Friday, October 13, 2017

Next Step

Last week, Bethani and I talked about a lesson I’d observed.  The lesson taught students the importance of an entertaining beginning in narrative writing.  Guided by a PowerPoint, she’d walked students through four techniques author’s use to grab the reader. 

During our debrief, I first asked for celebrations.  What happened in the lesson that she was especially pleased with?  She felt students were well-behaved; they sat quietly as she presented the information.  She said she had decided on-the-spot to add in lots of all-respond opportunities and to fluctuate her voice.  She associated an action with each writing “hook,” hoping this would keep students interested and help them remember the list of techniques.  Bethani said she’d added these teaching moves because students’ attention seemed to flag, and she said the strategies worked.  Bethani felt the lesson had achieved it’s goal.  Students had been introduced to the techniques, which they’d learn more about later in the week.   

Despite these successes, Bethani was disappointed in students’ lack of enthusiasm and engagement.  She had had to work pretty hard to keep them with her. 

Before our meeting, I’d also reflected on the lesson and had jotted down a few notes.  I was glad she’d brought up students’ lack of enthusiasm, because, as I looked at the things I’d noted as questions or concerns, they all seemed to point back to that engagement issue.  “Make connections with students’ experience and interests,” I’d noted.  “Limit rote repetition; emphasize thinking.” I had also jotted a note about creating opportunities for inquiry and discussion.  We talked over these ideas and a few other recommendations in a conversational way.  I’d introduce an idea and ask her opinion about it.  After a short discussion, I suggested she pick a goal – a next step to work on.  I told her I’d check back with her later about it.  What did she think?  What would she like to work on? 

Bethani grabbed onto the idea about using more inquiry and discovery in her teaching.  “It will be hard,” she said.  “I like to have more control.”  We talked a bit about how she might balance her need for control with her students’ need for discovery.  What might that have looked like in the writing hook lesson?  We discussed how students could have examined texts and figured out for themselves what writers did that got them interested.  Inquiry didn’t have to be some big research project; it could be bounded and managed so that she still felt control.  Bethani was seeing how her hope for more enthusiasm and her need for control could co-exist.

We also talked about why taking a more inquiry-based approach was hard.  What had her own schooling experiences been like?  Did she have models of discovery teaching in her own experience?  Unfortunately, the answer was no.  But by the end of our conversation, Bethani was excited about forging forward into new territory!

Who decides the next step in improving instruction?  Just as Bethani’s students needed the opportunity for discovery, Bethani needed to engage in inquiry about her own teaching.  Bethani identified concerns and Bethani determined what her goal would be.  Although I had some recommendations, we explored them together and Bethani made discoveries about her own teaching and her students’ learning.

When teachers assess their instruction first, their voice becomes the one we respond to during the coaching conversation.  They reflect on where they are in their learning journey.  They see their strengths and where they need to grow further.  When I focus my recommendations on the next step that a teacher has identified, we can come up with a tangible plan to achieve the goal.

This week, Bethani stopped in to tell me about two lessons she’d taught that took an inquiry approach.  “It was hard,” she said, “but it worked!”  She is already moving forward on her self-selected learning journey.



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

Ideas for National Day of Writing (Oct. 20):



“Why I Write” Podcasts:



How to slow down the teaching treadmill (especially great to share with new teachers! – they can also sign up to get helpful monthly emails):



Is toy-free kindergarten in kids’ best interests:



Use “What’s Going on in This Picture?” to teach history, current events, and inferring skills:


That’s it for this week.  Happy Coaching!


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

Friday, October 6, 2017

Who’s Asking?

Asking a question calls for more cognitive demand than answering one.
P. David Pearson
(quoted in Revisit, Reflect, Retell, by Linda Hoyt)

Questions can be extraordinary thinking tools.  They can be the spade that helps us dig for truth or the flashlight that helps us explore the unknown.*  Questions can help us think more deeply about a challenging topic or situation and get our thinking unstuck.

When coaching, we tend to give a lot of thought to the questions we ask; however, the questions teachers ask us my lead to new connections and discoveries. Many teachers intuitively ask and answer their own questions as they plan and reflect.  We can support this process by being sounding boards and discussion partners as teachers pose their own questions.  And we can support this internal practice by asking teachers to come with their own questions to our coaching conversations.

If this task seems challenging for a teacher you are working with, you can offer support to make this process easier.  Encourage the teacher to be on the lookout for assumptions that should be questioned.  For example, are we assuming that all students will benefit from a particular lesson or curriculum?  We can encourage teachers to turn reactions (their own or their students’) into questions.  If a teacher feels frustrated about how many times she had to redirect students’ attention, she might ask, “Why did I have to redirect students’ attention so frequently?”  If students gasp or laugh when they see an image projected on the SmartBoard, the teacher might ask, “Why did students react so strongly to that image?”  Such questions lead to fruitful conversations.

