2. Introduction
There are many considerations when entering a coaching relationship. Many
factors need to be considered and thought through before the relationship can
be successful. Some considerations include:
• Gender
• Culture
• Generation
3. Gender and Coaching
• It is important to consider gender
differences when entering a coaching
relationship. Gender may affect the way a
person coaches or teaches. For example, a
male teacher may have different
considerations when interacting with
students. Both the coach and the mentor
need to be aware of these differences.
4. Gender and Coaching
“White males, the power brokers and decision
makers in academia, are faced with mentoring
opportunities and challenges across cultural,
ethnic, and gender lines.”
(Fletcher, 2012)
5. Culture and Coaching
The overall goal for coaching in regards to culture is to
build a culture for learning. The culture in schools is a key
ingredient for success. The culture of a school is resistant
to change. Teachers and administrators must be active in
changing the culture of a school in order for new
innovations to succeed. Establishing a coaching program in
a school requires change. It requires hard work and takes
time.
(Sweeney, 2011)
6. Culture and Coaching
Schools with a culture for learning have the following characteristics:
The principal is a learner
Data and student work guides decision making
The focus is on student learning
Time for reflection
Examine concepts and their direct relation to student learning over time
Adult learning is accounted for through professional development
There is a climate of trust.
(Sweeney, 2011)
7. Generation and Coaching
“Today’s workplace includes members of four separate and distinct generations”
(Sweeney, 2011, p. 146) and include Traditionalists, Baby Boomers, Generation X, and
Millennials.
While teachers identifying with each generation possess
a wealth of knowledge, skills, and creativity that can be
useful in the learning environment, coaches must be
aware of distinct characteristics that are common to
each generation.
8. Generation and Coaching
Perspectives of Coaching Areas of Low Response
Traditionalists View coaching as unnecessary and would prefer
to learn through trial and error
Coaching styles that are too casual, lacks
respect for establishment, or does not
acknowledge their experience
Baby Boomers View coaching optimistically and as an
opportunity to gain the skills needed to stay
competitive
Coaching styles that are too casual and that
focuses upon their weaknesses and flaws
Generation X View coaching positively but may have
difficulty finding time to engage in coaching
Coaching that does not emphasize key points
quickly and that supports inefficient rules and
policies
Millennials View coaching as very helpful in the process to
transition to teaching
Coaching that places too much emphasis upon
theory and does not appear to be directly
related to their teaching practice
9. Generation and Coaching
• Although it may not be possible for a coach to specifically tailor his or her work to
meet the specific generational needs of each teacher, it is absolutely helpful to
“develop an awareness of the patterns of generational groups and be sensitive to
their needs” (Sweeney, 2011, p. 149).
Surveys and group activities during staff meetings
can be used to learn more about the preferences and
needs of teachers among different generations.
10. Conclusion
A coaching relationship has many
puzzle pieces that fit together and
although there may be challenges
along the road such as gender,
cultural, and generational
considerations that need to be taken. Coaches should always create
positive and professional
relationships and enhance the
learning process for teachers.
11. References
Fletcher, Sarah J. and Mullen, Carol A. (2012). The SAGE Handbook of
Mentoring and Coaching in Education: Chapter . Retrieved from
University of Phoenix eBooks.
Sweeney, D. 2011. Student-Centered Coaching: Chapter 3: Crafting a Culture
of Learning. February 19, 2016. Retrieved from
University of Phoenix eBooks.
Editor's Notes
There are many considerations when entering a coaching relationship. Many factors need to be considered and thought through before the relationship can be successful. Some considerations include:
Gender
Culture
Generation
It is important to consider gender differences when entering a coaching relationship. Gender may affect the way a person coaches or teaches. For example, a male teacher may have different considerations when interacting with students. Both the coach and the mentor need to be aware of these differences.
“White males, the power brokers and decision makers in academia, are faced with mentoring opportunities and challenges across cultural, ethnic, and gender lines” (Fletcher, 2012).
The overall goal for coaching in regards to culture is to build a culture for learning. The culture in schools is a key ingredient for success. The culture of a school is resistant to change. Teachers and administrators must be active in changing the culture of a school in order for new innovations to succeed. Establishing a coaching program in a school requires change. It requires hard work and takes time. Schools with a culture for learning have the following characteristics:
The principal is a learner
Data and student work guides decision making
The focus is on student learning
Time for reflection
Examine concepts and their direct relation to student learning over time
Adult learning is accounted for through professional development
There is a climate of trust.
(Sweeney, 2011)
“Traditionalists, born between 1900 and 1945, include about 75 million people. Baby Boomers make up the largest group of about 80 million people who were born between 1946 and 1964. Generation X is a much smaller group of approximately 46 million who were born between 1965 and 1980. The Millennials are almost as large as the Baby Boomers, with at least 76 million people who were born between 1981 and 1999” (Sweeney, 2011, p. 146).
Although it may not be possible for a coach to specifically tailor his or her work to meet the specific generational needs of each teacher, it is absolutely helpful to “develop an awareness of the patterns of generational groups and be sensitive to their needs” (Sweeney, 2011, p. 149).
Surveys and group activities during staff meetings can be used to learn more about the preferences and needs of teachers among different generations.