Friday, May 21, 2021

Recommending Requires a Receiver

Making a recommendation when coaching is like throwing a pass in football:  To be successful, there has to be a receiver on the other end.
 
Recommendations are easy to make. In fact, oftentimes recommendations are hard not to make. But if the teacher you are coaching is not receptive to your ideas, all of your recommendations will be in vain. He or she has got to want it.
 
Teachers are often receptive to new ideas when they are unfamiliar with a topic, skill, or strategy, or when they are feeling overwhelmed or frustrated.* Although novice teachers are more frequently in this situation, experienced teachers also confront new experiences and expectations, making them receptive to recommendations.
 
When coaches make recommendations, they take a consulting stance and are acting as resources. Coaches might recommend processes or protocols and offer advise based on their own experience, knowledge, and instructional repertoire. They may advocate for particular choices and actions.**
 
You’ll know a teacher is ready for a recommendation if she asks for one (although a teacher’s asking does not necessarily mean that a recommendation is warranted – but that’s another story!). When a recommendation seems like the right move, you can also prime the pump by putting the focus on students. You might ask, “Did you notice a difference between lessons when you…” For example, “Did you notice a difference when students repeated the directions before getting started?” Whether or not you have observed a lesson, such a question foreshadows a recommendation without feeling disingenuous. You are drawing attention to an effective practice that has been used and encouraging more-frequent application.
 
Another way to open the door for a recommendation to be received is to use careful wording such as, “One thing to think about…” For example, “One thing to think about is, what are students going to do when they finish the assignment to keep them on task?” Such a question might lead to the teacher coming up with ideas or to your recommendation. Or it might just dangle as food for thought when the teacher begins planning the next lesson.  
 
In the examples above, the coach asks a question to launch a focused discussion that could lead to a recommendation. They give a soft start to a conversation that might make teachers receptive to suggestions. However, even after these soft starts, it’s wise to stop before making a coaching recommendation and ask yourself: Is there a receiver on the other end?
 
*Brown, E. & L’Allier, S.K. (2020). No more random acts of literacy coaching. Heinemann.
**Lipton, L. & Wellman, B. (2001). Mentoring Matters. MiraVia.
 
This week, you might want to take a look at:
 
Coaching Bingo to spice up your end-of-year repertoire:
 
https://blog.teachboost.com/how-to-build-and-advance-partnerships-bingo
 
 
Ideas for wrapping up the school year:
 
https://www.middleweb.com/34768/keep-students-engaged-until-summer-begins/
 
 
How to program your brain for positivity:
 
https://www.youtube.com/watch?v=wmx_35rQIRg
 
 
Advice for writing reviews:
 
https://teachersbooksreaders.com/2021/01/19/dear-young-writers-your-audience-matters/
 
 
Gathering and using feedback on your coaching work:
 
https://blog.teachboost.com/4-step-process-for-collecting-feedback-on-your-coaching
 
That’s it for this week.  Happy Coaching!
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Saturday, May 15, 2021

Student-Focused Recommendations

Are you a coach who wants your recommendations to be gentle but effective? Keeping the focus on students is one way to soften a recommendation.

Sometimes, novice teachers (or those who are learning something new) feel personally attacked by recommendations, especially those that come after an observation. Shifting the language and the focus of the recommendation can make it easier for a teacher to gracefully receive suggestions.

To soften the language of a recommendations, avoid using the word you. Although you feels great in a celebratory statement, it can be rather finger-pointing as part of a recommendation. An easy way to avoid you when suggesting a change in practice is to put the focus on students.

Student-focused recommendations can begin with an observation about what students were saying or doing, followed up by a possible response. For example, a coach could say, “I noticed that most students were still getting out their notebooks while the directions were being given” (not while you were giving directions). Pause. The teacher may fill that pause with her own solution to the problem. But if not, continue with a student-focused recommendation. “Giving directions one step at a time can help kindergartners stay on task.” This is a soft recommendation; it doesn’t feel overly-directive, and I’ve found that the teacher will usually jump into the conversation at this point to acknowledge the need.  

Here’s another example: “I noticed that there were a few students who were moving around the room a lot during guided reading.” Pause. “Checking in quickly with students between groups might help them stay on task.”

Although such careful language isn’t necessary with all teachers or at all times, it’s helpful to be aware of ways to soften the language of a recommendation. Noticing how feedback is received, and being prepared with ways to modify your approach, can improve the climate and outcome of a coaching conversation.

This week, you might want to take a look at:
 
Building empathy with stories:
 
https://www.scholastic.com/teachers/articles/18-19/building-empathy-with-stories-/
 
 
Using “What I Need” surveys to determine coaching support:
 
https://blog.teachboost.com/empower-teachers-with-what-i-need-surveys
 
 
Strategies to support deep learning:
 
https://www.teachthought.com/learning/6-teaching-strategies-to-promote-deeper-learning/
 
 
Managing how primary students share their writing:
 
https://choiceliteracy.com/article/writing-share-structures/
 
 
Empathy statements for responding to difficult teacher comments:
 
https://barkleypd.com/blog/how-might-a-coach-respond/
 
 
That’s it for this week.  Happy Coaching!
 
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Follow on Facebook at: facebook.com/mycoachescouch or Twitter @vscollet for more coaching and teaching tips!  You can also find me at VickiCollet.com
 

Friday, May 7, 2021

Productive Talk

Let’s talk about talk. Talk is the sea on which ideas float. In productive dialogue, participants bob up and down in this sea, taking their turns as they share ideas, listen, encourage others to participate, and build on their own and each other’s thoughts. 

