NOT Crazy

This blogpost is in support of my colleagues who serve in the unique role of "coach". Whether a literacy coach, math coach, instructional coach, or other, there are definitely unique demands to your position that require careful consideration. These are the things that you wish someone would have told you about before you signed on the dotted line. Not that it would have kept you from becoming a coach, but it could help to put things into perspective (and help you to say, "Hey, I'm NOT crazy!").

In a recent article by Hunt and Handsfield (2013), the authors examined how literacy coaches negotiate their jobs including looking at issues of power, positioning, and identity. Through a literature review, the authors point to studies in which coaches struggle to implement district mandated curriculum that conflicted with teachers' practical knowledge. Positioning the coach in this way narrows the role of coaches and positions other teachers as deficient. Other coaches negotiate their identities based on their own and others' expectations of the role of coach. Coaches have a political role "as they navigate the 'complicated intersection between power and learning'" (p.52). Even the language a coach uses can position them as an expert or a learning partner.

In this particular study, Hunt and Handsfield (2013) used a constant comparative analysis to examine three small stories and a vignette of coaches enrolled in professional development for literacy coaches. The study took place in a suburb in the Midwestern United States. The district that was studied was implementing partnerships in comprehensive literacy (PCL). Seven literacy coaches were included in the study.

In reading the coaches responses throughout the study, I found many things that parallel what I have observed in my own career. Perhaps my favorite line was, "You have different expectations from different people telling you different things". I'm not sure if this is worse than no one telling you what to do at all?

There are several implications listed by the authors as a result of their research. First, although roles of coaches can and should be outlined, that is not enough for successful coaches and retention of coaches. Instead, "coaching requires complex negotiations of current understandings of the
purposes of institutional spaces, the meanings of professional development, and the
nature of teacher learning". Coaching should be dependent upon individual teacher need and school contexts.

My favorite implication was that coaches must have time for exploring the emotional aspects and challenges of their work. This was a powerful statement, and something I've never been given permission to do as a coach. Meeting with colleagues is a learning time, focused around Eaker, Dufour and DuFour's (2002) four questions (What should students know and be able to do? How will we know if they know it? How do we respond if they do/don't know it?). Of course, this naturally happens when you are problem solving with another coach, but this usually happens on a weekend phone call. Giving coaches permission to express the emotions related to their position can help them to navigate their position in a healthy way.

I also particularly liked the implication that coaches need more than a "tool kit" of "best practices". Giving coaches time to role-play scenarios (I know my colleagues are cringing at that, but hey- I don't make this stuff up...it's in the research!), analyzing audio and video of teachers and coaches at work, and working through case studies together. Also, giving coaches time to analyze their own small stories can be beneficial.

I absolutely love my work as a coach. I am grateful for the staff I work with. I would love to be able to support my coaching colleagues with this information I've just read. To better serve my staff, I need colleagues who can support and be supported by the implications listed above.

Eaker, R., DuFour, R., and DuFour, R. (2002). Getting Started: Reculturing Schools to Become Professional Learning Communities. Bloomington, IN: Solution Tree.
Hunt, C., and Handsfield, L. (2013). The emotional landscapes of literacy coaching: Issues of identity, power, and positioning. Journal of Literacy Research, 45(1), 47-86.

What did you learn today?

Not exactly a quote from my latest read, Embedded Formative Assessment (Wiliam, 2011), but definitely my favorite take-away so far. "What did you learn today?" is often something we ask our children when they arrive home from school. It's also something we (hopefully) close our day with in our classrooms before students walk out the door. But most importantly, it should be something we are asking ourselves each and every day.

You see, (one of) the most important piece(s) to formative assessment is not necessarily the questions you ask, the activities you've set up, or how you are collecting evidence of learning. It's the LISTENING that is happening as you are trying to understand what students really know, and what they are missing. You can make assumptions about a piece of paper with a written answer to a question on it. You can also make assumptions about a written prompt that a student turns in. But only through actually listening, digging deeper, and seeking understanding do we truly get to the heart of what a student is understanding.

Interestingly, one needn't apply the principle of listening to just our conversations with our students. You could easily learn today from a colleague, a boss, a parent. Truly listening means seeking understanding, without presuppositions or bias.

So...what did you learn today?

Choosing Your Words

So...telling your boss you are a "wasted piece of human flesh" might not be the best way to start off your week. One of the most frustrating parts of coaching is navigating district initiatives, building initiatives, PLC initiatives, and individual teacher initiatives. Organizing your time in the most effective way can be frustrating because  you need a goal or a purpose for driving your work. When all of these initiatives clash, or at least seem to lack a flow in the same direction, it can make you feel...well, like a "wasted piece of human flesh" (again, don't ever say that to your boss).

