Voici comment vous pouvez améliorer vos compétences en matière de coaching et de rétroaction en tant que leader éducatif.

To elevate your coaching & feedback skills as an educational leader, embrace a holistic approach that fosters growth and development. Start by actively listening to your team members, understanding their unique strengths and challenges. Tailor your feedback to be specific, actionable & supportive, focusing on both achievements and areas for improvement. Cultivate a culture of trust and open communication where feedback is viewed as a tool for empowerment rather than criticism. Encourage self-reflection & set clear, achievable goals to guide progress. By modeling empathy & providing constructive guidance, you create an environment that inspires and motivates, ultimately enhancing the overall effectiveness & cohesion of your educational team.

Just a quick note to point out that eye contact is very normative - for many autistic people and some others eye contact is not conducive to listening - in fact all effort would go in to trying to give eye contact rather than listening and understanding. We need to start discussing the many alternative ways that we can acknowledge to others that we are listening - and for people to understand that eye contact is actually not a requirement for deep listening

To enhance my coaching and feedback skills as an educational leader, I focus on continuous learning and self-reflection. I regularly seek out professional development opportunities, such as workshops or courses on effective coaching techniques. I also practice active listening to better understand the needs and concerns of those I mentor. Gathering feedback on my own performance helps me identify areas for improvement, and I make a point to apply what I learn in real-time. By observing and learning from other successful leaders, I refine my approach, ensuring that my coaching and feedback are constructive, supportive, and tailored to individual growth.

A escuta é essencial para uma comunicação assertiva, é através dela que conseguimos exercer um espaço de compreender o outro, e por consequência, teremos uma comunicação mais empática e consciente.

In 2021, a superintendent in Texas noticed that teachers were struggling with the rapid shift to remote learning. Rather than simply issuing directives, she adopted an empathetic feedback approach. She scheduled one-on-one virtual meetings where she actively listened to each teacher’s concerns and challenges. Understanding their stress, she tailored her feedback to include practical solutions and emotional support, such as peer mentoring and wellness resources. This approach not only built trust but also empowered teachers to adapt successfully to the new demands, leading to a more resilient school community.

Enhancing coaching and feedback skills as an educational leader is crucial for fostering a positive learning environment and improving staff performance. 1. Understand the Coaching Process 2. Active Listening 3. Provide Constructive Feedback 4. Set Clear Goals 5. Encourage Self-Reflection 6. Model Effective Practices 7. Create a Safe Environment 8. Continuous Professional Development 9. Seek Feedback on Your Coaching 10. Celebrate Successes

To enhance your coaching and feedback skills as an educational leader, prioritize empathy. Understand your educators' perspectives and challenges, and express genuine concern for their growth. This empathetic approach fosters stronger relationships and creates a two-way feedback dynamic, increasing the likelihood that your feedback will be well-received and acted upon. By acknowledging their experiences and supporting their development, you not only guide them effectively but also build trust and collaboration within your team.

To get better at coaching and giving feedback, focus on giving clear, helpful advice based on what you observe in the classroom. Work with teachers to solve problems together and share ideas. Always support and encourage them, and celebrate their improvements.

If you want your team to be receptive and act upon your feedback, then be empathetic and supportive. Remember how you deliver feedback is as important as what you say. Be specific and unbiased while providing input. Focus on improvement and growth of your team, rather than just pointing follies. Avoid personal remarks, as it can make them defensive. Encourage and accept their feedback with openness and growth mindset. By doing so, you can strengthen your bonding and set an example for them to emulate.

For your feedback to be effective, ensure it's specific, unbiased and actionable. Don't beat about the bush, as it can create confusion and misunderstanding. Focus on particular areas of improvement and growth. Elaborate your observations with concrete proof. It will help them understand and appreciate you. Providing suggestions and offering support can enhance the value of your feedback.

Providing specific feedback is essential for genuine professional development. Vague comments might leave people unsure of how to improve, whereas clear, practical insights assist them realize exactly what is working and what needs to be addressed. By identifying specific situations in which a team member excelled or where there is space for improvement, a leader provides a focused path for development. This strategy guarantees that criticism is both constructive and empowering, providing team with a clear direction to grow and perform.

In 2020, an assistant principal at a middle school in New York implemented a new feedback approach during teacher evaluations. Instead of offering broad comments, she provided specific feedback by citing exact moments in classroom observations where teachers excelled or needed improvement. For example, she praised a teacher's use of questioning techniques that engaged students and suggested concrete strategies for improving lesson transitions. This targeted feedback gave teachers clear direction and actionable steps, leading to noticeable improvements in classroom management and student engagement across the school.

To enhance your coaching and feedback skills as an educational leader, focus on specificity. Vague feedback often leads to confusion. Instead, provide clear, actionable insights by highlighting specific instances where an educator excelled or needs improvement. Offer concrete suggestions that guide their development. This approach makes your feedback more valuable and gives educators a clear path to improve their teaching practices. By being precise, you foster growth and help educators reach their full potential.

Feedback that emphasizes both what went well and opportunity for growth is much more helpful than only focusing on mistakes or failures. It gives the educator clear steps they can take to increase skills and be a better educator, which they truly want. Clear is kind, unclear is unkind, to quote Brene Brown. And that goes for both, what went well and areas needing improvement. Just saying great job isn't as helpful as giving specific examples of what the person did well so they don't need to guess about what they did well.

