Four Observations about Districtwide Coaching


During the half dozen years our school district has invested in its own leadership coaching, we’ve learned four lessons.

» Leadership pipelines are cost-effective, impact students and build culture.
Pipeline programs, which typically cost 0.4 percent of a school district’s budget, positively contribute to student achievement, reduce principal turnover and affect the entire district. In addition, we found that one of the most effective ways to grow and sustain the district culture and performance expectations is through leadership pipeline programs.

» Perception data are useful for all leaders.
If we don’t offer perception feedback to our leaders, they don’t have the opportunity for improvement. While it might be difficult to communicate perceptions, our experience has taught us that leaders grow from and manage their leadership actions differently based on the feedback.

» Effective coaching requires an investment in training and practice.
While coaching often comes naturally to leaders, developing a consistent coaching approach across a district requires an investment in training and follow-up. Executive coaching helps to reduce leaders’ blind spots and increase coaches’ effectiveness, especially in addressing issues of equity and performance.

» Coaching is for everyone.
Great athletes have coaches. So should aspiring and current administrators.


— JILL BAKER AND KELLY AN