Friday, October 28, 2016

Coming Undone

“For a seed to achieve its greatest expression, it must come completely undone. The shell cracks, its insides come out and everything changes. To someone who doesn’t understand growth, it would look like complete destruction.”

~Cynthia Ocelli

Sometimes, change and growth are miniscule and incremental. We hardly know they are happening. Looking back on where we were, we are surprised at what we’ve now become. But sometimes, sometimes growth is like Ocelli’s quote, above. Sometimes, change and growth look like destruction. Sometimes we feel cracked. Sometimes, everything spills out before change and growth occur. Sometimes it has to be that way.

As coaches, we are agents of change and growth. Sometimes, we work with teachers whose incremental growth gradually moves them to become better than they were. Some teachers, though, seem stuck in their shell. Familiar routines and practices are comfortable and protective. Their shell seems hard, until one day, somehow, it comes undone.

Lynn was a confident teacher who planned great lessons and executed them with precision—whether or not her students were following along. She was focused on her teaching, rather than on her students’ learning. Frankly, it surprised me to see this. She’d always sounded so confident in describing her lessons and sharing her insights, I figured her teaching lived up to these descriptions. And in her mind, it did. That was what made change so difficult. But somehow, after lots of talk about student needs, formative assessment, and differentiation, the shell cracked and she came completely undone. It was heart-wrenching, really, as she realized that she was not quite the teacher she thought she was. But with her characteristic determination, she made dramatic changes to her teaching within a short time. Coming undone was what it took to get the work done.

Over the years, as I’ve worked with other “hard-shelled” teachers, I’ve reflected on my experience with Lynn. There’s no formula for cracking the shell. Just as seeds have different conditions required for growth (planting depth, watering, days to germination), the needs of these teachers differ. Remembering Lynn gives me the courage and determination to push a little harder or stay with it a little longer—and to tolerate and even push for the “undoing,” as hard as it may be. “To someone who doesn’t understand growth, it would look like complete destruction.” Having walked the path with Lynn and others, I am coming to understand this type of hard-won growth a little better.


This week, you might want to take a look at:

Get your students ready for National Novel Writing Month:




Ideas about ensuring the ESSA is not a replication of failed reforms:



Spotlight on Writing Instruction:



Play is children’s work:



Questions to guide guided reading:


That’s it for this week. Happy Coaching!


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Friday, October 21, 2016

Working with “Pumpkin Patch Teachers”

Are you working with a teacher who is desperately hanging on to old ways of doing things? Jennifer Schwanke calls these teachers “Pumpkin Patch Teachers,” referencing a social studies teacher she knew who, every year around Halloween, made each student buy a pumpkin and dress it up as a character from American history…..even after American history was no longer part of her grade level standards. The project should have disappeared, but didn’t, because it was fun, easy, and enjoyed by both the teacher and her students.

Working with Pumpkin Patch teachers can be discouraging. Over the years I’ve noticed a few coaching strategies that encourage reluctant teachers to embrace innovation—or at least try something new! Here are a few ideas you might consider when working with reluctant teachers:

I frequently espouse the merits of modeling, and this coaching move can encourage change with teachers who are highly-invested in the status quo. Seeing a strategy work, especially in her own class with her own students, can nudge a teacher in a new direction.

Providing opportunities for peers to share ideas with one another about implementing a new strategy can also be helpful. Sometimes hearing about something in a slightly different way makes it resonate. And colleagues often share similar contexts and concerns, making their insights especially helpful.

Finding a way to provide resources can also move the change process along. What teacher doesn’t like new stuff for her classroom? Beg, borrow, and reallocate to get materials into the hands of reluctant teachers. Then review the new resources with the teacher so they don’t end up gathering dust on a shelf.

Offer time. That is one thing teachers never have enough of. For hard-to-reach teachers, covering her class (by teaching yourself or, better yet, arranging for a sub) can give the teacher time to plan for implementing new ideas. If you are not able to be with the teacher during this released time, provide structures that will support planning, and then follow up.

Asking questions can provide a segue into non-threatening suggestions. If you observe, ask questions afterward about instructional decisions. The teacher’s responses will give you insight about her purposes and open opportunities for offering recommendations in ways that are more likely to be welcomed.

Offer support. “Would you like me to look for resources for you?” “Do you have a unit coming up that you’d like help revising?” Specific offers of help are less likely to be turned away than more general overtures.

Pumpkin patch teachers may require some extra effort on the front end, but with support they’re likely to become just as loyal to the new ideas as they were to the old!


This week, you might want to take a look at:

Praising the process and goal-setting to develop a growth mindset:



This long but important article about how educators talk to parents. Scroll down to the “we have to” section that starts with the bolded: Drop the Educational Lingo. Share #1, #2, & #4 before parent teacher conferences. Please!



Reports and blogs on the National Day on Writing will inspire you to inspire others:



Better services for ELLs under ESSA?



