1. Welcome to Coaching for Learning Barb Arnold & Mena Kelly Ottawa Catholic School Board Barb Arnold & Mena Kelly Ottawa Catholic School Board

2. Agenda Welcome & Introductions Goals for the Session Icebreaker Power of Coaching Cycle of Development Coaching Training – Tools & Activity Lessons Learned – Our Next Steps Questions & Answers Welcome & Introductions Goals for the Session Icebreaker Power of Coaching Cycle of Development Coaching Training – Tools & Activity Lessons Learned – Our Next Steps Questions & Answers 2

3. Goals for Today To provide you with the information and resources to support the initiation of a similar project. To share our experiences of what we learned to enhance the success of similar projects. To provide you with the information and resources to support the initiation of a similar project. To share our experiences of what we learned to enhance the success of similar projects. 3

4. Icebreaker Coaching Setting the Stage Coaching Setting the Stage 4

5. Activity: 4 Fold 5 LISTRANK COMPARE ILLUSTRATE LISTRANK COMPARE ILLUSTRATE COACHING

6. Icebreaker 6 LIST Brainstorm and list all the words associated with coaching. LIST Brainstorm and list all the words associated with coaching.

7. Icebreaker 7 RANK Identify your top 3 words that best illustrate the essence of what coaching is and therefore the most important. RANK Identify your top 3 words that best illustrate the essence of what coaching is and therefore the most important.

8. Icebreaker 8 COMPARE Coaching is like _____________ because ____________________ COMPARE Coaching is like _____________ because ____________________

9. Icebreaker 9 ILLUSTRATE Draw an illustration depicting your analogy on coaching. ILLUSTRATE Draw an illustration depicting your analogy on coaching.

10. Coaching: A Definition “ Successful coaching is a one-on-one conversation …that follows a predictable process and leads to superior performance, commitment to sustained improvement and positive relationships.” Kinlaw, 1989 “ Successful coaching is a one-on-one conversation …that follows a predictable process and leads to superior performance, commitment to sustained improvement and positive relationships.” Kinlaw, 1989 10

11. The Power of Coaching “Traditional forms of professional development are not effective, usually getting no better than a 10% implementation rate.” (Bush 1984, as cited in Instructional Coaching: A Partnership Approach to Improved Instruction by Jim Knight, 2007) “Traditional forms of professional development are not effective, usually getting no better than a 10% implementation rate.” (Bush 1984, as cited in Instructional Coaching: A Partnership Approach to Improved Instruction by Jim Knight, 2007) 11

12. The Power of Coaching “…coaching …achieved an 85% implementation rate…” (Knight 2007, p. 17) “…coaching …achieved an 85% implementation rate…” (Knight 2007, p. 17) 12

13. The Power of Coaching Question: Have you used any of the new skills/knowledge you gained from the Coaching for Learning Pilot Project? 100% said yes Question: Have you used any of the new skills/knowledge you gained from the Coaching for Learning Pilot Project? 100% said yes 13

14. The Power of Coaching “The one “thing I learned” is I now print the monthly attendance cards and file them with my monthly reports. I have already found the new routine useful.” “Yes – I am now using some new forms that I feel are better than what I was doing before.” “I have learned that “de-personalizing” conversations particularly as it affects my immediate work environment (e.g. a colleague) has improved my ability to solve problems.” “The one “thing I learned” is I now print the monthly attendance cards and file them with my monthly reports. I have already found the new routine useful.” “Yes – I am now using some new forms that I feel are better than what I was doing before.” “I have learned that “de-personalizing” conversations particularly as it affects my immediate work environment (e.g. a colleague) has improved my ability to solve problems.” 14

15. Coaching for Learning: The Cycle of Development 15 Following the “Leader” Using the NTIP model as our framework Tapping into our own expertise Open Invitation & Applying for the “position” Partnerships Demographics and learning needs System Needs Challenges Assessments Celebrating Success And Soliciting Feedback Learning Continuum The Journey continues

16. Coaching for Learning: Training & Tools See Handout 16

17. Coaching for Learning: Training & Tools 7 Principles of Coaching: Modeling an Activity 7 Principles of Coaching: Modeling an Activity 17

18. Coaching for Learning: Training & Tools Group #1-Equality #2-Choice #3-Voice #4-Reflection #5-Dialogue #6-Praxis #7-Reciprocity Group #1-Equality #2-Choice #3-Voice #4-Reflection #5-Dialogue #6-Praxis #7-Reciprocity 18

19. Lessons Learned: Our Next Steps Enhance the promotion of the program throughout our system. Enhance the support of the program. Keep sessions full-day. Enhance the promotion of the program throughout our system. Enhance the support of the program. Keep sessions full-day. 19

20. Questions & Answers 20

21. Thank You Please contact us via e-mail if you have any further questions or if we may be of any assistance. 21