I have been a teacher for 17 years.

In the first few years of work, my practice improved daily.

I learned how to engage students with the materials I developed and how I delivered them. I learned how to be flexible. I also learned how to have difficult conversations with students and staff.

Some of these experiences went well, and some offered lessons I needed to learn.

Within a few years, I also had the opportunity to move into leadership positions. These created new challenges and areas for growth.

However, I had noticed that my teaching itself plateaued. I felt I was doing well; I just didn’t feel I was growing.

So, I signed up for training and workshops. I completed a master’s degree in education. I learned a lot, and I brought this learning back into the classroom.

Yet, it wasn’t until I worked with an instructional coach that it really started to grow.

Coaching in education is a relatively new concept. It probably is for most professions. Although I’m not sure why.

The best athletes in the world – no matter what the sport – all have coaches.

Despite the enormous amounts of natural talent professional athletes have, coaches are hired to improve athletic performance, including speed, skill, stamina, strength, and flexibility.  Coaches also provide an external eye, seeing possibility where athletes can’t. It is a practical skill-based relationship with mentorship at the foundation.

Studying vocal music at university was the same. My coach’s role was to improve my vocal performance. He helped me develop skill, stamina, strength, and flexibility in my voice. He provided ears, hearing things I didn’t.

In education coaching isn’t much different. My coach taught me new strategies and techniques that improved my practice. I learned how to engage students in a different way that helped them learn better. My coach also supplied another set of eyes, seeing student interactions or behaviours that I missed.

While every coaching relationship isn’t created equal, there can be great value when you find the right one. This is true regardless of any profession – from the operating room, classroom, boardroom, office, stage or field.

A good coach will analyze our performance, provide an external eye, and to help us come up with creative solutions to challenges. It can be a friend, a trusted work colleague, a boss, teacher, a person in the same field, or retiree. It doesn’t matter their role, if they provide insights that help you improve.

That is the challenge this week: I encourage you to consider who could help coach you on your work performance.

Start small. Perhaps seek out advice on a challenge you’re tackling. Or ask for feedback on a presentation you gave. These are small forms of coaching that can build.

The key is to ask someone who is kind, informed, and comes with a lot of knowledge and experience.

Best wishes, Lauren  

P.S. If you’re still unsure who to ask for support, feel free to reach out to us. We offer free 30-minutes consultations and are happy to help.