It all comes down to understanding what you can control, what you can't control, and how to best manage your time. Another colleague sent me the link to Dianne Sweeney's podcast this week. Sometimes things just come your way that you REALLY needed to hear. So, just like with my teachers...when I'm unsure of where to start, I need to focus on students.

I really don't think it is a coincidence that a friend tweeted this post at the beginning of the week, and by the end of the week I've had more conversations about student learning, student needs, and responding to this than I have for the past two weeks. So breathe easy. When things start to feel unmanageable or out of control, pick the one thing that you know is THE thing and start there.

Coaching Q & A

This Wednesday I have the opportunity to be on a coaching panel for a class at Drake University. The professor for the course kindly sent me the questions in advance. What a better place to reflect on these than here on the blog?

1. How do you manage your time, and how do you communicate how you will spend your time to the staff? 
   I try to focus my time by setting priorities that will help our building reach our goals. I used to post a calendar outside my door but found the only person who used the calendar was our building principal. I now share my calendar with the building secretary and  administrator. I try to share my role and priorities with our building leadership team.
2. Compare and contrast your role as a literacy coach to your role as a classroom teacher.
   Both roles are very challenging, rewarding, and exhausting in very different ways. I always have to be thinking ahead to that next question, next response, that will help move a team or teacher forward in their learning. The same is true when you are working with students. You need to have a solid understanding of adult learners.
3. What is the ratio of time you spend working with teachers and working with students?

   I can't put an exact ratio on this, but I should find most of my time is spent with teachers. My job is to help them reflect on their practice and set personal learning goals. If I am the one working with students it is only so the classroom teacher can observe their students or observe a strategy I am modeling.
4. How did teachers and parents first react to you as literacy coaches?
   I have had a parent (not from our district) almost physically attack me because "why do our teachers need someone in their room telling them what to do?!" After explaining what my role really was, she had a better understanding. I felt like our first couple of years we really had to sell the program as many school board members were unsure of the value of the role. Now that teachers see the value of the role, I feel I can focus on more important things.
5. What did you do to gain the staff’s trust?
   With every interaction, you have to come from a place that's genuine. There really are very few bad teachers out there (and none that I have ever worked with). Everyone is trying to do what they think is best for their students. Once people understand that you are genuinely there to support this, they find it easier to trust you and work with you.
6. How do you work with resistant teachers?
   Again, this goes back to the trust issue. Also, different teachers need me for different reasons. It depends on what their learning needs are. So while it appears they are resistant, they really may just not need my help in a particular setting. If teachers are resistant to something, it's because they have a belief about what you might be talking about. If they don't understand the connection of how the strategy will help their students (or feel it is a waste of time) they will be resistant. Can you blame them?
7. What was included in your preparation to be a coach?
   We were able to attend a coaching seminar and a workshop our first year as coaches. We also were able to meet as a PLC to learn from each other. Since then I have completed the Literacy Coaching Certificate program through Iowa State. Most of my preparation has come from reading on my own and working with my team.
   
8. When considering making the move to becoming a Literacy Coach, what would you suggest doing to prepare for this role
   First and foremost, ask yourself why you want to make the switch. If your answer is because it's easier than being in the classroom, you will need to rethink becoming a Literacy Coach. Read a lot...about coaching, about literacy, about adult learning and best practices in the classroom. Read about inspiration and data. Never stop reading!
9. How/when are you evaluated?
   I'm evaluated on the same criteria and time-line as a classroom teacher. The artifacts in my portfolio look a little different and I use video clips from PD or classroom modeling rather than teaching.
10. What is the most challenging aspect of your job?  The most rewarding?
    The most challenging aspect of my job is the constant nagging of "Did I approach that situation in the best way? Is there something else I could have asked, done, or said to move the team or teacher forward? Did I push too hard? Did I shut learning down?" I literally lose sleep over these things.
    The most rewarding aspect is watching a teacher look at student learning in a new way, share out what they've tried, and reflect on how it went for students and what they might try next time. When collaborative teams are able to do this where they might not have been doing this before is also a great reward.
11. What is one source of inspiration (a book, a person, etc.) that has helped you through your journey as a Literacy Coach?
    My fellow coaches are always a source of inspiration. They are amazing people who are always willing to share out resources, how they have problem solved through challenges, as well as "coach" me through situations. 
    Also, anything by Jim Knight, Steve Barkley, Carol Dweck, and Susan Scott are always great resources.
    Seriously...start with people first! Just like you would do in a classroom. And know that you will constantly be learning along the way.

What DOES Research Tell Us About Tech Integration?

