Coaching Strategy Guide

Communicate the coaching model with its underlying philosophy that will be used both verbally and in writing. Identify the purpose of teacher coaching, ensuring that stakeholders understand that teacher coaching is focused on improving teacher performance and student achievement.

Identify individuals who have expertise, who can serve or develop their skills as a coach (e.g., peers, veteran teachers, school leaders, external consultants) to serve as coaches for the identified areas of focus. Articulate the expectations for each role in the partnership, including how the partnership relates to the teacher’s evaluation. For example, it may be important to indicate that the coaching experience is independent of any evaluative relationship, if this is the case.

Coaches need to document not only what or how they work with colleagues, but also what their next steps are for providing ongoing, job-embedded professional development. Determine a consistent format for capturing a way for both the coach and teacher to keep track of their work together.

Create opportunities for coaches to observe and meet with teachers. Revise the staff schedule, as needed, to develop a coaching cycle that supports the coach’s ability to observe teachers on a regular basis and meet with them to provide timely, supportive, and constructive feedback. Studies of effective coaching programs often include coaching sessions that occur at least every other week.

Teacher coaching should be informed by an ongoing analysis of student performance data to determine areas of strength and areas for growth. Performance data can be obtained through summative assessments, formative assessments, student work, and observations.

Additional data sources, such as observation data or teacher experience, may also be useful in determining which teachers are in need of teacher coaching and the type of coaching and feedback that will be most valuable. For example, if there are teachers new to teaching, these individuals may require more targeted support and coaching from the onset.

Coordinate with coaches to ensure feedback teachers receive from coaches and leaders is consistent. Consider having regular meetings with coaches and school leaders to ensure observations are normed and messages are aligned. Furthermore, make sure that coaches’ feedback and suggestions support the school’s priorities, goals, and expectations.

Provided feedback should be goal-referenced and provide teachers with information about their progress toward a goal – possibly a yearlong professional goal or a short-term student achievement goal for the coaching cycle. Either way, the goal should be clear to both the teacher and the person providing the feedback (e.g., the coach, an evaluator) and should focus the feedback so it is not too broad or vague.

Effective feedback includes concrete, specific, and timely information about what the teacher can do better next time.

• Feedback should be descriptive and free of judgment. For example, feedback may provide information about specific numbers of students that met learning targets or engaged in a task, rather than a judgment such as “students did great.”

• Feedback may include tangible, measurable next steps. Teachers may find feedback particularly useful when it includes these types of clear suggestions. For example, rather than telling a teacher to “engage more students,” provide feedback with specific strategies such as, “try using wait time of at least five seconds after each question, cold call students at least three times each lesson, and allow more than one student to answer the same question through use of turn and talks or think-pair-shares.” Furthermore, such next steps allow the observer points to reference during subsequent observations and a means to hold teachers accountable for implementing feedback.

Collect data on the quality and effectiveness of teacher coaching. For example, administer surveys about the coaching model, and/or conduct learning walks that are focused on observing how teachers are implementing what they have learned from coaches and analyze what improvements are needed based on these observations.

Review student performance data to determine whether coaching efforts have had an impact on student achievement and growth.

Review observation and feedback records to ensure teachers and observers have been held accountable for implementing next steps. Ensure each observer has a system for following up with teachers on specific action steps. This follow-up may come in the form of subsequent observations, teachers reporting back, or another approach appropriate for the context. Keep track of observations (e.g., using a spreadsheet or observation software) that allows you to easily determine whether coaches are completing observations as intended.