The most successful leaders of the 21st century will be those who can simultaneously, say what needs to be said while maintaining a trusting relationship. The options of Reflective Feedback taught in our seminars address these two aspects allowing coach leaders to transform their conversations from “gotcha” to “growth”. Here are the three options for reflective feedback:

1. Clarifying questions or statements for better understanding
2. Feedback statements that identify value or value potential
3. Feedback to mediate thinking through the use of reflective questions for possibilities

School leaders across our country are working to integrate this kind of feedback into their coaching conversations that support the observation/evaluation process. Principal Andy is working to show how evaluation and feedback are best accomplished through a coaching mindset. He, himself, had a mindset shift when he began to see the evaluation process as a tool for supporting his core value of growing teachers. As a result, he totally revamped his process for evaluation. Knowing the importance of certainty for the brain, he and his Assistant Principal, Sean, developed reflective questions that presume positive intent which they gave to their teachers prior to the observation. These questions became the focus of the growth conversation following each classroom visit. Teachers expressed value for this “new” process and feedback that was centered on their strengths and celebrations.

Andy, Sean, and others are finding their shift from a technical change challenge to an adaptive mindset change, has a huge ROI (return on investment). Being in classrooms and holding reflective coaching conversations is the essential work of school leaders so that a coaching culture emerges with a clear focus on the growth mindset for all.

How are you using coaching to create the culture you want for the growth of your staff?