Just like with our students, sentence stems can be helpful in getting the thinking going.  Here are a few question stems that you might provide to the teachers you are working with to help them generate thoughtful questions you can discuss together:

How does _____ impact _____?
(e.g., How does my pacing impact student engagement?)

What’s most important about _______?
(e.g., What’s most important about this strategy?)

Why do _____ seem to ______?
(e.g., Why do students seem to get stuck on this step?)

When _____, why do(es) _____?
(e.g., When I give directions for an assignment, why do many students still act confused?)

What might happen if ______?
(e.g., What might happen if I let students choose how they would demonstrate their learning?)

Would you have done the same thing when _____?
(e.g., Would you have done the same thing when Sylvia asked about how they were going to be graded on the assignment?)

What happens when _________?
(e.g., What happens when teachers flip the classroom?)

Where did ________?
(e.g., Where did students’ understanding seem to break down?)

What is _______?
(e.g., What is project-based learning?)

Who was __________?
(e.g., Who was asking good questions?)


Praise and celebrate great questions that teachers pose!  Through the conversation that follows, you will demonstrate that if one is willing to spend time on a question, to really grapple with it, the question can lead to rewarding discoveries.

Asking questions is a critical skill – in two senses of the word:  It is critical (i.e., crucial) that teachers question not only their own practice but also what they are being asked to do.  Additionally, asking questions is a critical skill (i.e., helping one to think critically) that leads to improvement.  When teachers ask the questions, they are engaged and empowered.  They are curious and want to find answers, and they are taking responsibility for their own growth. 
  
* http://amorebeautifulquestion.com/wp-content/uploads/2014/08/EdutopiaMakeStudentQuestioners.pdf


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

How to help students ask good questions:



Tips on coaching a novice teacher:



Benefits of play:



“Last Impressions” to close a book study:



What makes teamwork work?  Apply these principles (discovered by Google) at your school:


That’s it for this week.  Happy Coaching!


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

Friday, September 29, 2017

Stems for Coaching Conversations

We know that sentence stems are a support for English Language Learners, but I’ve realized they are helpful in all kinds of situations.  For example, this week, I shared some sentence stems with my son and his wife, who are going to kindergarten parent-teacher conferences for the first time.  (Can you tell me more about…..?  We are trying to figure out why……).  I also shared with my student teachers sentence stems they can keep in mind during writing conferences.  While doing so, it struck me how many of these writing conference prompts I have adopted into my coaching repertoire.  Questions that I ask when conferring with young writers are also useful in coaching contexts.  And these sentence stems and questions can be useful when I wasn’t part of the planning process or wasn’t there for the lesson.  For example:

Planning conference:
·         I don't understand…
·         Tell me more about that.
·         How could you find out more about that?
·         Where is this (lesson) taking you?
·         What do you like best in this (lesson)?
·         What's the most important thing you're wanting your (students) to understand?
·         How will the beginning bring your (students) right into the lesson?
·         Is all of this important? What parts don't you need?
·         What could you use more help with?
·         What questions do you have of me?

Reflecting conference:
·         Tell me more about that.
·         Tell me again about that part.
·         I don't understand…
·         What was your favorite part?  How can you build on it?
·         What was your least favorite part? How might you change it?
·         Why is this significant?
·         What will happen next?
·         What could you use more help with?
·         What questions do you have of me?

Notice that some questions work in both planning and reflecting conferences.  Those are my favorites.  (Less to remember!)  J

Maybe those years of sitting shoulder-to-shoulder with young writers have paid off in unexpected ways!  If you have experience teaching writers workshop, consider how your strengths in that arena can add to your coaching repertoire. 


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

Word choice that supports teacher collaboration:



Student handout with sentence stems for peer discussions:



Ideas for holding Mock Newberry Awards:



Play is important – and mixing up the kinds of play kids do is important, too:



Using infographics and CCSS:



That’s it for this week.  Happy Coaching!


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

Friday, September 22, 2017

Value, Validation, and Recommendation

When I can’t get a conversation out of my head, I figure there’s probably something to be learned from it.  Stick with me while I try to figure this out.

I keep thinking about a conversation I had this week with Angela, an experienced teachers whose wisdom I value.  I was a guest at her school, and the only authority I had was by virtue of respect.  We had just had a conversation with a group of teachers about classroom management, during which I’d tiptoed carefully, knowing the research just didn’t support one of their much-used practices, the clip-up/clip-down behavior chart. 

