1. Coaches’ Professional Learning
February 7, 2018

2. Sharon – Announcements?

3. WSLA’s Compelling Why:
“In 2012, about one-third of jobs in America were in occupations that typically require postsecondary education for entry.”
Source – US Bureau of Labor and Statistics, 2013

4. and…
“By 2020, 65 percent of all jobs in the economy will require postsecondary education and training beyond high school.”
Source – Carnevale et al, Recovery: Job Growth and Education Requirements
Through 2020

5. Norms Be Collaborative (co-labor) Be PRESENT and Engaged by:
- Staying on topic
- Listening and contributing respectfully
- Silencing cell phones
- Refraining from using electronic
devices for personal business
with the exception of break times
Be Open to Outcomes
Celebrate and Enjoy
“SETTING THE STAGE FOR OUR PROFESSIONAL WORK TOGETHER”
Slides 5-6
8:40 – 9:50 (5-10 mins.)
We are not going to take the time to develop regional Norms, but will use the WSLA Norms for all sessions.
Please review the Norms, and ask teams if they can agree to adhere to these Norms.

6. Learning Intentions for Today
Explore the differences between 1st and 2nd order
change practices and resources for coaching
conversations to move teams to desired futures
Consider the coaching knowledge, skills and resources necessary for managing complex change, focusing on closing the opportunity gap
Explore more deeply and put practical use to WSLA’s
resources, questioning stems, and our collective coaching
expertise
Understand more deeply the imperative of collaborative
cultures and our coaching for change implications
Please read our learning intentions, emphasizing key words and phrases.
1 click per line and intention.

7. A COACHING CONVERSATION
Form groups of four (4)
Each coach shares:
situation you want help with
future coaching moves you have planned
As a group come up with:
“MEET AND GREET REFLECTION ACTIVITY”
Slide 7
8:50 – 9:10 (20 mins)
4 Clicks
Divide into groups of 4
Answer first questions on slide INDIVIDUALLY
Answer last two questions as a group (even the one about personal leadership)
The Yellow bar at the bottom is a 20 minute timer that will start when you click…
Click on the rectangle and just wait…it will fill in with yellow as time passes
Each group shares ways you have grown or breakthroughs with teams.
breakthroughs / teams that are moving
ways you’ve grown in your coaching practice
20 Minutes

8. Today’s Strands (What)
Communicate System-wide
Commitment to Equity
Lead Coherent System-wide
Support for Learning
Create Collaborative Cultures
Enhance Personal Leadership
2 clicks
Handout Packet p. 2
Help coaches monitor to move/keep the team discussions to high levels of productivity. Coaches /instructors will suggest pacing when work slows, speeds too fast or participants get fatigued and/or distracted.

9. The Cycle of Inquiry (How)
Start with a Problem of Practice
Develop a Systems-level Plan & Theory of Action
Identify Evidence of Progress
Take Action
Understand What Happened
“INTRODUCTION TO THE PROBLEMS OF PRACTICE”
Slides 30 – 39
1:30 – 2:00 (30 mins.)
Reference the CYCLE in the notebooks.

10. Planting Seeds & Leading Change: The Forest Man
4 mins Video
5 mins -
How does this story connect to your coaching story? Think, write, pair, share.

11. First and Second Order Change
Change has been successful when it becomes [the new] “the way we do things around here.” Until new behaviors are rooted in social norms and shared values they are subject to degradation when the pressure for change is removed.
Kotter: Leading Change: Why Transformation Efforts Fail

12. First and Second Order Change, cont.
1st order changes: Specific classroom and school-wide practices lead to changes in efficiency, organization, specific practices, “change without difference.” 2nd order changes: Philosophy, focus and ownership result in systemic change, fundamental ethos, philosophy, beliefs driving practice, “restructuring and transformational”.
1999 report teachers in 111 schools.
Studying the effects of the restructuring movement in Washington Stat
Source - Washington Research Center

