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You
can find My Coaches Couch, the podcast (with different
content) in your favorite podcast app or at MyCoachesCouch.podbean.com.
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Today’s
blog post is a summer cartoon break that considers what we can learn about
coaching from one of Pixar’s most beloved movie series, Toy Story. This iconic
series has recently celebrated its 30th anniversary and launched the
new film, Toy Story 5. The original Toy Story begins as the toys are anxiously awaiting Andy's birthday. They know new presents are coming, and they worry about what those new toys might mean for their place in Andy's room. In the middle of all the uncertainty, the toys look to their leader, Woody, to devise a plan for uncovering the identity of the newcomers and helping everyone navigate the situation.
There's an important coaching lesson here.
Groups naturally look to leaders during times of uncertainty. Whether a school is adopting a new curriculum, implementing new instructional practices, or responding to changing expectations, teachers often need someone who can help them make sense of what's happening. Coaches may not be the official leaders of a building, but they are often trusted leaders of learning.
The most effective coaching leaders don't solve every problem themselves. Instead, they help teachers organize their thinking, identify next steps, and pull together around a common goal. They create calm when others feel overwhelmed and provide enough structure that progress feels possible. Like Woody gathering the toys together, coaches help people move from uncertainty toward purposeful action.
Helping
Teachers See Their Value
One of the strongest themes near the beginning of the original Toy Story is the desire to be needed and loved. Woody begins to feel like a second-class citizen once the flashy new Buzz Lightyear arrives. He wonders if he still matters. He longs for Andy to remember the history they share and the simple joys that come from a well-loved toy.
Teachers aren't so different.
Every teacher wants to know that their work matters and that their unique contributions are seen. One of the greatest privileges of coaching is that we spend time in classrooms observing teachers in action. That gives us opportunities to notice strengths that teachers themselves may overlook.
As coaches, we can intentionally highlight those strengths. We can name effective practices, celebrate growth, and affirm the expertise teachers already possess. In the GIR coaching model, affirmation and praise are important coaching moves as teachers gain confidence with instructional practices. Rather than continuing to provide heavy support, we acknowledge what teachers are doing well and reinforce their growing independence.
One way to spotlight a teacher's strengths is to invite another teacher to observe that classroom at the beginning of a coaching partnership. Seeing a colleague successfully implement a strategy often feels more attainable than watching an outside expert. Of course, this approach comes with two cautions. First, both teachers should be comfortable with the arrangement so that everyone has a positive experience. Second, avoid creating the impression that only a select few teachers have expertise worth sharing. If classroom visits become part of your coaching work, make sure many different teachers have opportunities to serve as models. Every teacher has strengths that can benefit someone else.
Woody's jealousy of Buzz reminds us how quickly comparison can become destructive. Coaching should never unintentionally create winners and losers. Instead, it should help every teacher recognize the valuable contributions they bring to the learning community.
Collaboration Is Stronger Than Competition
The destructive effects of jealousy and competition become obvious as Woody and Buzz compete for the position of Andy's favorite toy. Misunderstandings grow, relationships suffer, and everyone loses.
Only when Woody and Buzz begin working together do they accomplish what neither could have done alone.
Schools sometimes face similar temptations. Evaluation systems, performance measures, or informal comparisons can create the impression that teachers are competing with one another. Coaches have an opportunity to shift that narrative.
Rather than focusing on individual competition, we can intentionally cultivate collaboration and interdependence. We help teachers open classroom doors, learn from one another, solve problems together, and celebrate collective success. As colleagues collaborate, they gain new perspectives, expand their instructional repertoire, and strengthen the entire school community. When rivals become partners—as Woody and Buzz eventually do in the original Toy Story —the outcome is better for everyone involved, especially students.
Shifting Roles
That's an important lesson for coaches as well.
Our role changes throughout a coaching partnership. Early on, we may provide more modeling, guidance, or recommendations. As teachers become increasingly confident and capable, however, our responsibility is to step back. We shift from directing to partnering, gradually transferring responsibility so teachers become less dependent on us and more confident in their own decision making. Our goal isn't to create teachers who need us forever. Our goal is to build capacity. We do that in different ways, but we are always there to help and serve.
Be the Trusted Companion
This week, you might want to take a look at:
How we
can miss trauma:
https://blog.heinemann.com/trauma-responsive-pedagogy-how-we-can-miss-trauma
Deepen
literary analysis with these visual thinking exercises:
https://www.edutopia.org/video/3-visual-thinking-exercises-to-try-in-english-class
Emergent
reader booklist for thinkers:
https://choiceliteracy.com/article/little-levels-big-thinking/
Ways to make faculty feel welcome:
https://www.fastcompany.com/3039232/5-ways-to-welcome-your-new-employee-to-the-workplace
That’s it for this week. Happy Coaching!
Want
more coaching tips? Check out my book, Differentiated Mentoring &
Coaching in Education: From Preservice Teacher to Expert Practitioner,
available from Teachers
College Press! I’m so excited to share
it with you! You can use the code: JUN2026 for
15% off. Click here and I’ll email you the free Book Group Study Guide that
includes questions, prompts, and activities you can use as you share the book
with colleagues. I hope you’ll love this
book as much as I loved making it for you!