Angela lingered afterward.  I was grateful that the relationship we’d developed made her comfortable in speaking her mind.  “Sometimes I leave these conversations feeling like I’m doing everything wrong,” she said.

My coaching mind went into overdrive.  This was an expert teacher, one whose classroom practice I’d observed and applauded – one who I sent others to observe.  I valued her and wanted to be sure, first thing, that she knew that.  So I told her.  After expressing my general opinion about her expertise, I rushed in with a few specifics.  “I love how you listen to your students and build your instruction off of their understanding.  You do such a great job of generating class discussion.”  I quickly listed a couple more specifics we’d talked about previously.  Then I circled back to Angela’s concern.  “I’m sorry that you were bothered by our conversation this morning.  I’ve been thinking about this for a long time and haven’t brought it up before because I didn’t want you all to feel criticized.  But the research is pretty strong about this, and I knew you’d want to know.”

Angela wasn’t angry with me, but she did express frustration with the system.  “We get useless PD all the time – telling us things we don’t really need.  But they never do anything about classroom management.  All I have is the little bit from teacher prep and what I’ve seen.  That is all I know how to do.”

“That’s a problem, isn’t it?”  I responded.  “Especially when what we see so much of – the rewards and punishments, the behavior charts – are not supported by the research.  Most students just don’t need or benefit from them.  There are some kids, like we said, who need something more tangible along with having appropriate expectations modeled and taught.”

“The thing is,” Angela countered, I really only end up using the behavior chart for a few kids. Most kids just stay on green.”

My coaching mind raced again.  What if she got rid of the behavior chart and put a more private practice in place for those few students who needed it?  Was now the time to offer a recommendation?  No, I decided.  She was clearly giving the situation thought.  I would tuck away that recommendation, not forgetting it, but saving it for a time when we could have a sit-down conversation and make a plan.  A time when she hadn’t just felt a bit threatened. 

Angela shifted to a more personal application – her use of rewards in her son’s potty-training process.  After swapping toddler stories, we came back to the conversation about classroom management.  The tone now felt casual and comfortable.  “What should I be doing?” Angela asked. 

“There’s not a quick answer to that question,” I said, picking up a book I’d referenced earlier, during our group discussion.  I read a paragraph from the book that described the complexity of creating a positive classroom management system. 

“I think I’m going to ask (the principal) if she can buy us copies of that book,” Angela said. 

A conversation that had started with some tension ended with a positive plan for moving forward.  Thank goodness!  How did that happen?  What can I learn from it so that future strained situations have a similarly happy ending?  Here’s what I think went right:

Value the teacher.   I assured Angela that I valued her as a teacher and affirmed specific things she was doing right (see Coaching through Rose-Colored Glasses).  
Have positive assumptions about teachers’ desire to improve:  I justified my own decision for starting the group discussion by stating, “I knew you would want to know” about research conclusions related to classroom management.
Create safety.  I recognized that blame-shifting helped Angela create a safe distance for talking about the situation.  When Angela blamed the district and her teacher preparation for the strategies she was using, I didn’t counter her.  When she brought up potty-training, I saw it as a connected side-track that somehow lowered the stakes.
Validate concerns.  Instead of pointing a finger back to her, I validated her concern about not knowing other management strategies. 
Reinforce best practice.  I didn’t need to rehash this, since we’d had a lengthy discussion with the group.  I quickly summarized what we know.
Connect with present practice.  When I said, “There are some kids who need something more tangible,” I was, in essence, saying, “You are doing something right with this practice.”  I was trying to build a bridge between current and hoped-for practices.
Use restraint!  This is a big one for me!  Don’t use the firehose!  Some recommendations are best left for later.  Dole them out carefully.  I didn’t spill out all the suggestions that were racing through my mind, but I did make a mental note of one that would be useful for later.
Recognize complexity.  I acknowledged there was no quick fix – true for every classroom question.  I also referenced a book that could take Angela’s thinking deeper, if she chose.  And she did!

I was careful in the conversation because I was cognizant of how important it was for me to maintain this relationship and the fact that all I had for doing so was a foundation of two-way respect.  My concern made me a more careful coacher, but I think I’ve learned some lessons I can apply to any coaching situation.  I hope you can, too!


