How Coaching And Collaboration Fit Together Essay


Outline for Coaching Experience with Collaborative Colleague

1. Assessment of Collaborative Colleagues Learning Style, Beliefs, Values, and Expectations

Learning Style: Prefers experiential learning, values hands-on activities.

Beliefs and Values: Believes in the importance of adapting teaching methods to diverse learning styles; values direct, constructive feedback.

Expectations from Coaching: Expects guidance, support, and resource sharing to innovate teaching practices.

Reference: Week 2 Assignment, Tschannen-Moran & Tschannen-Moran (2020).

2. Structure of the Pre-Conference Stage

Approach: Utilize elements from the Evocative Coaching model (Tschannen-Moran & Tschannen-Moran, 2020).

Key Elements:

Building Trust: Establish a comfortable and open environment.

Goal Setting: Clarify and agree upon specific goals for the coaching process.

Exploration: Discuss current teaching practices and areas for development.

Reference: Tschannen-Moran & Tschannen-Moran (2020).

3. Objectives for the Observation Stage

Approach: Incorporate elements from the GROW Model (Whitmore, 2010).

Key Objectives:

G (Goal): Identify specific teaching practices to observe.

R (Reality): Observe the current teaching methods and student engagement.

O (Options): Consider alternative strategies during observation.

Reference: Whitmore, J. (2010). Coaching for Performance.

4. Documentation of Observations


Note-taking: Document specific instances of teaching practices and student responses.

Audio/Video Recording: With consent, for more detailed analysis.

Checklists: To track specific behaviors and teaching methods.

Reference: Knight (2008).

5. Conducting...…Approach: Elements from Solution-Focused Coaching (Grant, 2012).

Key Elements:

Feedback: Share observations, focusing on strengths and areas for improvement.

Reflection: Encourage the colleague to reflect on the observations.

Action Planning: Collaboratively develop strategies for improvement.

Reference: Grant, A. M. (2012). Making positive change: A randomized study comparing solution-focused vs. problem-focused coaching questions.

6. Incorporation of Coaching Tools

Charting Talk Time: Monitor the balance of speaking time between coach and colleague.

Charting Coach Behaviors: Track specific coaching behaviors used during sessions.

Confidential Collaborative Coaching Log: Document each coaching session, including goals, progress, and feedback.

Learning Brief Template: Summarize key learnings and action plans…

Sources Used in Documents:


· Learning Resources: Utilize provided materials and frameworks from course resources.

· Outside Resources: Incorporate relevant educational coaching literature.

· Personal Experiences: Draw on previous coaching and teaching experiences to inform approach.

· Reference: Nigro (2007), Siahaan (2020), Hwang & Griffiths (2017).

ReferencesHwang, J., & Griffiths, M. A. (2017). Share more, drive less: Millennials value perception andbehavioral intent in using collaborative consumption services. Journal of consumer marketing, 34(2), 132-146.

Knight, J. (Ed). (2008). Mentoring, coaching and collaboration (Walden University, LLC.,custom ed.). Corwin.

Nigro, N. (2007). The Everything coaching and Mentoring Book: How to increase productivity,Foster talent, and encourage success. Simon and Schuster.

Siahaan, E. (2020). Millennial Generation Employment: The Impact of Millennial Characteristicto Performance Achievement. In Advances in Business, Management and Entrepreneurship (pp. 617-622). CRC Press.

Smith, M. K. (2010). Andragogy: what is it?Retrieved from

Teaching Tolerance. (n.d.). Test yourself for hidden bias.Links to an external site. Retrieved from

Tschannen-Moran, M. & Tschannen-Moran, B. (2020). Evocative coaching: Transformingschools one conversation at a time (2nd ed.). Corwin.

Whitmore, J. (2010). Coaching for performance: growing human potential and purpose: theprinciples and practice of coaching and leadership. Hachette UK.

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