Encouraging leaders to adopt a growth mindset is essential to promoting ongoing professional development. As a leader, inspire your team to think of skills as something that can be improved with perseverance and hard work. When providing feedback, frame it as an opportunity for professional development as opposed to criticism. With this strategy, leaders may take on obstacles with confidence, grow from their mistakes, and constantly refine their pedagogical practices. This kind of thinking makes for an inventive and resilient learning environment that is advantageous to all stakeholders.

In 2018, a district superintendent in California noticed that teachers were hesitant to try new teaching methods due to fear of failure. To foster a growth mindset, she introduced a "Learning Lab" initiative where teachers could experiment with innovative techniques in a supportive environment. Feedback was framed as a tool for growth, with an emphasis on learning from mistakes. By celebrating small successes and viewing setbacks as learning opportunities, she helped teachers build confidence in their abilities. This approach led to a culture of continuous improvement and innovation across the district.

Enhance your coaching and feedback skills by fostering a growth mindset in your team. Emphasize that skills are developed through dedication and effort, and position feedback as a tool for professional growth, not criticism. This approach motivates educators to embrace challenges, learn from experiences, and continually improve their teaching methods. By encouraging this mindset, you'll create a supportive environment where educators feel empowered to evolve and excel in their roles.

Embracing a growth mindset can truly transform your coaching and feedback approach. Every feedback session should be seen as a chance for mutual growth, both for you and your team. I’ve found that fostering a culture where experimentation is encouraged, and mistakes are viewed as learning opportunities, creates a safe space for innovation. Empowering others by helping them reframe challenges as opportunities for skill development can be incredibly rewarding. And, of course, regularly reflecting on and adapting your coaching techniques keeps you evolving alongside your team. This approach not only boosts performance but also strengthens trust and collaboration.

A growth mindset is the belief that abilities and intelligence can be developed through effort and learning. Embracing challenges, persisting through setbacks, and seeking feedback are key aspects. This mindset fosters resilience, encourages continuous improvement, and helps individuals view failures as opportunities for growth rather than fixed limitations.

To enhance your coaching and feedback skills as an educational leader, make feedback a continuous process. Set up regular follow-up meetings to discuss progress and address new challenges. Offer resources or professional development opportunities to support the implementation of feedback. This ongoing support demonstrates your commitment to educators' growth and reinforces the importance of the feedback process. By fostering a culture of continuous improvement, you can help educators thrive and achieve better outcomes.

In 2017, a principal at an elementary school in Florida recognized that her teachers were struggling to implement new literacy strategies. Instead of just giving initial feedback, she established a system of ongoing support. After each feedback session, she scheduled follow-up meetings to review progress and provided additional resources, such as access to literacy coaches and professional development workshops. This consistent follow-up ensured that teachers felt supported and were able to effectively apply the feedback, leading to significant improvements in student literacy rates across the school.

Follow-up support for leaders involves ongoing guidance and resources after initial training or feedback. It includes regular check-ins, access to mentorship, and additional training to address challenges. This support ensures leaders continue to develop skills, apply learning effectively, and overcome obstacles, leading to sustained growth and improved performance.

A prática do Feedback leva a uma melhor interação com a equipe de fornecer um bom engajamento nos resultados. Para isso, é bom efetuar feedbacks com frequência além de realizar mentorias para aprimorar as habilidades de cada membro da equipe ou setor.

In 2019, a high school principal in Oregon wanted to enhance the effectiveness of teacher evaluations by incorporating reflective practice. She introduced a "Reflection Journal" initiative, where teachers were encouraged to regularly document their thoughts on their teaching methods, classroom interactions, and student outcomes. Before feedback sessions, teachers would review their journals to self-assess their performance. This practice not only made teachers more aware of their strengths and areas for improvement but also made them more open and receptive to the principal's feedback. The approach fostered a culture of continuous self-improvement and collaborative growth within the school.

Uma das minhas mais especiais lembranças profissionais que tenho é o Diário de bordo. Na minha primeira experiência como professora em uma escola em Brasília todos os professores da escola tinham entre suas atribuições a escrita de um relato do dia a dia. Era um registro a parte do diário escolar ou do caderno de planejamento. No diário de bordo, através da escrita livre, devíamos lançar um olhar crítico para a nossa prática de sala de aula.

Microteaching/Video Review (ES=1.01) or 2 1/2 years' learning potential Reflection is the one true way to improve the learning in the room. What did I do to design the best learning possible? How can I make it better the next time? Teach/Reflect/Improve Repeat...

We are using two main components in our institute. First component is conducting "Weekly Reflection and Improvements", constant self-reflection and improvement are the best practice of ‘Effective Teacher’. In our institution, we have been using “Reflection Lenes” in our weekly review academic meeting. Using reflection lens are: The Self-Lens, The Student Lens, The Colleague Lens and The Theoretical Lens. Component (2) is developing Professional Learning Community (PLC) in our institute. We must do the continuous learning practice of "Learn, Re-Learn and Un-Learn" practices effectively in current dynamic changes.