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Student Peer Coaching
       Experience
Dawn Wood, Jonny Kew, Janet Finlay
 JISC funded PC3 project @ Leeds
      Metropolitan University
The art of conversation
• A good coach needs to master:
  – Listening
     • Language, tone, tempo, volume, inflections
  – Questioning
     • What, Why, How, When
  – Observing
     • Body language, gestures, eye movement
  – Rapport
     • Trust and commitment
  – Themselves
     • Awareness of their values, beliefs, interests, agendas –
       achieving a non-judgemental state
Good Questions
• Goals
   – What would you like to happen?
   – What is your insight about this?
   – What does it mean to you?
• Reality
   – Describe/explain where you are now with this?
   – How important is this to you?
   – What impact is this having on you?
• Options
   – What has worked well in the past?
   – What else could you do?
• Way forward
   – How will you do that?
   – When will you do that?
   – Who do you need to involve?
Jonny’s Experence
• Level 5 Module “Planning for work based
  learning”
• Students are required to identify six learnng
  outcomes for their placement
• To support this peer coaching is used in triads
  (coach, coachee, observer)
• Students required to provided evidence of
  their coaching experience via any means!
• Podcasts, Blackberry, Facebook
Will, Jonny and Jay Coaching
Coaching process

 Student Experience
Work Based Learning
• Practical based assessment
• Learning outcomes to be developed through
  coaching process
First coaching experience
• Three key roles:
  – Coach: Participant offering guidance and steering
    coachee to the result rather then telling them the
    answer.
  – Witness: External guidance after coaching session
    for future development.
  – Coachee: Participant receiving coaching on
    learning outcomes.
Developments
• Facebook with continued support from tutor
• Smartphones- Coaching forum readily
  available
• Throughout placement whereby face to face
  coaching wasn’t possible
Applying the skills in the future
• Coaching after work experience
• Creating coaching forums for other modules
• This has enabled:
  – Organise group meetings
  – Assist group members
  – Applying coaching skills for other modules
Next Steps
• Current group has experienced a more formal
  approach – supported by current literature
• Nicks aim to develop cross year coaching with
  interested parties.
• Student Ambassadors – promoting coaching to other
  students and staff
• Expand the coaching to other courses
   – Health - speciality choices and PDP
   – Media – embedding change management in PDP
• Offer group coaching to students across the university
  on key topics – e.g. assessment
Resources
• Gallwey, W. T. (2000) The inner game of work.
  Random House Trade Paperbacks.
• Rogers, J. (2008) Coaching skills. A handbook. 2nd ed.
  Berkshire, UK: McGraw Hill.
• Rogers, J. (2007) Adults learning. 5th ed. Berkshire, UK:
  Open University Press.
• Megginson, D. and Clutterbuck, D. (2009) Further
  techniques for coaching and mentoring. Oxford, UK:
  Butterworth-Heinemann.
• Whitmore, J. (2002) Coaching for performance.
  Growing people, performance and purpose. Nicholas
  Brealey.

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Peer coaching: the student experence

  • 1. Student Peer Coaching Experience Dawn Wood, Jonny Kew, Janet Finlay JISC funded PC3 project @ Leeds Metropolitan University
  • 2. The art of conversation • A good coach needs to master: – Listening • Language, tone, tempo, volume, inflections – Questioning • What, Why, How, When – Observing • Body language, gestures, eye movement – Rapport • Trust and commitment – Themselves • Awareness of their values, beliefs, interests, agendas – achieving a non-judgemental state
  • 3. Good Questions • Goals – What would you like to happen? – What is your insight about this? – What does it mean to you? • Reality – Describe/explain where you are now with this? – How important is this to you? – What impact is this having on you? • Options – What has worked well in the past? – What else could you do? • Way forward – How will you do that? – When will you do that? – Who do you need to involve?
  • 4. Jonny’s Experence • Level 5 Module “Planning for work based learning” • Students are required to identify six learnng outcomes for their placement • To support this peer coaching is used in triads (coach, coachee, observer) • Students required to provided evidence of their coaching experience via any means! • Podcasts, Blackberry, Facebook
  • 5. Will, Jonny and Jay Coaching
  • 7. Work Based Learning • Practical based assessment • Learning outcomes to be developed through coaching process
  • 8. First coaching experience • Three key roles: – Coach: Participant offering guidance and steering coachee to the result rather then telling them the answer. – Witness: External guidance after coaching session for future development. – Coachee: Participant receiving coaching on learning outcomes.
  • 9. Developments • Facebook with continued support from tutor • Smartphones- Coaching forum readily available • Throughout placement whereby face to face coaching wasn’t possible
  • 10. Applying the skills in the future • Coaching after work experience • Creating coaching forums for other modules • This has enabled: – Organise group meetings – Assist group members – Applying coaching skills for other modules
  • 11. Next Steps • Current group has experienced a more formal approach – supported by current literature • Nicks aim to develop cross year coaching with interested parties. • Student Ambassadors – promoting coaching to other students and staff • Expand the coaching to other courses – Health - speciality choices and PDP – Media – embedding change management in PDP • Offer group coaching to students across the university on key topics – e.g. assessment
  • 12. Resources • Gallwey, W. T. (2000) The inner game of work. Random House Trade Paperbacks. • Rogers, J. (2008) Coaching skills. A handbook. 2nd ed. Berkshire, UK: McGraw Hill. • Rogers, J. (2007) Adults learning. 5th ed. Berkshire, UK: Open University Press. • Megginson, D. and Clutterbuck, D. (2009) Further techniques for coaching and mentoring. Oxford, UK: Butterworth-Heinemann. • Whitmore, J. (2002) Coaching for performance. Growing people, performance and purpose. Nicholas Brealey.

Editor's Notes

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