PEER COACHING AND MENTORING
Teacher coaching in schools takes various forms, but is commonly conceived as a means of providing personalized professional support to teachers through discussion about their practice.
Coaching takes time to organise and facilitate within any organisation, and as time is precious in
All schools it is important that coaching, where used, works to maximum effect.
The training aims to give you a clear insight and understanding into the dynamics that happen between people when they work one-to-one. The temptation when coaching or mentoring someone is to provide the solution to their problem or difficulty. This course helps you find ways to hand the issues back to the person and encourage them find the solutions for themselves. We aren’t aiming to teach you how to become a fully accredited coach or mentor, we are aiming to provide you with some highly effective coaching skills you will be able to put into practice immediately.
Coaching and mentoring your students or employees requires a continuous effort to make it a part of your management practices. Use the tips in the following list to help incorporate coaching and mentoring techniques into your management practices.
In some contexts coaching and mentoring are used almost as interchangeable terms. Without doubt they are both valuable processes. It is true that the boundary between them is somewhat permeable and that often the same individuals in schools carry out or participate in both processes.
Teachers and school leaders are becoming more acutely aware of the relationships between engagement, feedback and learning for students, as exemplified by the assessment for learning agenda.
Main aims: to develop coaching to enhance teaching and learning as a new endeavour and to those where coaching already exists.
to establishing models of coaching which are:
.
- Focused on enhancing teaching and learning
- Beneficial to all coaching participants in terms of professional learning
- Sustainable over the long term. It will indicate a series of approaches that can be used to develop coaching practices.
The methodology of the training is based on a combination of three important elements:
- Provision of knowledge required (theory)
- Use of training tools, such as case studies, videos, games, animations & exercises (practice – hands on experience)
- Feedback/reflection (review)
