Embedding a Coaching Culture

Coaching can take many forms and each organisation depending on the nature of the pupil cohort, the level of staff expertise, the development needs of staff and pupils or decisions about strategic futures mean that the starting point might be different. However, the principles and the approach remain similar and lead to highly trained staff and high quality education outcomes for all. Part of developing the foundations for coaching culture is working together to decide on the best way forward in relation to the local and wider context of the organisation.

Possibilities

• One to one coaching of teachers/ support staff by trained school coaches
• Coaching within the leadership team 
• Coaching for observation
• Paired peer coaching
• Three way coaching cycles
• Reflective practitioner groups/ learning communities
• Lesson study
• Incremental coaching
• Coaching approaches for students
• And/or…?

When Might a Coaching Strategy be Effective?

Coaching can be effective in many ways. These bullet points highlight some of them. The essence is about a collaborative approach to planning, implementing, and assessing the essential elements of creating a high quality education that delivers a learning culture where everyone achieves their full potential.

A good place to start is by working together with strategic teams to ask the coaching questions. Where are we now? Where do we want to be? And how do we get there?

Always start with what is currently working well. Never see coaching as an initiative. It is a culture change, a chance to assess values and plan positive change. Knowing what success will look like and articulating it helps make sure it happens.

Creating a set of steps that determine a process is more likely to reap the results sought. Involve everybody in the process over time, celebrate short term successes and continuously evaluate what is continuing to work well, what might need to change and what might be getting in the way.