As schools become fully functioning "learning organisations" they are increasingly investing in reflective learning as part of their operational practice with the intention of improving standards.
Coaching is a key tool for this process; it can make the critical difference. A coaching culture emphasises empowerment, achievement and professional growth. Coaching is about helping others to help themselves by allowing them the space to reflect and formulate their own goals and learning strategies. They direct their own thoughts and actions and thereby have ownership of outcomes.
Coaching differs form mentoring in that the coach does not necessarily come from the same discipline and is often not an expert in the field of the coachee. Their coaching skills and experience are what matter. A coach will be a sounding board, a supportive non-judgemental practitioner who will help the coachee to find their own solutions and may at times challenge them to change their thinking or behaviour to enhance and maintain high levels of performance.
If coaching is set up successfully it is cost-effective because the impact on staff performance and subsequently on pupil progress is measurable. It is thoroughly motivational, helping to produe an embedded culture of CPD. Coaching is central to the work of professionals in a management and leadership capacity.
As part of an Action Learning Set the coaching process of creating a positive, non-judgemental listening space can bring high rewards and increase confidence, decision making and motivation.
“Coaching Skills for Leaders in the Workplace” How to Motivate and Get the Best from Your Staff.
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