19/6/23 Powerful conversations - resources to be sent Glen McLachlan - Collective efficacy-Glen works for Sydney Swans Jim Knight - instructional coaching guru in the US. Hierarchy - assumptions made about the agenda - chicken and fox pic. Hold back from making assumptions, Being curious about teh way we approach our conversations Avoid being decided and closed off Be open to achieving a good outcome. Not rushing to judgement. Present them with a mirror- empowering colleagues to feel that they have the skills and can achieve the things we want them to achieve moving forward. Mindset - Are you clear about how it will make a difference to others - the students that you teach. Performance in the classroom. Huge Disconnect - teachers want input from experienced resource leaders over 70%. However over 70% also said that they would not change their teaching practice based on advise from an instructional leader. even with the best of intentions. The more we insist - the more they will resist. Top down feedback is not the most effective way to change practice. So what is?? Self determination Theory. - Richard Ryan. Everyone wants to feel good at what they do. How to achieve that mastery - feel they have choice, and autonomy. Need a sense of connection, belonging. Cared for and care for others. For teachers basic human needs are not being met. Lack of choice, autonomy. Central decision maker. So… Are the conversations that I have had in the past tap into these areas Building autonomy Achieving Mastery What are the main reasons that teachers are reluctant ot move beyond their comfort zones? Understanding the barriers-resistance. Navigate a way forward. Surviving cognitive load Teacher experience Size of school Frequent staff changes Trust!!!! Building trust when the team is constantly changing Safe to stick with what you know- comfort zone to protect yourself. Certain points of the year that are more successful Sharing pedagogy of experience - insecurity - feeling inadequate. Culture of learning - challenging Collective efficacy - leads to success of our students. Need to develop confidence Culture and structure of schools - how do we develop that Non threatening way - leading teachers to change. Empowering them. Are you saying I need to improve??Top down feedback doesn’t work. Can everybody be coached? Finding the right time, right fit. Same principal as working with students - good pedagogical practice. 1.ARticle - escaping the zero learning zone - Jim Knight. Blindspots - challenging to stop and reflect on our effectiveness. Recording ourselves teaching.- use as tool for observation collaborative work with teachers. Most effective way for teachers to look at what they are doing. But needs to be done carefully. 2.Identity - changing our practice, more personal, changing ourselves. 3.HOpe- if going to step outside our comfort zone need to have confidence that we will get there. 4. Fear- feeling uncomfortable. Judgement Why do we rush to make a judgement? Easy. efficent. Selections that support our preexisting beliefs and attitudes. Need to be less intuitive and more refrlctive What more information do I need. What happened and why? Who should be answering these questions?? Holding up a mirror for the teacher we are having the conversations with. Encouraging them to challenge their own assumptions. Key decision makers in these discussions. Model conversation video - Nail in the head discussion Who is most responsible for achieving or not achieving a positive result? Don’t rush to judgement She just wanted to vent - chance to be heard. Listen to hear. Wanted someone to hear her. Deflecting from the core problem. How quickly escalated from the problem. Listener was not an active listener - he was looking to fix the problem. Ended up not resolving the issue. Acknowledging the problem. Not having to agree or fix the issue. Reflective loop she was in. Maybe not going to get to a resolution in the first meeting. How you build trust - she was heard and supported. Next time she could arrive in a better place to discuss and find a resolution. You always do this and all I want is for you to listen Listened to - made her happy That sounds really hard Thank you Problem never going to be solved until she was able to identify the problem. Balance is about care, support and accountability. Without accountability nothing changes and it is just a counselling session. Without care and support just a top down converstaion where nothing changes. Key - identifying goals that are really clear to the teacher and are going to make changes to/for the students. Methodology - Power Coaching Cycle 5 key ingredients for powerful dialogue Paulo Freire Humility - getting things right vs being right. Less adversarial vs curious. Hope - many possibilities for a better future. Many pathways to achieving good outcomes. Faith in someone enables them to believe in themselves. Colleagues in the drivers seat. Faith - that my conversation partner holds wisdom and knowledge. Have the tools. Builds trust. Trust is critical in any relationship Critical Thinking - we think together. Joint problem solving. THere are many strategise to foster a thinking environment in a conversation by asking good questions. Genuinely interested in the response. Kindness - emphathy, both partners want the best outcome. Making the other person feel safe. Dr Deb Netolicky What is a coach? Need to be explicit if we are going to have these coaching conversations - especially if you have changed your role from colleague to leader. Importance of holding back your own ideas - not to make it my default. Showing sense of humility is important - not offering up the solution. Coaching can assist to facilitate the confident transition from a teachers’ comfort zone into a learning zone. Before we talk about where we want to get to. What is the ideal goal? What is current reality - data. Identifying the real self, what happens most of the time to the ideal. Observation. Collect data that is non-judgmental. THat hasn't been contaminated by the observer. Good data around pedagogical framework. Basic protocols Follow up - Needs to be within 48 hours Approach classroom observations with curiosity, not conviction. Collecting data - asking the teacher, what happened, why did it happen? Teacher key driver on the reflective process- heavy lifting and thinking Asking good questions. Driven by the teacher. Own the discussion. Deepwater questions - provided tomorrow. Mindset - Ask questions you don’t know the answers to. Respect the ‘sweet purity of silence’ - leaving time for thinking and reflection. Value the pauses. Only learning when we are listening. Starters What’s on your mind What is the most important thing you and i should be talking about? What went well? What surprised you? What did you learn? Tell me about what you felt. Beginning of the lesson, end of the lesson I’m curious about… What leads you to believe… Goal sharpeners If you hae the opportunity to teach the lesson again would you do anything differently Buildin on the learning here, where do you wnat to go next? Does this goal matter to you? WHy? Would this goal make a difference to others? buys more time - as we think about where we move to next? Authentic Listening - are we curious and do we care? What are we going to do for moving from where we are at to where we want to be School - do we have a common language about quality teaching practice - a framework NZ teaching standards. Consistency of pedogoglical practices in our school. Asking for feedback in terms of wanting to be a better leader/coach. Victorian teaching department - High impact teaching standards. - helping to develop a common language around what good quality teaching looks like in our school. - developing a common framework. Coaching conversation model. Pinpoint Observe Workout Resolve Reflect AStrid stance, and good questioning that said she was going to walk the walk with him. You must feel horrible - empathy for how feeling Why didn’t you? High risk moments - stating everything that had happened. That’s not an answer! wouldn’t/couldn’t clarification from coach. Coach- I want to remember what you say now-i care about what you say but I’m going to hold you accountable. Frist to ride one though so… Clarifying further why .. curious Accountability- what are you going to do about it? That’s more like it. Comparisons of why this is a powerful conversation.