PEER COACHING

WHAT IS PEER COACHING?

A teacher inviting a colleague to discuss, observe and reflect on one aspect of their teaching
practice.

Peer coaching for teachers: Teachers mentoring teachers

The concept of coaching for teachers was introduced by Joyce and Showers (1982). After
evaluating research about how individuals best learn new skills, they investigated the usefulness
of peer coaching for helping teachers to develop expertise with new teaching techniques. They
found that peer coaching did in fact make a difference.

A meta-analysis of studies that examined the outcomes of staff development programs revealed
that peer coaching was more powerful in terms of transfer of training than all other training
components (e.g. information, theory, demonstration, feedback and practice).

What is peer coaching?

“It is an opportunity for two individuals to enter into an ongoing dialogue and relationship, the
focus of which is to improve skills, techniques and behaviors that lead to professional and
personal success.” - S. Barkley, Quality Teaching in a Culture of Coaching, 2005

Peer coaching is when teachers of similar or equal status support each other through mutual
problem solving, observations, collaborative teaching, and planning. The aim being to improve
upon skills through reflection and collaboration without evaluation. In addition to helping
teachers transfer new skills into their own classrooms, peer coaching also facilitates the
development of a culture of learning, experimentation, and collegiality.

How does peer coaching work?

■ A teacher invites a coach to observe them in the classroom.
■
■ During a pre-observation meeting led by the inviting teacher, they decide on the focus of
the classroom observation, the way they’ll collect data, guidelines for the coach's
behaviour in the classroom during the observation, the parameters of the discussion of
observed teaching, and the date and time of the observation.
■ After the observation, a post-observation meeting provides opportunities for the teacher
and coach to discuss, analyse and reflect on what was observed and how to move
forwards.
■ Other types of peer coaching can involve a pair or a team of teachers co-planning a lesson
or curriculum unit, problem solving, analysing videos of lessons or study groups, and
conducting action research.

The Benefits of Peer Coaching

The benefits of peer coaching for teachers are plentiful and include:
• improved student achievement and progress,
• increased ability to analyse their own lessons,
• better grasp of best practices in teaching and learning,
 • wider repertoire of instructional strategies/resources,
• deeper sense of efficacy,
• greater feeling of autonomy,
• Overcoming feeling of isolation,
• stronger professional ties and relationships with colleagues,
• improved teaching performance,
• a better articulated curriculum,
• more cohesive school culture and positive school climate.

Peer coaching has monetary benefits for a school too. Instead of paying trained professionals to
run workshops where participants rarely retain the information, teachers can work together over
time towards sustainable change.

10 TIPS TO GET STARTED WITH PEER COACHING

1. Identify a partner. This could be someone in another department or school. Whoever

you choose, it must be someone that you trust.
2. Invite them to partner with you. Tell them what you’d like to get out of peer coaching,
and why you think the two of you would work well together.
3. Schedule a pre-observation meeting. Face-to-face meetings can be great, but don’t let
geographic barriers stop you. Video or phone calls are just as effective.
During your meeting, each take equal time as the coach and the coachee. You could try 30
minutes each for a total of one hour. However, if you’re short on time 10 minutes each for a total
of 20 minutes, works just as well.

5. Identify your area of focus and share this with your partner. It could be a teaching strategy
you’re working on or a tricky relationship in the school/classroom.

6. When it’s your turn to be the peer coach, give your partner your full attention. Really
listen while he/she talks about whatever they want to focus on. Provide feedback as needed, but
encourage them to come up with their own answers.

7. Focus on the positive, and what action you can take in the future. Don’t let your peer
coaching sessions turn into a moaning session. By all means let off a bit of steam, but limit the
complaining otherwise the meeting will become unproductive.

8. Close with two questions. At the end of each peer coaching conversation ask each other these
two things: “What is your main insight or take-away from this coaching session?” and “What
action will you take next?”

9. Set goals and hold each other accountable.

By closing each session with your next action you have a great place to start the conversation
next time. At the start of your next peer coaching session share what you’ve accomplished or
where you encountered any issues.
10. At the end of each peer coaching session, schedule the next one. This will help you
maintain momentum.