EMPOWERING LEADERS

P RO F E S S I O NA L
DEVELOPMENT

ANNA UNDERHILL
EAD 533
November 30, 2022
AGENDA

❑Identify purpose
❑Review criteria for faculty coaching cycle
❑Review coaching cycle
❑Go over feedback purpose
❑Culture and respect
❑Review coaching cycle for faculty and support staff
PURPOSE
To be informed of the coaching cycle
for leaders
FACULTY LEADERS

Criteria to selecting faculty leaders:

✓Demonstrates skills to fulfill leadership role
✓Demonstrates habits to be effective in position
✓Previous experience shows success in various
positions
COACHING
CYCLE
FEEDBACK
• The purpose of feedback is to positively influence the learning
environment.

Quality feedback should include these steps:

✓Praise
✓Probe
✓Identify the Problem & Create an Action Step
✓Practice
✓Plan Ahead
✓Set a Timeline to Follow-up
 Why is feedback important?
➢Goal-oriented
CULTURE AND ➢Solidifies what is being done
RESPECT well
➢Allows for continuous
growth
Step 1: Meet with faculty member to set
goals and identify any development
needed
Step 2: Provide development opportunities

Step 3: Implement new strategies based on COACHING

goals and professional development, CYCLE AND
continue to reach goals and adjust
strategies as needed based on data FACULTY
collection

Step 4: Provide feedback, assess goal

obtainment, reflect on strategies used
Step 5: Adjust based of feedback and
continue cycle
Step 1: Meet with teacher to discuss new
curriculum, set goals for curriculum
implementation, identify professional
development needed
Step 2: Attend professional development
COACHING CYCLE
Step 3: Apply knowledge, skills, and AND FACULTY
strategies learned from development.
Collect data. Seek out how to continue to EXAMPLE ON NEW
meet goals and improve implementation. CURRICULUM
IMPLEMENTATION
Step 4: Discuss if goal was obtained,
different strategies used, receive feedback
on how to move forward

Step 5: Set new goals based off feedback

and continue improvement
 Step 1: Meet with support staff member to
set goals based that are targeted towards
their area. Communicate any training
needed.

Step 2: Provide training opportunities

COACHING
CYCLE AND Step 3: Implement new training models.
SUPPORT Collect data and feedback on new training
implementation from faculty members.
STAFF
Step 4: Provide feedback, assess if
implementation was successful, go over
feedback from faculty, set new goals
Step 5: Adjust based of feedback and
continue cycle
 Step 1: Meet with staff member to discuss new
training that will be offered for Skyward. Set
goals of what the member would like to improve
and what the administrator would like to see
COACHING implemented.
CYCLE AND Step 2: Go through training
SUPPORT
Step 3: Apply knowledge from training.
STAFF Request feedback from faculty members
EXAMPLE OF on how it can be improved. Make
adjustments as needed.
IMPLEMENTING
SKYWARD Step 4: Provide feedback, assess if
implementation was successful, go over
TRAINING feedback from faculty, set new goals
Step 5: Adjust based of feedback and
continue cycle
REFERENCES

Culture, O., Culture, O., Public Impact, 𝙎𝙘𝙝𝙤𝙤𝙡𝙨𝘾.𝙋., & Barnes, D. (n.d.). Selecting Teacher Leaders.
https://www.opportunityculture.org/teacher-led-professional-learning/selecting-teacher-leaders/

El Education. (n.d.). Coaching Cycles | EL Education. https://eleducation.org/resources/coaching-

cycles

El Education. (n.d.-b). Coaching for Change: Giving Feedback | EL Education.

https://eleducation.org/resources/coaching-for-change-giving-feedback