1. Outcomes
Identify three categories of coaching activities needed to develop competence
List the components of a Coaching Service Delivery Plan
Define the conditions needed to develop a Coaching Service Delivery Plan
Distinguish between a Coaching Service Delivery Plan and an Individualized Coaching Plan
Practice developing an Individualized Coaching Plan

2. 1.0 Coaching for Competence
Areas of focus and allocation of time

3. Implementation Drivers

4. Focus of Coaching
Develop knowledge, skills, and abilities of teachers / practitioners
Encourage reflection and accurate self-reporting
Provide personal support

5. Coaching Expertise Relationship development
Expert knowledge, skills, and abilities
Proactive teaching skills
Clear / descriptive communication with practitioners, administrators, and others
Descriptive praise for doing what was required
Rationale – personal; goal related
Description of what needs improvement
Practice – set up, practice doing and saying, constructive feedback, repeat until confident
Descriptive praise for engagement, accepting advice, and learning
Discussion of plan for next interactions with students
Adults need a 10 to 1 ratio of positive to corrective feedback!

6. 2.0 Defining a Coaching Service Delivery Plan
Outlining the components and defining the conditions needed

7. Definition Coaching Service Delivery Plan:
Specifies the concepts or skills (“what”) people need to learn to be able to effectively use a program / innovation
Outlines the essential things coaches need to do (“how”) in order to develop teams or practitioners to be able to accurately use a program / innovation

8. Why Focus on Coaching Plans?
District Capacity Assessment (DCA) data:
Item 24: District Implementation Team (DIT) uses a coaching service delivery plan to support building implementation teams
Average score for this item is .51 (scores range from 0-2)
N = 195 (majority of the DCA administrations occurring in Michigan)

9. Before Getting Started
Four conditions are needed for developing a coaching service delivery plan:
Identification of the concepts or skills that people need to know in order to use the program / innovation
Operational definitions of those concepts or skills (acceptable, developmental, unacceptable)
Fidelity assessment for the program / innovation
Identify student performance data that will be used to confirm the program / innovation’s effectiveness

10. Example: School-wide Reading

11. Reflection
Think about an innovation you are working to support teams / practitioners to use.
To what extent are the concepts / skills operationally defined along the levels of use: acceptable, developmental, unacceptable?
Clearly defined along all levels of use
Somewhat defined (include at least acceptable levels of use)
Not yet clearly defined

12. Coaching Service Delivery Plan

13. Reflection (cont.)
What are the strengths and potential challenges to using coaching service delivery plans?
Strengths:
Potential challenges:

14. 3.0 Moving from Standardized to Contextualized Coaching Service Delivery Plans
Individualized Coaching Service Delivery Plans

15. Example: Individualized Coaching Plan

16. Individualized Coaching Plans
Specific to a particular team / participants
Coaching concepts are identified data are analyzed
Coaching supports, coaching frequency, coach preparation, feedback, and effectiveness data are all framed around how best to teach a team / participant how to effectively use the concept / skill

17. Individualized Coaching Plans (cont.)
Materials needed:
Directions
Coaching Service Delivery Plan
Coaching Cheat Sheet
Individualized Coaching Plan Template
Most recent:
Fidelity assessment data
Student outcome data
If accessible, Implementation Plan

18. Activity Access your material packet.
The presenters will model how to get started developing an Individualized Coaching Plan by reviewing data and prioritizing concepts to focus coaching.
While you are completing each section of the plan, apply the “stranger / maternity leave test” to make sure it has just the right amount of specificity.

19. Thank You
Kim St. Martin, Ph.D. MIBLSI Assistant Director
Caryn Ward, Ph.D. NIRN Sr. Implementation Specialist,

20. What is MIBLSI?

21. Active Impmentation Hub

22. Citation and Copyright
This document is based on the work of the National Implementation Research Network (NIRN).
© Allison Metz, Leah Bartley, Jonathan Green, Laura Louison, Sandy Naoom, Barbara Sims, and Caryn Ward
This content is licensed under Creative Commons license CC BY-NC-ND, Attribution-NonCommercial-NoDerivs . You are free to share, copy, distribute and transmit the work under the following conditions: Attribution — You must attribute the work in the manner specified by the author or licensor (but not in any way that suggests that they endorse you or your use of the work); Noncommercial — You may not use this work for commercial purposes; No Derivative Works — You may not alter, transform, or build upon this work. Any of the above conditions can be waived if you get permission from the copyright holder.
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The mission of the National Implementation Research Network (NIRN) is to contribute to the best practices and science of implementation, organization change, and system reinvention to improve outcomes across the spectrum of human services.
Citation and Copyright