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The Mentoring and Coaching Role of a

Deputy Principal

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Introductions….

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STAND UP!Think of someone you knew/know who had a positive influence on your life, through their words and actions.

Opposite of above.

(exclude family members)

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Negative influence

In your groups..

Positive Influence

Thinking of this person - how did the person interact with you? How did they speak to you? How they did make you feel about yourself and about them?

Thinking of this person - how did the person interact with you? How did they speak to you? How they did make you feel about yourself and about them?

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Mentor

From Homer's Odyssey. Odysseus fights in the Trojan War and entrusts the care of his son to Mentor, who serves as teacher and overseer of Odysseus' son, Telemachus.

A mentor has come to mean “A wise and trusted counselor and teacher.” It refers to the patterned interactions, process, and communication whereby one person acts as mentor to another. (both formally and informally)

Michigan State University ExtensionGuide for Developing Mentoring Relationships

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eCoach, Mentor: Is there a

difference??Mentoring Coaching

Focus Individual Performance

Role Facilitator with no agenda Specific agenda

Relationship Self selecting Comes with the job

Source of influence

Perceived Value Position

Personal Returns

Affirmation/ Learning Teamwork/ Performance

Arena Life Task related

By Matt M. Starcevich, Ph.D.CEO Center For Coaching & Mentoring, Inc.

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Do people at school sometimes think of you as…..

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eGROW- Four step questioning

approach*

The GROW (Goal, Reality, Options, Wrap-up) modelFirst introduced by Sir John Whitmore

• It helps gives structure to a mentoring occasion so it is effective and meaningful

Key is helping others to identify and define their specific goals, and then organize themselves to attain these goals. The effective mentor can do this by becoming skilled at asking questions and guiding their mentee towards appropriate solutions. * Faculty Mentoring Resources at University of Wisconsin, Oshkosh

(http://www.uwosh.edu/mentoring/faculty/home.html)

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What questions might you ask to establish the topic the person wants to discuss, or what their objective is?

● What would you like to discuss?

● What would you like to achieve?

● What are you trying to accomplish?

● What would you like to happen that is not happening now; or

what would you like not to happen?

STEP #1: Goals

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What questions might you ask to establish the reality of the situation?

● What is happening at the moment?

● What effect does this have?

● What other factors are relevant?

● What is their perception of the situation?

● What have you tried so far?

● What do you see as the obstacles?

Step #2: Realistic

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What questions might you ask to get the person to consider their choices & options

● What could you do to change the situation?

● What possibilities for action do you see?

● What approach/actions have you seen used, or used yourself, in

similar circumstances?

● Who might be able to help?

● What are the benefits and pitfalls of these options?

Step #3: Options

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Commitment to an action plan

● What are the next steps?

● When will you take them?

● What might get in the way?

● What support do you need?

● How and when will you enlist that support?

• Would it be helpful to talk about this again?

Step #4: Wrap-up

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Research* has shown that:

For teachers, there is enhanced:• self-confidence• willingness and capacity to learn and change• repertoire of teaching and learning strategies• confidence in the power of teaching to make a difference

For school leaders, there is enhanced leadership of learning… which is of benefit for all teachers and students.

*Creasy, Jane & Paterson, Fred 2005, Leading Coaching in Schools, National College for School Leadership, UK

What are the benefits of Coaching

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‘Coaching is unlocking a person’s potential to maximise their own performance. It is helping them to learn rather than teaching them.’

Whitmore, 1996

..it is simply a series of learning conversations..

Shaw and Linnear, 2007

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•Take a few moments to consider opportunities for mentoring/coaching in your school.

or • Share mentoring experiences you found to be successful in your role as Deputy Principal

Opportunities for Mentoring/Coaching in your

school

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•Positives ALN

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Most likely times when you may need to mentor:

•Struggling with challenging behaviour•Classroom management issuesThese students may up in your office at a later stage, so better if they are dealt with by the subject teacher

Mentoring Colleagues

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What strategies have you found to be helpful and which you could pass on to less experienced/struggling colleagues?

Classroom management strategies

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•Establish rules and routines•Identify behaviour hotspots•Fair and consistent•Accommodate a variety of learning styles

Some Strategies

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Classroom Behaviour Plan

Rules

Routines

Consequences

Positive Negative

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eDeveloping a Classroom Behaviour Plan – Guidance for

forming rules Formulate your rules. Beside each rule explain the reason

for it and what you hope to see your pupils doing.

Rule Reason What will you see pupils doing?

1

2

3

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5

6

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Entry into classroomDistribution and collection of materialsGaining teacher attention and assistanceTransition between activities or tasks Teacher gaining attention of classClearing awayHomework – completed tasks / setting tasksUse of equipmentGroup workSpeaking in classLate arrivalsClose of lesson feedbackExit from classroom

Behaviour Hot Spots

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•Clear•Taught•Modelled •Practiced•Reinforced•Reviewed•Changed as necessary•Re-taught

Process for developing effective classroom routines

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Research in Maryland USA on 5,300 students :

•29% with visual dominance•34% with auditory dominance•37% with kinaesthetic dominance

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Learning Styles

’75% of teachers are sequential, analytic presenters and 70% of all their students do not learn in that way’

Eric Jensen

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Memory

People remember more from the beginning and end of a learning experience than they do from the middle

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Review and Recall

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The Second Level Support Service is funded by the Department of Education and

Science under the National Development Plan

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• People are the most valuable resources in an organisation

• Reverse benefits of mentoring.• Building leadership capacity

‘True happiness…. Is not attained through self-gratification, but through fidelity to a worthy purpose.’ Helen Keller

Why bother with mentoring & coaching….why not just concentrate on yourself…..

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Principles of leadership

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Disclaimer!!?

This ppt is not

• a training program for coach or mentors

• intended to undervalue the skills and capabilities of trained or experienced coaches & mentors