The behaviors we looked at support success in coaching others to improve performance.
Building trust, relationships and an environment of collaboration are essential to creating
opportunities to coach successfully. For the next 10 minutes, I’d like for you to be able to
share and gather as many ideas as you can from others around the room. The idea is NOT
to get into a long dialog – share a good idea and move on quickly – here’s what it will look
Hi – I’m looking for good ideas on generating trust with teachers
You have 10 minutes – when the music stops, please return to your seats
Everyone Read pages 24 – 27 in the Tier 3 coaching workbook to discuss each of these in
Identify a key section that has important implications for your work
Identify a golden line from this section
What are some questions you might ask at this stage?
Common sense??? Common Sense is not all that common – Mark Twain
1. People need to know why something is important before they are interested or even
willing to hear how you want them to do it. Too often we fail to address the “why”
something is important before we launch into explaining how it should get done.
2. We rush from one change to the next, never building sufficient support. If people don’t
see the need, why would they go along with your idea?
3. While presenting information clearly is important simply explaining things does not
address anyone’s emotional hopes and fears nor does it address their trust and respect
for those delivering the message.
4. No! People find all kinds of creative ways to stop you in your tracks. Dying of
“malicious compliance” – enough to keep you off their back but not enough to make it
5. Taking the time to make the case makes it go more smoothly. Even though you may
believ it is a crisis Do other’s believe it is a crisis as well?
These can jeopardize your case before you even start.
In the dark: very little information about the need for change. Little reason for them to go
along since they don’t see a need to do anything differently
See the challenge: most important point in the life of a change. When everyone recognizes
the challenge or opportunity facing them – stakeholders have to see the same challenge or
Get started: create the vision, get people involved, develop plans, set timelines, goals and
measures of success. Too often begin here and skiop first two stages
Roll out: implementation phase. Training done, systems in place. Declaring victory and
actually seeing seeing real results are quite different –can’t end here
Results: met goals and achieving results. Change is no longer a change – it is the way you
work – status quo.
Time to move on: time to move on to something new.
The arrow can go into the center of the cycle at any time. Getting out ahead of others is
the biggest reason we get resistance instead OF SUPPORT
If people don’t see the challenge they won’t be interested in what you have planned or
how you want to go about implementing change, so WHY before How
Resistance is in the eye of the beholder. The people resisting don’t see what they are doing
as resistance, they often see it as survival.
Think of resistance as cause and effect – people resist in response to something. Ask: What
are the causes of this oppostion?
Rule #1 shut up
Rule # 2 Remember 1
Use cycle to stay with them
You make me want to be a better teacher - If you care enough to support me in increasing
student engagement in my classroom then I can be a better teacher and therefore I want to
be a better teacher
Offer to take teacher out on observation field trip
Vicarious – principal visitations &faculty meetings
ALL forces that have an impact on human behavior work on only these two mental maps.
Have group count off 1, 2, 3, 4,5 – Each group takes one touch stone – Use table flipchart to
create main points, a visual representation
Peter block quote – flipchart
“Resistance is simply a reluctance to choose” “We have just not made up our mind whether
to yield and surrender to what’s asked of us or to keep on as is.”
– application how you would apply it
-Visual – picture to help us remember the main idea of the touchstone
Each Team shares out
Accept and work with resistance- when I was teaching, I always separated the behavior
from the student – “I don’t like your behavior, but I still like you” - same goes for teachers,
“don’t make it personal”
Remember some resistance is normal