Outline for Coaching Experience with Collaborative Colleague
1. Assessment of Collaborative Colleagues Learning Style, Beliefs, Values, and Expectations
Learning Style: Prefers experiential learning, values hands-on activities.
Beliefs and Values: Believes in the importance of adapting teaching methods to diverse learning styles; values direct, constructive feedback.
Expectations from Coaching: Expects guidance, support, and resource sharing to innovate teaching practices.
Reference: Week 2 Assignment, Tschannen-Moran & Tschannen-Moran (2020).
2. Structure of the Pre-Conference Stage
Approach: Utilize elements from the Evocative Coaching model (Tschannen-Moran & Tschannen-Moran, 2020).
Key Elements:
Building Trust: Establish a comfortable and open environment.
Goal Setting: Clarify and agree upon specific goals for the coaching process.
Exploration: Discuss current teaching practices and areas for development.
Reference: Tschannen-Moran & Tschannen-Moran (2020).
3. Objectives for the Observation Stage
Approach: Incorporate elements from the GROW Model (Whitmore, 2010).
Key Objectives:
G (Goal): Identify specific teaching practices to observe.
R (Reality): Observe the current teaching methods and student engagement.
O (Options): Consider alternative strategies during observation.
Reference: Whitmore, J. (2010). Coaching for Performance.
4. Documentation of Observations
Methods:
Note-taking: Document specific instances of teaching practices and student responses.
Audio/Video Recording: With consent, for more detailed analysis.
Checklists: To track specific behaviors and teaching methods.
Reference: Knight (2008).
5. Conducting...
…Approach: Elements from Solution-Focused Coaching (Grant, 2012).Key Elements:
Feedback: Share observations, focusing on strengths and areas for improvement.
Reflection: Encourage the colleague to reflect on the observations.
Action Planning: Collaboratively develop strategies for improvement.
Reference: Grant, A. M. (2012). Making positive change: A randomized study comparing solution-focused vs. problem-focused coaching questions.
6. Incorporation of Coaching Tools
Charting Talk Time: Monitor the balance of speaking time between coach and colleague.
Charting Coach Behaviors: Track specific coaching behaviors used during sessions.
Confidential Collaborative Coaching Log: Document each coaching session, including goals, progress, and feedback.
Learning Brief Template: Summarize key learnings and action plans…
References
· Learning Resources: Utilize provided materials and frameworks from course resources.
· Outside Resources: Incorporate relevant educational coaching literature.
· Personal Experiences: Draw on previous coaching and teaching experiences to inform approach.
· Reference: Nigro (2007), Siahaan (2020), Hwang & Griffiths (2017).
ReferencesHwang, J., & Griffiths, M. A. (2017). Share more, drive less: Millennials value perception andbehavioral intent in using collaborative consumption services. Journal of consumer marketing, 34(2), 132-146.
Knight, J. (Ed). (2008). Mentoring, coaching and collaboration (Walden University, LLC.,custom ed.). Corwin.
Nigro, N. (2007). The Everything coaching and Mentoring Book: How to increase productivity,Foster talent, and encourage success. Simon and Schuster.
Siahaan, E. (2020). Millennial Generation Employment: The Impact of Millennial Characteristicto Performance Achievement. In Advances in Business, Management and Entrepreneurship (pp. 617-622). CRC Press.
Smith, M. K. (2010). Andragogy: what is it?Retrieved from http://infed.org/mobi/andragogy-what-is-it-and-does-it-help-thinking-about-adult-learning/
Teaching Tolerance. (n.d.). Test yourself for hidden bias.Links to an external site. Retrieved from http://www.tolerance.org/activity/test-yourself-hidden-bias
Tschannen-Moran, M. & Tschannen-Moran, B. (2020). Evocative coaching: Transformingschools one conversation at a time (2nd ed.). Corwin.
Whitmore, J. (2010). Coaching for performance: growing human potential and purpose: theprinciples and practice of coaching and leadership. Hachette UK.
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