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Leadership Programme 2013
Coach Briefing
The Programme Team
• Sheila Smith, CPD Officer
• Lesley Henderson, DHT, Balbardie PS
• Abi Adam, DHT, Broxburn Academy
The Programme aims to:
• increase leadership capacity
• increase support for project leaders +
prepare people for the PT role
• embed a coaching culture in West Lothian
• create opportunities to develop coaching
practice
• offer an enhanced professional
development opportunity to both
participants and coaches
The elements of the Programme
• 8 x Face to Face
Sessions
• The Self-evaluation tool
and Leadership
Development Plan
• The Leadership Project
• Coaching Sessions
• Home Groups
• Maintaining a Learning
Journal
• Reflecting on Critical
Incidents
• Professional Reading
Key Documents
1. Self Evaluation (Middle L and M Standard)
2. Professional Learning Plan
3. Leadership Project
4. Final Documentation:
• Project Report
• Reflective Commentary
• Guide to Portfolio
• Record of Coaching Sessions
• Impact Validation
Overview of F2F Sessions
1. Introduction to Leadership
2. Planning for Improvement
3. Leadership for Learning
4. Impact: Evaluation and Evidence
5. Interpersonal Skills
6. Building Positive Relationships
7. The Role of the PT/PTC
8. Celebration: Sharing Learning about
Leadership
Role of Coach
1. Entitlement for participants
2. Key element of GTCS Professional
Recognition Accreditation
3. Sponsor
4. Support and Challenge
Coaching Issues
• Time
• Staffing Changes
• Coach Commitment and Confidence
Coaching - A Novel Idea!
Recent research by the Gallup Organisation
suggests that the leader who focuses attention
on identifying the strengths of the employees
will see improvements faster and further (than
those who focus on trying to improve
weaknesses)
Do more of what you are good at!
What do we mean by coaching?
• A means to enhance the performance and learning
ability of others
• Involves providing feedback using motivational &
effective questioning
• A solution focused dialogue to empower leadership
• Coaching is about changing thinking & helping
people to become more aware of what they do
Coach v Mentor
• A coach does not need to share a
knowledge base with the coachee. Coaches
use questions to challenge thinking and
promote reflection. They lead people to
create their own personal solutions and
seldom give direct advice. They hold the
coachee accountable for taking actions to
achieve their own goals
Good Coaching
• Is non judgemental
• Is based on trust
• Is non directive
• Focuses on solutions
• Works to the coachee’s agenda
• Emphasises strengths and resources
• Uses skilful questioning to challenge thinking
• Involves strong empathy
• Involves deep listening
• Holds you accountable for your own goals
GROW Model
• Goal
• Reality
• Options
• Wrap-up
GROW Model
• Goal
What topic do you want to cover?
What do you want to discuss?
What subjects do you want to look at?
What goal do you want to achieve as a
result of this session?
What specific output would make this
session worthwhile?
What would ensure that your time has
been well spent?
GROW Model
• Reality
Tell me about your situation
Describe your current reality
What’s your current experience?
What’s happening right now?
What are the facts in the situation?
What are you feeling?
What do you think is the real issue?
GROW Model
• Options
What options do you have?
How could you resolve this issue?
If you could do anything without constraints what would
you do?
If you were a free agent what would you do?
If you had no fear what would you do?
What do you think your boss/colleague/partner think you
should do?
I know that you don’t know the answer, but imagine if you
did, what would you do?
GROW Model
• Wrap-up
Implications – what could happen?
Obstacles – what could you stop from following through?
Action – what will you do?
when will you do it?
who is involved?
Support – who can support you?
Review – how was the session?
what have you achieved?
do you want anything to be different?
Coaching Session Agendas
Specifics:
• Discussion relating to self-evaluation
• Discussion about school improvement project
• Discussion about understanding of leadership
(general)
Coachee sets agenda:
• Progress of project
• Critical incidents / Learning Journals
Participant Homework for Session 1
• Read HGIOS (3) Quality Indicators 8 & 9
• Reflect on these in your Learning Journal and the
impact they have on you
• Complete self-evaluation and discuss with coach
• Think about your leadership project and the
rationale: how will this develop you personally
and have a positive impact on the school?

