1 / 22

Reflective Coaching for Professional Growth

Reflective Coaching for Professional Growth. Group Poll. On a scale of 1 – 5 (1-very uncomfortable, 5-very comfortable), how would you rate yourself in coaching your staff to help them grow professionally?. Reflective Coaching.

jaguar
Download Presentation

Reflective Coaching for Professional Growth

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Reflective Coaching for Professional Growth

  2. Group Poll On a scale of 1 – 5 (1-very uncomfortable, 5-very comfortable), how would you rate yourself in coaching your staff to help them grow professionally?

  3. Reflective Coaching Adapted from Costa and Garmston (1985) Cognitive Coaching Framework

  4. Reflective Coaching is not… Reflective coaching has nothing to do with evaluation. Observations are not evaluations…they are single points in time. The evaluation is the Summary Rating Form completed at the end of the evaluation process.

  5. Research-Based Benefits Coaching is linked with higher test scores Teachers who are coached report higher teacher efficacy Teachers who are coached demonstrate more reflective, complex thinking about their practice

  6. Research-Based Benefits Coached teachers report higher job satisfaction Coaching schools have higher self-ratings for professionalism Coaching schools have more collaboration Coached teachers report feeling more supported professional and personally

  7. Requirements for Reflective Coaching Trust Communication Awareness Appropriate Responses Knowledge Structure Questioning

  8. Components of Trust Be: Present Aware of yourself, environment, and others Open Listen without judgment and with empathy Seek to understand View learning as mutual Honor the person and process

  9. “Your words and what you say must be congruent with your body language.“ ~Unknown

  10. Communication Awareness 65% Non Verbal Components 35% Verbal Components Posture Gesture Proximity Muscle Tension Facial Expression Pitch Volume Inflection Pace Words

  11. Appropriate Responses Silence Acknowledging Paraphrasing Clarifying Questioning Probing/Pushing Providing Data & Resources

  12. Implementation with Fidelity

  13. Structuring Establishing a common understanding of the purposes for the coaching Communicating expectations about the use of resources and materials Establishing a common understanding of teaching standards and ratings

  14. Questioning Questions are intentionally designed to engage and transform thinking and perspective. Questions must meet three criteria: Invitational in form Engage complex cognitive processes Intentional

  15. Judgmental vs. Non-Judgmental Questioning Example: Why did you do it that way? OR What would you do differently next time if you could?

  16. Probing Practice Scenario: Imagine a teacher says the following: "My third period class is so rowdy, I just cannot do anything with them!” Formulate questions to influence this teacher’s thinking. Think-Pair-Share

  17. Reflective Coaching during Teacher Evaluation Process STEP 1: Training and Orientation STEP 2: Self-Assessment, Goal Setting and Pre-Conference STEP 4: Summary Evaluation and Goal Setting STEP 3: Observation Cycle (Administrative and Peer)

  18. PRE-CONFERENCE COACHING What are the teachers goals? (before lesson or PDP) What actions are planned? What are the Indicators of success? What new learning might occur? (for the teacher). STEP 2: Self-Assessment, Goal Setting and Pre-Conference

  19. OBSERVATION Observe teacher’s actions/activities; Observe students for indicators of success POST-CONFERENCE Summarize impressions and recall supporting information Analyze causal factors: compare, analyze, infer, and determine cause-and-effect relationships. Construct new learning and applications Commit to applications. STEP 3: Observation Cycle (Administrative and Peer)

  20. GOAL SETTING Assess growth and revise plan or begin new inquiry CONTINUOUS REFLECTION What were the teacher’s feelings and impressions through the process? Continue to synthesize/construct new knowledge. Plan to transfer that knowledge and build upon it. Reflect on the coaching process and explore refinements. STEP 4: Summary Evaluation and Goal Setting

  21. Post-Conference Coaching Begins with open-ended question Teacher does most of the talking Coach's comments are grounded in facts Paraphrasing shows thatyou value what you arehearing

  22. References Cognitive Coaching: What is it? (2011). UTEACH. The University of Texas at Austin. Retrieved from: http://csuscognitivecoachingflc.wikispaces.com/file/view/CognitiveCoaching-UofTexas.pdf Costa, A. & Garmston, R. (1985, February) "Supervision for Intelligent Teaching." Educational Leadership, 42 (5), 70-80. Costa, A. & Garmston, R. (1992)Cognitive Coaching: A Strategy For Reflective Teaching Teacher support specialist instructional handbook. Winterville, GA: Northeast Georgia RESA, pp. 91-96. Costa, A. & Garmston, R.(2002). Cognitive Coaching: a Foundation for Renaissance Schools. Norwood, Massachusetts: Christopher-Gordon, Inc., 398-399.

More Related