Scenario:
Ms. Kim works with a fourth grade team at her school. She always leaves her door open to encourage her colleagues to feel free to come in, and if she is busy she acknowledges their presence and arranges to meet them as soon as possible. She sends the team regular emails with Internet resources she feels they may be able to use and then encourages them to have candid conversations about what kinds of skills and support they may need to use these resources in their classrooms. She visits their classrooms often to model lessons, co-teach or just observe. The teachers feel comfortable with Ms. Kim because they know she has knowledge to share and will not be judgmental about their abilities.
I have always tried to put myself into the shoes of my colleagues and think what I would want if I were in their shoes. The above graphic shows what I basically try to do.
1. Don't Make Extra Work For People
The first thing that stood out to me in the above paragraph was this line: She sends the team regular emails with Internet resources she feels they may be able to use
This wouldn't be my style. Our inboxes are flooded as it is, and I have come to the conclusion over the last few years that having a central repository, that is easily searchable, is the way to go. This fictitious coach is curating content for her staff but is leaving it up to them to clean their own inboxes and organize the resources.
2. Know what is going on
3. Build Trust
She visits their classrooms often to model lessons, co-teach or just observe. The teachers feel comfortable with Ms. Kim because they know she has knowledge to share and will not be judgmental about their abilities.
This final part of the scenario show what a good job this coach is doing. Getting teachers to feel comfortable working with you is the biggest part of the role -- it is relationship building.
Building a positive relationship, free of judgements, also builds trust. Teachers who feel they are being judged are less likely to try to branch out and push their own teaching farther; they are less likely to take risks. And that goes against what [technology] coaches are trying to accomplish.
Questions to ponder --
Why is it critical for a coach to build trust?
What can coaches do to build trust?
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