"Here we go TEACHERS - Here we Go!"
At first, I was worried that teachers would be wary of us coaches. After all, they didn't really ask for this. It is a requirement of the Q-Comp plan that the district adopted. But the more I learn and practice coaching, the more I see the value that I can bring to dialogues with the teachers I observe, and the more I see teachers welcoming the support and encouragement they can get from a coach.
"But what if all the teachers are found to be proficient?" Awesome! Shouldn't they be? Wouldn't that be a wonderful reflection on the district and the caliber of teacher that they hire? I detest the bell curve model. Teacher Evaluation & Development is not based on a bell curve which would force coaches and administrators to find a set number of teachers below proficiency. No - we use a growth model. We assume the positive. I've observed ten teachers so far, and I am impressed with the passion, dedication, and expertise I've seen. They all want the best for their students. I see the job of coach as a sort of conveyance for the teacher - I help them get from where they are to where they want to be with their practice. I just hope the ride's not too bumpy this first year.