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2013.08.28 coaching pp

  • 2. The Programme Team • Sheila Smith, CPD Officer • Lesley Henderson, DHT, Balbardie PS • Abi Adam, DHT, Broxburn Academy
  • 3. The Programme aims to: • increase leadership capacity • increase support for project leaders + prepare people for the PT role • embed a coaching culture in West Lothian • create opportunities to develop coaching practice • offer an enhanced professional development opportunity to both participants and coaches
  • 4. The elements of the Programme • 8 x Face to Face Sessions • The Self-evaluation tool and Leadership Development Plan • The Leadership Project • Coaching Sessions • Home Groups • Maintaining a Learning Journal • Reflecting on Critical Incidents • Professional Reading
  • 5. Key Documents 1. Self Evaluation (Middle L and M Standard) 2. Professional Learning Plan 3. Leadership Project 4. Final Documentation: • Project Report • Reflective Commentary • Guide to Portfolio • Record of Coaching Sessions • Impact Validation
  • 6. Overview of F2F Sessions 1. Introduction to Leadership 2. Planning for Improvement 3. Leadership for Learning 4. Impact: Evaluation and Evidence 5. Interpersonal Skills 6. Building Positive Relationships 7. The Role of the PT/PTC 8. Celebration: Sharing Learning about Leadership
  • 7. Role of Coach 1. Entitlement for participants 2. Key element of GTCS Professional Recognition Accreditation 3. Sponsor 4. Support and Challenge
  • 8. Coaching Issues • Time • Staffing Changes • Coach Commitment and Confidence
  • 9. Coaching - A Novel Idea! Recent research by the Gallup Organisation suggests that the leader who focuses attention on identifying the strengths of the employees will see improvements faster and further (than those who focus on trying to improve weaknesses) Do more of what you are good at!
  • 10. What do we mean by coaching? • A means to enhance the performance and learning ability of others • Involves providing feedback using motivational & effective questioning • A solution focused dialogue to empower leadership • Coaching is about changing thinking & helping people to become more aware of what they do
  • 11. Coach v Mentor • A coach does not need to share a knowledge base with the coachee. Coaches use questions to challenge thinking and promote reflection. They lead people to create their own personal solutions and seldom give direct advice. They hold the coachee accountable for taking actions to achieve their own goals
  • 12. Good Coaching • Is non judgemental • Is based on trust • Is non directive • Focuses on solutions • Works to the coachee’s agenda • Emphasises strengths and resources • Uses skilful questioning to challenge thinking • Involves strong empathy • Involves deep listening • Holds you accountable for your own goals
  • 13. GROW Model • Goal • Reality • Options • Wrap-up
  • 14. GROW Model • Goal What topic do you want to cover? What do you want to discuss? What subjects do you want to look at? What goal do you want to achieve as a result of this session? What specific output would make this session worthwhile? What would ensure that your time has been well spent?
  • 15. GROW Model • Reality Tell me about your situation Describe your current reality What’s your current experience? What’s happening right now? What are the facts in the situation? What are you feeling? What do you think is the real issue?
  • 16. GROW Model • Options What options do you have? How could you resolve this issue? If you could do anything without constraints what would you do? If you were a free agent what would you do? If you had no fear what would you do? What do you think your boss/colleague/partner think you should do? I know that you don’t know the answer, but imagine if you did, what would you do?
  • 17. GROW Model • Wrap-up Implications – what could happen? Obstacles – what could you stop from following through? Action – what will you do? when will you do it? who is involved? Support – who can support you? Review – how was the session? what have you achieved? do you want anything to be different?
  • 18. Coaching Session Agendas Specifics: • Discussion relating to self-evaluation • Discussion about school improvement project • Discussion about understanding of leadership (general) Coachee sets agenda: • Progress of project • Critical incidents / Learning Journals
  • 19. Participant Homework for Session 1 • Read HGIOS (3) Quality Indicators 8 & 9 • Reflect on these in your Learning Journal and the impact they have on you • Complete self-evaluation and discuss with coach • Think about your leadership project and the rationale: how will this develop you personally and have a positive impact on the school?