A LYS Assistant Principal asks the following:
SC,
I attended one of your workshops in Austin and wanted a quick
clarification about instructional coaching. You stressed the importance
of providing feedback to your teachers and having coaching pieces separate from
evaluation pieces. How do you provide constructive criticism and affirm
the things going right for teachers, but not have it positively or negatively
affect their evaluation? Are you not supposed to praise teachers that
could possibly become TINA's?
Your input and perspective would be appreciated!
LC Response
Thanks for
attending one of Sean's sessions and again for thinking about these issues
which affect our teachers in such a powerful way! Coaching teachers falls under
the formative umbrella - we advocate providing feedback and coaching AFTER you
have enough data to show trends, habits and routines that normally occur in the
classroom. Sitting down with teachers for a coaching conference usually
occurs after 15-20 PowerWalks in that classroom. You listen more than you
talk and you set goals to work on over the next 15-20 PowerWalks to improve
instruction. You will notice that the teachers who respond to coaching
will work to establish new habits and routines in the classroom that will
impact the evaluations in a positive way, even though the coaching is separate.
On the flip
side, a teacher who does not respond to coaching - a teacher who digs in his or
her heels and refuses to put forth the effort to get better - then that is the
time when you as the leader have a formal conference to tell them that their
classroom visits will no longer be formative. They will have evaluative
visits that will be documented and a TINA will be developed. That way you
have started your timeline of when the evaluative cycle begins. Then you
develop a TINA with this teacher and he/she works through it.
The goal of a
TINA is to improve practice, so yes of course you give positive feedback when
warranted. We want the TINA to work! If the TINA works more students will
learn and succeed with that teacher and the teacher is able to keep his/her
job. Sometimes the TINA doesn't work and it is the responsibility of
leadership to do the right thing and NEVER pass on a "bad egg" to
another campus where more students are short-changed because we didn't do what
we needed to do.
So formative
and evaluative classroom visits are different. One is to grow and improve
and the other is to demonstrate the growth and improvement. Hope this
helps!
Think. Work. Achieve.
Your turn...
- Call Jo at (832) 477-LEAD to order your campus set of “The Fundamental 5: The Formula for Quality Instruction.” Individual copies available on Amazon.com! http://tinyurl.com/Fundamental5
- Call Jo at (832) 477-LEAD to order your campus set of “Look at Me: A Cautionary School Leadership Tale” Individual copies available on Amazon.com! http://tinyurl.com/lookatmebook
- Now at the Apple App Store: Fun 5 Plans (Fundamental 5 Lesson Plan Tool); PW Lite (Basic PowerWalks Tool); PW Pro (Mid-level PowerWalks Tool)
- Upcoming Presentations: NASSP National Conference; The 21st Century High
School Conference
- Follow Sean Cain and LYS on www.Twitter.com/LYSNation and like Lead Your School on Facebook
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