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MY TOP 3 TAKEAWAYS AND HOW TO APPLY THEM TO YOUR LEADERSHIP
Recognise “In-the-Moment” Coaching Opportunities
Effective coaching isn’t limited to formal settings; in fact, some of the most impactful coaching occurs spontaneously. These "in-the-moment" conversations can arise anytime a team member seeks guidance or reassurance. Recognising these moments requires an active awareness and the ability to shift from directive to facilitative leadership. In-the-moment coaching is described as less formal and less directive, where leaders make the most of coaching opportunities spontaneously during everyday interactions. These conversations are tailored to support team members in the moment, helping them process and find solutions without the need for a structured, scheduled meeting. By focusing on the individual’s needs and being present, leaders can make these brief interactions meaningful, fostering trust and empowering their team to find solutions independently.
Takeaway: Stay attuned to opportunities for in-the-moment coaching by listening actively and being open to providing guidance on the spot. This can enhance team morale and create a culture of continuous support and growth.
Use the 'Feedback Bridge' for Constructive Conversations
Feedback can be transformative when delivered effectively. The "Feedback Bridge" is a technique that encourages leaders to pair affirming comments with constructive suggestions, creating a balanced approach that emphasises strengths while addressing areas for improvement. Starting with an affirmation reinforces the individual’s confidence, and using “and” as a bridge to improvement keeps the conversation positive and solution-focused. This is not to be confused with the 'Feedback Sandwich'.
Takeaway: When providing feedback, use the Feedback Bridge to affirm strengths, offer constructive suggestions, and involve the individual in developing a plan for improvement. This approach can make feedback more actionable and impactful. Use words, such as:
'...you could...'
...'and...' (instead of but)
'What do you think?'
Develop a Coaching Culture for Leading and Learning
Establishing a coaching culture involves more than just implementing coaching strategies. It requires an intentional focus on fostering collaboration, trust, and open communication across the school through formal and structured coaching conversations and a 'coaching way of being' to communication. A coaching culture encourages everyone—from leaders to teachers to staff members—to engage in conversations that prioritise growth, learning, and mutual support. By modelling these behaviours, leaders can inspire and empower their teams to take ownership of their development and align their personal goals with the school's vision and mission.
Takeaway: To build a coaching culture, lead by example and encourage coaching conversations at all levels. This helps embed coaching as a part of your team’s DNA, supporting continuous development and alignment with school goals. Use Clutterbuck & Megginson's Stages of Development Coaching Culture to monitor your current status:
Nascent: Coaching is in its early stages, emerging informally with limited understanding and structure.
Tactical: Coaching becomes more intentional, starting to implement formal programs and train coaches, but it is still somewhat isolated and unknown.
Strategic: Coaching is systematically integrated, becoming a key part of ongoing professional development and coachees lead performance and leaders lead best practice.
Embedded: Coaching is fully embedded, becoming a regular and essential part of the school context and environment.
Clutterbuck & Megginson's Coaching questionnaire- click here
If you and your team are reading to implement a coaching approach to work towards shifting literacy practices and transforming literacy outcomes, download this Coaching Guide for Literacy Success to help you on your way.
Click on the image to download your copy.
Let's have a quick, 15-minute Level-Up Literacy Coaching Conversation to see how things are going and to check you're on track. Book now.
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