Kick-Off the Year with a Coaching Mindset…
Even if you supervise and evaluate teachers in your role.
One of my favorite things about working in education: We get two new years! Every August/September brings a fresh chance to rethink, reinvent, and recommit.
As this next school year approaches, mid-summer is perfect for asking: Who do you want to be this year? And who do the people you support—teachers or students—need you to be?
Reflect & Align
If you’re a school leader, take a moment to ground your vision:
What values guide you?
Which lessons from last year will you carry forward?
What will you prioritize in the months ahead?
If you’re a school leader, you already know when your team thrives: they feel supported, valued, and empowered. Your positive relationships and clear goals fuel deeper learning and stronger outcomes.
Whether you like and use the term coach or not, the above elements are parts of what I like to call a coach-approach to leadership. They are practices built on partnership, not supervision; trust, not compliance; and autonomy, not requirements.
A “Coach Approach” Buffet
In your leadership role, you likely practice many coaching principles already, in hundreds of ways each week, big and small, public and unseen.
Here’s a smorgasbord of concrete ways to adopt coaching principles… If you are intentionally hoping to support teacher autonomy, agency, and empowerment this year, pick a few that resonate and fit your style.
1. Prioritize Relationships: Center Authenticity & Meet People Where They Are
Elementary: Start each week with 5-minute “check-in circles” in the teachers’ lounge—ask how last week went and what they need this week.
High School: Schedule one-on-one “hallway huddles” between classes to catch up on both professional wins and personal hurdles.
Both: Send a brief handwritten note (or let’s be real, email) after observing a small success (e.g., “I noticed how you redirected Jamie today—that made his day!”).
2. Presume Positive Intentions: Invite Fresh Starts & Withhold Judgment
Elementary: After a lesson that went sideways, open with “Tell me what surprised you today,” rather than pointing out a misstep.
High School: When a teacher misses a deadline, assume they’re overwhelmed—ask “How can I support your planning timeline next week?”
Both: In every coaching conversation, begin with “What do you think went well?” before exploring growth edges.
3. See Growth Potential in Every Educator
Elementary: Identify a veteran teacher’s hidden strength (e.g., morning routines) and invite them to mentor a newer colleague.
High School: Notice a math teacher’s rapport with seniors and propose that they lead a cross-department “study skills” workshop.
Both: Draft a “strengths map” for each staff member, then revisit it quarterly to highlight progress and new possibilities.
4. Support Reflection & Self-Directed Problem-Solving
Elementary: After observing guided reading, ask “What pattern did you notice in students’ questions, and how might that guide your next move?”
High School: Instead of prescribing a new seating chart, say “What’s your hypothesis for boosting participation? Let’s design an experiment.”
Both: Use a simple Stop–Start–Continue template and let teachers lead the conversation—coach with probing questions when needed.
5. Listen More Than You Talk
Elementary: During post-observation debriefs, use a 70/30 rule—listen 70% of the time, speak 30%, and ask three open-ended questions.
High School: Implement a “wait time” pause: after a teacher’s comment, count to five in silence before responding.
Both: Keep a “question bank” at your desk—start each chat with one powerful question (e.g., “What’s working well in your teaching right now?”).
6. Use a Partnership Mindset vs. Compliance, Even in Evaluations
Elementary: Co-create observation criteria with teachers—ask “Which indicators feel most actionable for you today?” before any formal walk-through.
High School: Turn post-evaluation meetings into joint planning sessions: “What support do you need most to reach your goal?”
Both: Frame improvement plans as mutual contracts: you provide resources and check-ins, they define success metrics and timelines.
7. Model Lifelong Learning
Elementary: Share a professional book or podcast you’ve been loving (or wanting to check out) in your staff newsletter.
High School: If you’re a leader who also teaches, invite a department into your own classroom to observe you piloting a new discussion protocol—and debrief together.
Both: Join a cohort for school leaders in your area… make new friends and learn alongside them! Teach Learn Thrive is running three of these this year in the DC area, Baltimore area, and Virginia.
Embed & Elevate
Embedding these practices consistently, and you will transform evaluations into growth partnerships, build authentic relationships with your faculty, and create a culture where every educator feels seen, trusted, and empowered.
Oh, and if you try any of these things, keep an eye on your student learning data—big improvements are likely on the horizon!
So, who do you want to be this year? And what elements of the coach approach will you try in 2025–26?