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

During parent teacher conferences, be a teacher, not a teller: 



Physical activities for secondary classrooms (movement matters!):



Mentoring new teachers:



Spotlight on classroom management:



Engaging in Science argument:


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


Friday, September 15, 2017

Little Things New Teachers Need

For the last year and a half, I’ve had the opportunity to work shoulder-to-shoulder with early-career teachers, problem-solving about how to keep teachers in the profession.  Teacher attrition is a big problem nationwide, with 30-40% of new teachers leaving the profession within their first five years.  This is a problem, not just for the teachers themselves, who have invested significant time and money in preparing for their role, but also for our profession and our students.  Potentially-strong teachers leave before getting their heads above water, so the profession loses the benefit of their talents and knowledge.  Their exit creates a shift toward a less-experienced profession, and this revolving door means students are frequently taught by teachers who are still figuring out the ropes.  

One of the things that will keep new teacher in the profession is personal connections.  When we asked early-career teachers what little things would make a difference for them, over and over again their requests showed a desire for someone to individually reach out to them.  They valued professional as well as personal interactions – both seemed important.

Professional acknowledgment includes praise from a peer.  A first-year teacher said that such praise was “a little thing that can make a big difference.”  How will you know what to praise?  Conversation, observation, and samples of student work can reveal a success or praiseworthy attempt that you can acknowledge.  Professional connections can include a quick, thoughtful note or email with encouraging words. “Pick-me-up notes from colleagues” can provide a needed boost.  Check in on your new teacher friend.  They appreciate “genuine concern and an ear when needed.” 

New teachers also told us that building personal connections is important.  We put a lot of energy into developing relationships with students at the beginning of the year, and new teachers benefit from the same kind of attention.  “Personal connections are HUGE for teacher success,” they said.  Quick conversations not related to school remind us all that while what we do within the walls of the school is important to our identity, we are more.  For teachers feeling overwhelmed by what happens between bells, having someone show interest in their out-of-school life can be refreshing.  New teachers want to get to know their colleagues (and be known by their colleagues) “as people, not solely their teacher identify.” 

These small things, both professional and personal, can add up to a big thing – keeping an energetic teacher in the professional long enough so that she can get her feet under her.  Then we can all benefit from what they bring to school.  If you work with or know an early-career teacher, take a moment a do a little thing.  You may help someone #StayinTeaching.


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

Share this video advice with first-year teachers:



Mindfulness for teachers and students:



Before Wonder, The Mountain Between Us, and A Wrinkle in Time come out on the silver screen, check out these ideas for using an upcoming movie to drive a book study:



Death to behavior charts!  One teacher’s quest to teach students why and how to do the right thing:



Because you don’t always get this impression from the media - More Americans Give Top Grades to Public Schools:



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

Saturday, September 9, 2017

Taking the Pressure Off

Observing a teacher can be a useful coaching activity.  But being observed puts a lot of pressure on the teacher.  Novices, especially, may feel uncomfortable having a colleague in their class.  We can take the pressure off by asking, “What would you like me to do?” when planning for our visit.

Our participation during a lesson can occur anywhere along the spectrum of co-teacher to fly-on-the-wall.  Different stances are going to be more or less appropriate based on the relationship you have built, where you are in the coaching cycle, and the coaching goals you have established with the teacher.  Here are some examples of roles you might take during an observation:

·         Co-teacher:  As you and the teacher plan together, include yourself as an instructional facilitator.
·         Back-up:  If the teacher requests it in advance, you can be ready to step in and co-facilitate.  The teacher could invite you into the lesson if s/he gets stuck, or you could ask, “Can I join the conversation?” 
·         Equipment assistant:  If there are lots of materials to be distributed or managed during a lesson, you could assist, helping transitions go more smoothly.  An extra pair of hands is often welcome!
·         Teaching aide:  The teacher might identify (in advance or during the lesson) specific students who need individual support.
·         Data gatherer:  Whether it is for an upcoming RtI meeting or for future lesson planning, it can be helpful to have detailed data about specific students.  As an extra pair of eyes, you can lean in to collect this data during the flow of the lesson.
·         Instruction analyst:  In this role, the coach looks for general patterns of participation.  When are students engaged?  How many? Who? Who answers questions? Who asks questions? What teacher questions prompt higher-level thinking?  What are the dynamics during small groups?  Depending on your coaching goals and the design of the lesson, you and the teacher might determine the focus of your analysis in advance. 
·         Spectator:  By taking the role of bystander, you are able to see (mostly) how the classroom functions when you are not in the room.  In this role, you try not to draw attention to yourself.  Your observations might be general or guided by a pre-determined focus question.

When asking “What would you like me to do?” during an observation, it might be helpful to preface the conversation with a review of coaching goals and follow up with a few of the above options.  “Would it be helpful for me to…….?  Or …….?  What do you think?”

