Personal Leadership Goal: 2.3 Interdependence
Embedded Files
Indicator number: 2.3.4
Indicator name: Re-Engagement
Developing Indicator:
Use coaching strategies and conflict mediation to keep constituents engaged in mission and goals.
Monthly Action Plan for Progress:
Action Steps:
By when, and with whom?
Results/Impact?
October: Discuss which teachers each of us will coach and evaluate for the first coaching cycle.
Meet every Tuesday morning at 8:00am with Instructional Coach and Principal.
O.Cano will be working with a total of 7 teachers this first cycle. A third-year, 4th-Grade teacher's classroom environment needs immediate improvement as well as classroom management and high expectations for students as evidenced by daily/weekly classroom visits.
November: Met with teachers to discuss their learning goal and next steps.
November 17, 2023 with 6 teachers
Teachers were reflective and appreciated meeting multiple times before an observation.
December: Practiced conflict mediation with the 4th grade team regarding their phonics block.
November 10, 2023 with 4th grade team and instructional coach
Team had difference of opinion about phonics block so we sat together and had a productive conversation about what the challenges were and possible solutions.
January: Met with first year teachers to discuss their new semester goals and next steps.
Ms.Valle and Ms.Trujillo, First meeting by 1/19, and observation by 1/31
We discussed next unit, lessons, and ways to meet all learners' needs. Observed their lesson and provided feedback.
February: Met with 4 teachers and had their pre-observation meeting, formal observartion, and observation debrief.
All month of February after school due to their prep time being used for ELPAC testing.
After this formal round, I notice that our teachers are doing a wonderful job teaching phonics in the early grades. After debriefing with them all, I realized that their TA's are getting pulled out a lot, which is causing them not to have small group time to continue the phonics work.
March: Met with with 4 teachers and had their pre-observation meeting, formal observation, and observation debrief.
All month of March after school due to their prep time being used for ELPAC testing.
After this formal round of observations, I noticed that there is a teacher whose classroom management is ineffective, which stops the learning process. After receiving coaching, she still struggles to get through a lesson.
April: Meeting with 3 teachers and having their pre-observation meeting, formal observation, and observation debrief.
All month of April during their prep period.
The pre-observation meetings, formal observations, and debriefs have led to more targeted and effective teaching strategies among the three teachers. This process has also strengthened communication and collaboration between teachers and administration, promoting a more supportive professional environment.
May: Meeting with 2 teachers and having their pre-observation meeting, formal observation, and observation debrief.
All month of May during their prep period.
The detailed observation cycle has resulted in clearer, actionable goals for each teacher, enhancing their overall instructional effectiveness. Additionally, it has provided valuable insights into best practices that can be shared with the broader teaching staff to improve overall classroom performance.
June: Teachers shared what they learned during the year during their coaching cycle with others.
June 5, 2024, during our PD
Teachers sharing their insights from the coaching cycle with colleagues has led to the widespread adoption of effective teaching strategies across the school. This collaborative exchange has also fostered a culture of continuous improvement and professional growth among the staff.
Evidence of Growth or Competency:
As the interim principal, coaching a teacher involves much more than just giving feedback; it’s about using coaching strategies and conflict mediation to keep everyone aligned with our mission and goals. When I provide feedback, I focus on specific, actionable points that help the teacher grow professionally while ensuring their teaching aligns with our school’s objectives. By using coaching strategies, I support the teacher in refining their methods and overcoming any challenges they face. Conflict mediation comes into play when there are disagreements or issues that could impact our goals. I address these conflicts constructively, ensuring that the teacher remains engaged and motivated. This approach helps keep everyone focused on our shared mission and goals, creating a positive and collaborative environment that benefits both teachers and students. It’s all about maintaining a unified direction and fostering continuous improvement.
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