But they are exhausted and starting to get feedback from others that they are overly driven.The teacher opens up to you, sharing that they are starting to wonder whether it is all worth it. It is about breaking down barriers, building trust and developing mutual respect through being fully present and empathising with the other’s concerns, feelings and perspectives.When the other person feels “seen”, they will speak openly and any defensiveness or suspicion will disappear. How have you verified, or would you verify, that that is so? If a teacher finds out that you are talking about their performance in another setting, they'll … Coaching Conversations for Teachers is written by Jean Ramsey. Teacher wellbeing: Covid threatens to leave legacy of ... DfE refuses to budge on rotas as infection rates rise ... Staff wellbeing: Marking and lesson-planning ... Wellbeing at Christmas: Time to focus on you. The goal here is for the person you are coaching to be objective. What approach/actions have you seen used, or used yourself, in similar circumstances? Martin Matthews looks at the basics and considers some key coaching questions He was just lying there in the road, not moving and then he got up and started walking in circles. It can enable people to step back from a situation and pick out the root cause of a problem, to create strategic insight and develop radically new ideas. 3. If you hear your staff member saying “I can’t” or “That won’t work”, expressing fearful thoughts or judging themselves or others, then you can be sure that these fears, assumptions and judgements will be clouding their thinking and preventing them from being fully resourceful in their response.Typically, when someone is struggling in this way, leaders will feel uncomfortable with the emotion inherent in the situation and will want to move to safer ground. W for Will: what will you do by when? In fact, the mindset shift required is all about empathy. From this exercise, it became clear that what consistently unlocked the changes needed, was a shift in mindset. Surviving and thriving as a new teacher, 35 hours? The high levels of burn-out of teachers testify to the need to help teaching colleagues reconnect with their personal purpose and find ways of bringing that spark into their everyday work.Conversation 4: The THINK Shift……when someone needs to find new ideas or creative solutionsThe “Think” conversation is needed when someone cannot find the breakthrough idea to solve a problem, or needs to become more strategic in their thinking. Were there any coaches or teachers that stood out for you? Coaching conversations often start with “I liked how you…” and then would move onto “Here’s what you can work on” (often called, “two glows and a grow”). Typically, when someone is struggling in this way, leaders will feel uncomfortable with the emotion inherent in the situation and will want to move to safer ground. Their self-talk will be another clear indicator. No-one is. Play is incredibly important during childhood. File Format. Critically, these conversations do not require a formal coaching session. Some other pointers include: Remember the importance of play. Often this is when faced with a setback or the need to manage a change, but the common thread is that these situations are those in which your staff member has the knowledge and skills that they need, but cannot use them effectively. I think this could work equally well with senior students moving on from school. They may try and make the staff member feel better or tell them they are wrong to feel that way, but, in fact, what is needed is to help your colleague to: The mindset shift that is needed in these situations is from thinking that external factors cause us to feel bad, to recognising that it is instead our own mindset or worldview that shapes our behaviour and impact. Most good leaders will naturally want to be helpful here by listening or offering some time to reflect on what happened, but by actively taking a coaching approach, this kind of situation can be turned into an opportunity to enable a deep and lasting change in others.Through our work coaching thousands of leaders across the world, we have been able to analyse more than 100,000 anonymised coaching conversations in which leaders shared the challenges they were struggling with.From this exercise, it became clear that what consistently unlocked the changes needed, was a shift in mindset. Although this sounds like an easy sequence, it is notoriously difficult in practice. Explore then, the real nature of the problem by asking your coachee to describe their perceived current reality. 3. Finished your class novel? What happens to the others directly involved? 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