There is persuasive research evidence about the importance of stimulating classroom talk, including student-to-student talk. The teacher’s role in such talk is to coach, support, and encourage; to prompt for relational thinking that includes analogies, alternative hypotheses, and elaborative clarification.* Students have higher cognitive engagement and increased learning when instruction includes opportunities for them to ask questions, evaluate each other’s contributions, and construct their own meaning.**

Interestingly, students are more likely to use a sentence frame that has been introduced by a peer rather than a teacher. When a student says something like, “What do you think, ________?” or “I (dis)agree with ____,” the use of these phrases escalates as the discussion continues. Researchers call this the “snowball effect.” Student talk gets bigger and bigger.***

To harness this power, teachers can reduce the time students work alone, increase the time they work with each other, and prompt for the specific types of thinking and talking described above.

In your classroom, school, or district, is there an emphasis on student-to-student talk? What are you doing to make it happen more?  This kind of talk time is so good for students! It is also good for grown-up learners!

Now that you’ve thought about increasing student-to-student talk in the classroom, let’s think about increasing peer-to-peer talk among educators, including PLC meetings and coaching conversations. Is there an emphasis on peer-to-peer talk in your school or district? Review the bolded recommendations above. What are you doing to make these things happen during collegial conversations?

Although the research cited above deals with student talk, I feel confident the impact would be mirrored if educators’ talk were studied. Let’s talk about talk!  In the classroom or the PLC room, learning increases when it floats on a sea of talk.

* Lin, T. J., Jadallah, M., Anderson, R. C., Baker, A. R., Nguyen-Jahiel, K., Kim, I. H., ... & Wu, X. (2015). Less is more: Teachers’ influence during peer collaboration. Journal of Educational Psychology, 107(2), 609.
**Alexander, R. (2008). Towards Dialogic Teaching: Rethinking Classroom Talk (4th ed.). Dialogos UK Ltd.
***Anderson, R. C., Nguyen-Jahiel, K., McNurlen, B., Archodidou, A., Kim, S. Y., Reznitskaya, A., ... & Gilbert, L. (2001). The snowball phenomenon: Spread of ways of talking and ways of thinking across groups of children. Cognition and Instruction, 19(1), 1-46.
 
This week, you might want to take a look at:
 
7 types of rest everyone needs: 
 
https://ideas.ted.com/the-7-types-of-rest-that-every-person-needs/
 
 
14 printable Bloom’s Taxonomy posters:
 
https://www.teachthought.com/critical-thinking/14-brilliant-blooms-taxonomy-posters-for-teachers/
 
 
Enduring practices from remote learning:
 
https://www.edutopia.org/article/enduring-practices-remote-teaching
 
 
The value of rereading picture books:
 
https://teachersbooksreaders.com/2021/02/22/read-them-again-and-again-and-again/
 
Ensuring teachers’ professional learning is impactful:
 
https://www.rethinked.com/blog/blog/2018/01/24/seven-strategies-prof-learning/
 
 
That’s it for this week.  Happy Coaching!
 
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Follow on Facebook at: facebook.com/mycoachescouch or Twitter @vscollet for more coaching and teaching tips!  You can also find me at VickiCollet.com

Saturday, May 1, 2021

Hold Your Tongue

Some coaches take their work very seriously. Their job is improving instruction, with not a minute to spare! When a coaching conversation starts, they quickly jump in with a recommendation. Unfortunately, such an approach may mean that the recommendation bounces right off.
 
This week, I talked with a group of novice teachers about the coaching they received. Early-career teachers are likely the most in need of recommendations, and they are typically grateful for a suggestion that makes their teaching better. They may even be craving it. But if a coaching conversation is launched with a recommendation, the teacher is often not ready to hear it.
 
Ellie talked to me about how her relationship with her coach has changed over time. After observing a lesson, the coach used to start their debrief conversation with a suggestion about how the lesson could be improved. She saw that as her duty. But the coach has been examining her own practice, and now she does things differently. Knowing that Ellie thrives on affirmation, she starts there and also invites Ellie to say a thing or two about what went well. “I used to not feel comfortable asking for feedback, and she would just tell me. Now I know when I need to ask for help,” she said. Feeling affirmed and having a chance to talk things through has made Ellie confident about seeking support. She is open to recommendations.
 
Kyler, another novice teacher, has a seasoned coach who is full of stories from her many years of teaching. She uses these stories to illustrate the points she wants to make. But as the stories unravel, Kyler says that her in-the-head response is, “Stop talking already! I have ideas, too!” Even less-experienced teachers want their voices heard first. Kyler’s coach is an amazing teacher with loads of expertise and experience, but her approach made this young teacher  pull back. “I think if I could share my thoughts about a lesson before the coach first says, ‘Your pacing was too fast on that one,’ I feel like that would be helpful.”
 
After an observation, I often start a coaching conversation by asking, “What stands out for you about that lesson?” or “What do you want to celebrate about that lesson?” Even with that second question, I’m often surprised by how quickly the teacher turns the conversation to something he wants help with. At that point, recommendations are likely to stick.
 
Even though making recommendations is an appropriate, effective move in the GIR model, it matters how and when those recommendations come. When coaches give teachers a little space, teachers often name their own concern, opening opportunities for meaningful recommendations.
 
That’s it for this week.  Happy Coaching!
 
Was this helpful?  Please share!
Want to know about new posts? Click “Follow” (bottom right)
Follow on Facebook at: facebook.com/mycoachescouch or Twitter @vscollet for more coaching and teaching tips!  You can also find me at VickiCollet.com