13. Source – BERC Group “CHANGE LEADERSHIP (and Accountability)”
Recall that participants had a BERC Group article to review last year. This is a review as we head in to leading change research, approaches and strategies. This section of the workshop is designed to strengthen personal leadership capacity so that we are better suited to approach sustainability suitably in workshop 3.
Slide 35
12:00 – 12:05
5 minutes
Teams to discuss where they are with 1st and 2nd order change is their efforts to solve their PoP.
Source – BERC Group

15. Second Order Change
“Successful schools have made second order changes, adopted a new set of ideas about school functioning and found new ways of organizing and running schools COLLABORATIVELY.”
Source - Fouts - A Decade of Reform Washington Research Center

16. Differentiating Change from Transition
Change is not the same as Transition
Change is external, Transition is internal
Transition is the psychological process people go through to come to terms with the new situation
Unless Transition occurs, Change will not work
Source - W. Bridges
Looking through previous 1 & 2 Change slides, How did the Forest Man’s journey evolve from 1st to 2nd order change?

17. break

18. Source – M. Lippitt: Enterprise Management, 1987 (H. O. P. p. 2)
What is contributing to your teams success or lack of progress moving to wards “sustainability?”?
Transitioning from 1 & 1 change to diagnosing roadblocks to success
Source – M. Lippitt: Enterprise Management, 1987 (H. O. P. p. 2)

19. Coaching for Change Protocol - 3 parts You will need – Rubric, WSLA Website, Hattie Table Organize into Y 1 & Y 2 coaching groups
Part 1
On own (60 min.):
1. Review 2nd order change (and “Leading Change Models” Y2; W2)
-Access WSLA Resources
2. Connect leading change ideas to Rubric
3. Describe, in your journal, the current reality of your district(s) team (Rubric)
4. Using the Rubric, change research Hattie’s table & WSLA Resources, what coaching moves might you plan to ensure advancement on the Rubric? (Use H.O.P. p. 3)
Part 2
In groups of 4 (10 min. each):
Each listener will journal notes but not question
1. Describe the current reality of your district(s) teams (Rubric)
2. Using the Rubric, change research and Hattie’s table & WSLA Resources, describe what coaching moves you’re planning to ensure advancement on the Rubric?

20. LUNCH

21. Coaching for Change Protocol - 3 parts
In groups of 4 (10 min. each)
Each listener will journal notes
1. Describe the current reality of your district(s) teams (Rubric)
2. Using the Rubric, change research and Hattie’s table, journal what coaching moves you might plan to ensure advancement on the Rubric?
Part 3 In groups of 4 (15 min. each) 1. On own and using Bloom’s “Coaching-based Supervision Stems” (H.O.P. p. 4): Write 1 question for each of the 3 coaches in your group 2. Taking turns: Each coach will ask one question and the responding coach will answer.

22. break

23. Teach Your Section to Your Colleagues
Jigsaw Chapter 7: ?,!,
Teach Your Section to Your Colleagues
Discuss Chapter’s Potential for 2nd Order Change
Suggest Coaching Moves for Use With Teams
(45 Mins.)
Count off in 3s (21 Coaches; 7 groups)
Close Read/notate 15 mins
Teach section 15 mins

24. Learning Intentions for Today
Can we…
Articulate the differences between 1st and 2nd order
change practices and resources for coaching conversations
to move teams to desired futures?
Demonstrate the coaching knowledge, skills and resource uses necessary for managing complex change, focusing on closing the opportunity gap?
Put practical use to WSLA’s resources, questioning stems,
and our collective, collegial coaching expertise?
Convey the imperative of collaborative cultures as we
endeavor to coach for change?
Please read our learning intentions, emphasizing key words and phrases.
1 click per line and intention.

25. -R. Hargrove: Masterful Coaching
“Masterful coaches inspire people by helping them recognize the previously unseen possibilities that lay embedded in their existing circumstances.”
-R. Hargrove: Masterful Coaching

26. EVALUATION