There is no way I could spend the last two weeks pouring through the literature on professional development and not share. I am specifically looking at professional development in technology and how it might lead to effects on student learning. My initial search through EBSCO examined professional development and literacy coaching. This brought up 23 articles total that relate to student achievement. I broadened my search to coaching and student achievement. From this search, I narrowed 107 articles down to 40 articles that actually address student achievement in the research. Finally, I searched coaching, professional development, technology, and student achievement. This brought me zero results. So, I settled on ten articles focused on professional development and technology integration, one which included a mentor as part of the professional development.

One thing that stood out most for me as I poured over these articles is the importance of teacher self-efficacy in implementing new technologies in the classroom (Overbaugh and Ruiling, 2008). Teachers need to see the value for their students of implementing new technologies. They also need to believe that they have the skills to do so. This makes sense, instructional-y. You are more willing to put in the time and effort if you feel you are capable of something. Think of Vygostky's zone of proximal development. If a task is out of our reach, we simply cannot accomplish it. Without providing the appropriate scaffolds for teachers, we can't expect them to implement new technologies with students.

Professional development for technology integration for teachers needs to be learner centered (Polly and Hannafin, 2010). Teacher development needs to focus on student learning, be teacher-owned, and focus on developing both content and pedagogy. Teachers need to examine their beliefs and actual instructional practices to reconcile the differences between them (John Hattie would support observations and self-examined video-tapes of lessons). Also, more time spent on collaborating around lessons and in-class coaching, results on classroom observations were significantly improved (Martin et al., 2010). Teachers also need scaffolding with in-class implementation of new practices. I can see how the role of a mentor or coach would fit here nicely. In fact, Kopcha (2012) found that participants in a model which included a mentor in Year 1 of implementation, and not Year 2, reported their improved instruction and beliefs were attributed to the mentor and professional development provided by the mentor.

Overall, there is very little research published on student outcomes and professional development in technology integration (and none on instructional technology, coaching, and student achievement). We do know what best practices tell us for professional development (more to come on that). And we do know that technology integration is directly tied to teacher self-efficacy. I hope this information has been useful. I will continue to update as I learn more.

Smile File

As a classroom teacher, I always kept a “smile file”. I’m sure you know what I’m talking about, a special folder or spot where I keep the treasured notes from students that were specially crafted for me. The “thank yous” from parents for making a difference in their child’s life. Sometimes these are simple drawings, other times elaborate letters. Sometimes it’s even a copy of student work from the beginning of the year and the end of the year that shows tremendous progress. Either way, these are the things many of us cherish far more than monetary rewards or artifacts we can put in our portfolios.

When you make the transition from classroom teacher to instructional coach, no one warns you that your “smile file” might be empty for awhile. Sometimes we pop into classrooms just to get our “kid fix”. We might treasure each smile and wave we get from a student. Any acknowledgement that someone is happy we are here. That we made a difference in someone else’s day.

As adults, we don’t often take time to write notes of thanks for the people we appreciate in our lives (unless we’ve received a tangible gift or perhaps a birthday wish). It’s taken me a couple of years to figure out what a “smile file” for an instructional coach might be. I have a couple of thank you notes. I have saved a couple of emails. Today I saved a reflection from a teacher who is taking a course that I am facilitating. This reflection will help me to remember that it takes more than presenting materials or asking “the right” questions to help people move. It also takes a decision on their part to want more for their classroom and for their students. When this formula all works together (learning opportunities, willingness to learn, collaboration) then amazing things can happen for our students. I will always enjoy my “smile file” from my little students. But just as meaningful is my addition from my grown-up students!

Job vs Profession

What makes work "work"? There is a distinct difference between having a job and creating a career. I'm not saying that everybody doesn't have those days where they are so frustrated with work that they would rather be doing something else. But if you genuinely can't say there are more days when you feel excited to walk into work than not, you are probably in a "job". Answers.com states that the difference between a job and a profession is that a profession "should be one that the individual continues to desire to return to day after day without dread."

I have to admit that I'm very lucky. There are many people who don't get the opportunity to go to school to study for a profession. Who may not have the resources to pursue the opportunities they dream of (or have to work harder than others to create those opportunities).

Earlier this year, a group of coaches and I had a chance to renew some of our "professional" spirit at the Twelfth Annual Instructional Coaching Conference (here we are with Bob Marzano). It was a great way to connect with other professionals as well as renew our focus on our work. While I learned a lot about what is going on in the realm of coaching across the globe, I learned a lot about myself and the way I approach my work. I've come to realize more and more that to be a successful coach you have to start with the inside.

As I continue to refine my skills, I have to focus on how I am approaching my work. Am I getting the results I desire? If not, what do I need to change? How could I look at the problem differently?

How will you approach your vocation this week? Are you going to "work" or are you going to your "profession"?