Observing can occur throughout the coaching cycle.  It’s the opposite of modeling, and can be paired with any of the other coaching moves.  We might make recommendations about a lesson we are planning together that will be observed, or our recommendations might come based on the observed lesson.  We might ask questions to prompt insightful lesson planning before an observed lesson or to prompt thoughtful reflection afterward.  Our affirmations and praise, could similarly come before or after an observed lesson.  So observation is a natural fit with the GIR model.

Giving the teacher some control over what you will be doing while you observe takes the pressure off of a situation that could otherwise feel uncomfortable.  There is much to be gained through an observation – and the conversations leading up to and following it.  Ensuring that the teacher has a say in what your interactions will look like can make the observation even more productive by lessening the teachers’ apprehension.

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

11 secrets of irresistible people (build relationships for coaching!): 



A podcast about infusing social and emotional learning in the classroom:



What is digital literacy?



Engaging boys in writing as a “recess of the mind”:



Scroll down for loads of active-brain ideas for learning:


That’s it for this week.  Happy Coaching!


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

Friday, September 1, 2017

Taking the Bull by the Horns

“Taking the bull by the horns” is one of those idioms we may use without considering its referent.  The origin of this saying is the practice of bull fighters or ranchers who had to face the animal head on and bring it to the ground.  A terrifying image!  Not surprisingly, conversations that we use this idiom to describe can also be frightening.  That’s why we tend to avoid them.  But avoiding a difficult conversation often means that it festers, zapping our emotional energy. 

Difficult conversations are part of every relationship, and coaching relationships are no exception.  For example, Sandra, an elementary school literacy coach, became frustrated that whenever she went into Rachel’s classroom to model, the teacher busied herself with grading papers at the back of the room.  Pre-observation conversations where they set a purpose and created a structure for notetaking hadn’t resulted in a change.  So it was time to take the proverbial bull by the horns. 

Sandra prepared for the conversation by:

1)   Examining her own intentions.  Why was she upset by this behavior? Did she feel personally insulted?  Frustrated because she was wasting her time?  Recognizing that some purposes were more useful than others, Sandra redirected her energy to an intention that might have more buy-in for both of them: She really wanted to improve student learning in Rachel’s class.

2)   Considering the other person’s intentions.  Although Sandra felt ignored and disrespected by Rachel’s behavior, she needed to recognize that was not necessarily Rachel’s intention.  Impact doesn’t equal intent.  Talking herself through this step helped Sandra face the conversation more openly.

Examining both her own and Rachel’s intentions helped Sandra manage her own emotions and be clear about this issue.  Now Sandra was ready for a more productive conversation.  She thought about the best time to talk and decided that after school would be best – neither she nor Rachel would be preoccupied with thoughts about an upcoming lesson.  When the time came, Sandra worked on:

1)   Maintaining an attitude of curiosity.  She stated a fact: “I notice that when I come to model in your classroom, you sometimes grade papers during my visit.  I’m wondering about that.  Can you talk to me about what’s going on?
2)   Listening and acknowledge the other’s position.  Perhaps feeling chagrined, Rachel became somewhat defensive.  “I was listening at the same time.  I’m pretty good at multi-tasking,” she said.  When Sandra didn’t immediately respond, Rachel continued.  “I really can’t waste time during the school day.  I’m way behind on grading with such large classes this year.”
3)   Clarifying your own position.  It would have been easy to switch topics at this point, making suggestions about ways to reduce time spent grading, for example.  But Sandra’s initial concern was important, so she didn’t get waylaid.  She explained her concern about her modeling being less fruitful if Rachel’s attention was divided.  She described her own position without minimizing Rachel’s.  Having stated the concern, they were ready for
4)   Problem-solving.  Now that both perspectives were out in the open, they were ready to brainstorm together about solutions.  What would have to happen for Rachel to feel more engaged when Sandra was moding? Would their coaching cycle work better at another time of the day, week, or semester? Could part of their coaching work address minimizing grading time?  They addressed these and other questions and made adjustments to the plan for their coaching work.

When we avoid a difficult situation, we may feel stuck.  Having a conversation can free up stuck energy for more productive purposes.  It also builds stronger relationships with colleagues; festering concerns hinder relationships.  When we resolve a difficult situation through strength and determination, we are taking responsibility, dealing directly with a situation rather than avoiding it.  Such conversations can feel daunting, but most people feel great once they take the bull by the horns!

GET IMAGE

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

When modeling, it’s okay to let them see you struggle:

Station rotation in a blended learning environment:


Teaching both traditional and digital texts:

How activity helps the brain:


Poetry lesson ideas (K-12) from Read.Write.Think:

That’s it for this week.  Happy Coaching!

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