EMPOWERING LEADERS

PROFESSIONAL
DEVELOPMENT

Lana Rose
College of Education, Grand Canyon University
EAD 533 – Developing and Empowering Educational Leaders
Dr. Tammie Patterson
July 25, 2023
 To empower our chosen school leaders by
OBJECTIVE understanding the coaching cycle and its
implementation to enhance our school culture.
 “Before you become a leader, success is all about growing
yourself.
After you become a leader, success is about growing others.”

- Jack Welch
 Criteria

Processes

Coaching Cycle
AGENDA
Feedback

Implementation: Faculty

Implementation: Support Staff

 CRITERIA

• Demonstrated leadership potential

• Proven performance and competence

• Commitment to continuous improvement

• Capacity to influence colleagues and motivate

change
 PROCESSES

Review of Interview and

Nomination or Selection panel
performance and scenario-based
application decision
potential assessments
 INTRODUCTION TO THE
COACHING CYCLE
The coaching cycle is a systematic and
structured approach to professional
development, designed to support continuous
learning and improvement.
 THE VALUE OF THE COACHING
CYCLE IN OUR SCHOOL

Promotes a culture of continuous improvement

Enhances collaboration and collective efficacy

Improves instruction and student outcomes

Supports personal and professional growth

 COMPONENTS OF THE COACHING
CYCLE

PRE- OBSERVATION POST- FEEDBACK AND FOLLOW-UP AND

OBSERVATION OBSERVATION ACTION PLAN ONGOING
MEETING REFLECTION SUPPORT
 QUALITY OF FEEDBACK

Constructive, actionable, and solution-oriented

Reflects school values, vision, and culture

Inclusive, respectful, and empathetic

 EXAMPLE 1: FACULTY COACHING
Scenario: Implementing a new teaching strategy

Discussion on the new strategy

Steps in the
coaching Observation of the current teaching practice

cycle: Reflection on the observed practice

Constructive feedback and action plan for new strategy integration
Follow-up observations and ongoing support
 EXAMPLE 2: SUPPORT STAFF COACHING
Scenario: Enhancing office organization system

Pre-observation discussion on current systems

Steps in the
coaching Observation of office organization

cycle: Post-observation reflection

Feedback and action plan for improved organization
Follow-up and ongoing support
 Our goal: Develop effective leaders
who foster a positive, growth-
oriented culture.

CONCLUSION
Wrap-up by sharing key takeaways
from today’s presentation!
 REFERENCES

Almager, I. L., Cumby, S., & Almekdash, M. H. (2021). Developing Human Capital through
Instructional Leadership: Learning to Coach during Principal Preparation. Open Journal of
Leadership, 10(02), 169–192. https://doi.org/10.4236/ojl.2021.102012

Tarski-Rodriguez, M. (2022, October 26). 4 Steps to a Practical Coaching Cycle. Edutopia.

https://www.edutopia.org/article/4-steps-to-a-practical-coaching-cycle