Coaching for Growth: How SchooliP Aligns with Modern Coaching Models for School Improvement
The landscape of professional development in education is undergoing a significant change. Traditional, top-down appraisal processes are increasingly being replaced by more dynamic, supportive, and growth-oriented coaching models. These models, such as GROW, OSCAR, CLEAR, and GREAT, empower educators to take ownership of their development, fostering a culture of continuous improvement.
At the forefront of this shift, platforms like SchooliP are proving invaluable, providing the digital infrastructure to support these sophisticated coaching approaches. A prime example is the Leathersellers' Federation of Schools, which is actively adopting the GROW model to replace its traditional appraisal process, signalling a powerful move towards genuine professional growth.
SchooliP seamlessly aligns with various coaching models, enabling schools like Leathersellers' to cultivate a thriving, reflective, and high-performing staff.
The core philosophy behind modern coaching models is that individuals possess the capacity for growth and problem-solving. The coach's role is not to dictate, but to encourage self-discovery, accountability, and action. This aligns perfectly with the aspirations of progressive school leadership.
The GROW model is perhaps the most widely recognised and foundational coaching framework. It stands for:
Goal: What do you want to achieve? (The objective)
Reality: What is happening now? (The current situation)
Options: What could you do? (Brainstorming solutions)
Will: What will you do? (Commitment to action)
SchooliP Alignment: The GROW model finds a natural home in SchooliP's objective-setting and review functionalities. Leaders can set up specific "GROW conversations" within a staff member's portfolio. The system allows for:
Goal Setting: Clear, measurable goals can be recorded and linked to school improvement priorities.
Reality Tracking: Evidence can be uploaded, notes from observations or self-reflections can be added, providing a rich picture of the current reality.
Option Exploration: Comment boxes and discussion areas ease brainstorming and recording potential solutions.
Action Planning (Will): Specific actions, deadlines, and responsibilities can be assigned and tracked, ensuring accountability.
Leathersellers' Federation & GROW: By adopting GROW, Leathersellers' is moving away from a traditional appraisal system to one focused on individual development. SchooliP provides the digital space for these conversations to be recorded, monitored, and used as a living document of growth, rather than a static judgment. This ensures consistency across the Federation while empowering individual teachers.
OSCAR expands on GROW, adding a stronger emphasis on outcomes and resources:
Outcome: What specific, measurable results do you want?
Situation: What is the current context?
Choices: What are the possible actions?
Actions: What will you do specifically?
Review: How will you measure progress and reflect on outcomes?
SchooliP Alignment: SchooliP's robust evidence-gathering capabilities and customisable review forms are ideal for OSCAR. The system allows for:
Detailed, Defined Outcomes: Objectives can be set with clear success criteria.
Evidence Upload: Teachers can upload a variety of evidence to demonstrate their situation and actions.
CLEAR emphasises clarity and learning:
Contract: Establish the purpose and boundaries of the coaching.
Listen: The coach uses active and empathetic listening.
Explore: Deep dive into the issue and possibilities.
Action: Define concrete steps.
Review: Reflect on learning and next steps.
SchooliP Alignment: SchooliP supports the CLEAR model by providing:
Structured Meeting Records: Templates for coaching conversations ensure the "Contract" and "Action" phases are clearly documented.
Evidence for Exploration: A centralised portfolio for self-reflections and professional development records aids the "Explore" phase.
GREAT is often used for performance-focused coaching:
Goal: What is the objective?
Reality: What is the current situation?
Explore: What options exist?
Action: What specific steps will be taken?
Track: How will progress be monitored?
The shift from traditional appraisal to coaching models like GROW, OSCAR, CLEAR, and GREAT is a testament to a more advanced approaches to professional development. It recognises that genuine growth comes from empowerment, reflection, and continuous support, not just periodic judgment.
For MATs and Federations like Leathersellers', adopting the coaching models like GROW through SchooliP means:
Consistency Across Schools: Ensuring a unified, supportive approach to staff development.
Empowered Educators: Giving teachers agency over their professional learning journey.
Data-Driven Growth: Leveraging SchooliP's ability to record and track progress, making professional development measurable and impactful.
Reduced Bureaucracy: Streamlining processes and moving away from paper-heavy, compliance-driven systems.
By embracing these coaching models and using the power of SchooliP, schools are not just improving individual performance; they are building vibrant, learning-centred cultures where every member of staff is supported to reach their full potential, ultimately benefiting the students they serve.