Making sure asking: “Does it make sense?” makes sense:


That’s it for this week. Happy Coaching!

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Monday, October 17, 2016

It's Hard, Isn't It?

Teaching is hard. I don’t need to enumerate the reasons why. We all know. Change is difficult, too. It requires us to leave comfortable routines behind. Coaching tackles these two hard things together – teaching and change. So we can’t expect it to be easy. By acknowledging the struggle and complexity of the process, coaches can clear the way for progress.

Most things in life require balance, and your response to complaints definitely calls for careful consideration. Ignoring the difficulty of a situation can come off as inauthentic, but you don’t want to become a negative venting place. A response that has worked well for me is, “It’s hard, isn’t it?”

A colleague described all the data required for RtI, and her complaining seemed to be blocking progress with this new intervention process. Her demeanor changed when I acknowledged her concerns with, “It’s hard, isn’t it?” It seemed that being heard—feeling that her struggles were understood—opened the path for moving forward. The complaining stopped, and we began a discussion about formative assessment data that could be collected during instruction.

Another teacher wanted to be sure I understood the challenge she faced having seven students with IEPs in her second-grade class. She described several students with behavior issues, a group who still needed support with beginning-reading skills, and another set of students whose requirements for math intervention were her responsibility. “It’s hard, isn’t it?” I authentically responded. The complaining stopped, and we got to work on a plan for differentiation, utilizing the aide time that was available.

There is stress when we face difficult tasks that make us fear failure. Sometimes the best encouragement is acknowledgement that the thing we are doing is really hard. If we first acknowledge current difficulties, our cheerleading will feel more authentic and teachers will be more receptive to our support.


This week, you might want to take a look at:

Resources for coaches from the Teaching Channel:



This fun word game for vocabulary review:



Five lesson-opener hooks:



Classroom management non-negotiables:



Allington’s summary of research-based practices for reading instruction. A must to read and share:


That’s it for this week. Happy Coaching!

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Saturday, October 8, 2016

Changing Support

As professionals, teachers are lifelong learners seeking continuous improvement, and coaches can play a supportive role. Successful coaching is a developmental process that is responsive to teachers’ changing needs. Effective coaches provide more assistance in the beginning, when something new is being learned, and gradually reduce that support as teachers develop additional expertise for the new approach. The GIR model is an adaptation of Pearson and Gallagher’s Gradual Release of Responsibility model, which many teachers have read about and used to guide their instruction. Like the Gradual Release of Responsibility Model, the GIR coaching model shows how support changes over time. In the GIR process, coaches model, make recommendations, ask inquiring and probing questions, affirm teachers’ appropriate decisions, and praise in order to provide decreasing scaffolding that moves teachers toward skillful use of effective instructional practices.

Coaching moves serve as scaffolds for instructional improvement. A scaffold is a supporting framework. In a physical sense, a scaffold is “a temporary platform used to elevate and support workers,” and according to Merriam-Webster, “scaffolding may be raised and lowered.” Coaches are constantly deciding how high the scaffolding needs to be to provide for effective instruction.

When a lot of support is called for, modeling provides an illustration of strategies a teacher can later try herself. Making recommendations, the second phase of the GIR model, provides less support than modeling, but is strong scaffolding to assure students receive cogent instruction. As teachers increase in experience with a teaching strategy, effective coaches pull back and provide support that is more ancillary. They make fewer recommendations; instead, they ask questions that encourage the teacher to reflect on her own instruction and the needs of students. This third phase, asking questions, encourages metacognition and contemplation about teaching and learning, building the teacher’s capacity as a reflective practitioner. The fourth phase of the model is affirming. As a coaching cycle progresses, a teacher will need less and less support; however, she may still look to you for affirmation that the decisions she is making are appropriate. Praise, the final phase of the coaching model, is a form of feedback that might be provided to any colleague. Although at this stage the teacher will be more confident and not necessarily feel a need for the coach’s approval, she’ll still appreciate being recognized for the hard work she is doing.

How an instructional coach moves through the five phases of the GIR model will, of course, be idiosyncratic. Some teachers will benefit from lots of modeling and recommending when trying something new. For others, questions to support reflection about potential changes will provide sufficient support. One teacher might request recommendations for improving her math instruction but benefit from simply hearing affirmations about her already-solid instruction during guided reading. Coaches choose what scaffold to use based on teacher and student needs, and they move from one stage to the next when they have evidence the teachers they are working with need less support. In the upcoming weeks, blog posts will consider each of the coaching moves of the GIR model. Understanding a variety of scaffolds helps us match support to teachers’ changing needs.


Like on Facebook at: facebook.com/mycoachescouch for more coaching and teaching tips!


This week, you might want to take a look at:

A video about identifying, sharing, and using success criteria:



In this video, Ruth Ayres speaks to students about revising memoir:


Ice breakers and attention getters:



Tips for tech-phobic teachers:



What is “the writing process” really?



That’s it for this week. Happy Coaching!