday that you didn’t.