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Welcome to Coaching for Learning. Barb Arnold & Mena Kelly Ottawa Catholic School Board. Agenda. Welcome & Introductions Goals for the Session Icebreaker Power of Coaching Cycle of Development Coaching Training – Tools & Activity Lessons Learned – Our Next Steps
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Welcome to Coaching for Learning Barb Arnold & Mena Kelly Ottawa Catholic School Board
Agenda • Welcome & Introductions • Goals for the Session • Icebreaker • Power of Coaching • Cycle of Development • Coaching Training – Tools & Activity • Lessons Learned – Our Next Steps • Questions & Answers
Goals for Today • To provide you with the information and resources to support the initiation of a similar project. • To share our experiences of what we learned to enhance the success of similar projects.
Icebreaker Coaching Setting the Stage
Activity: 4 Fold LIST RANK COMPARE ILLUSTRATE COACHING
Icebreaker LIST Brainstorm and list all the words associated with coaching.
Icebreaker RANK Identify your top 3 words that best illustrate the essence of what coaching is and therefore the most important.
Icebreaker COMPARE Coaching is like _____________ because ____________________
Icebreaker ILLUSTRATE Draw an illustration depicting your analogy on coaching.
Coaching: A Definition “ Successful coaching is a one-on-one conversation …that follows a predictable process and leads to superior performance, commitment to sustained improvement and positive relationships.” Kinlaw, 1989
The Power of Coaching “Traditional forms of professional development are not effective, usually getting no better than a 10% implementation rate.” (Bush 1984, as cited in Instructional Coaching: A Partnership Approach to Improved Instruction by Jim Knight, 2007)
The Power of Coaching “…coaching …achieved an 85% implementation rate…” (Knight 2007, p. 17)
The Power of Coaching Question: Have you used any of the new skills/knowledge you gained from the Coaching for Learning Pilot Project? 100% said yes
The Power of Coaching “The one “thing I learned” is I now print the monthly attendance cards and file them with my monthly reports. I have already found the new routine useful.” “Yes – I am now using some new forms that I feel are better than what I was doing before.” “I have learned that “de-personalizing” conversations particularly as it affects my immediate work environment (e.g. a colleague) has improved my ability to solve problems.”
Coaching for Learning: The Cycle of Development Learning Continuum The Journey continues Following the “Leader” Using the NTIP model as our framework Celebrating Success And Soliciting Feedback Tapping into our own expertise Open Invitation & Applying for the “position” System Needs Challenges Assessments Partnerships Demographics and learning needs
Coaching for Learning: Training & Tools See Handout
Coaching for Learning: Training & Tools 7 Principles of Coaching: Modeling an Activity
Coaching for Learning: Training & Tools • Group #1 - Equality • #2 - Choice • #3 - Voice • #4 - Reflection • #5 - Dialogue • #6 - Praxis • #7 - Reciprocity
Lessons Learned:Our Next Steps • Enhance the promotion of the program throughout our system. • Enhance the support of the program. • Keep sessions full-day.
Thank You Please contact us via e-mail if you have any further questions or if we may be of any assistance.