Coaching typically offers an opportunity for reflection and the development of greater insight into an individual’s self-awareness, self-management, personal management skills.
Our developmental and performance coaching approach enables bespoke conversations to take place that address the needs and wants of the coachee.
Coaching offers a unique opportunity to both support and challenge leaders at all levels to understand better their role and the challenges ahead of them.
Areas for development and improved performance through coaching can include:
- Building resilience
- Improved self-awareness
- Greater team awareness
- Increased confidence
- Managing the mixed feelings of anxiety and urgency
- Adapting leadership styles
- Navigating teams and line management in both directions
- Identifying potential barriers and overcoming known ones
Coaching can be a valuable medium for personal and professional development and performance. Within the confines of a confidential discussion, leaders should be open to being simultaneously challenged and supported in the pursuit of personal and professional growth.
Coaching can take place over the academic year and normally consists of around 6-8 sessions over a 12-15 month period, either within a professional setting or a more informal one.
For those who have had existing coaching relationships within the organisation, ad-hoc meetings can be scheduled as and when the need arises.
Specific individual coaching sessions centring on particular circumstances can also be arranged as the need arises.
The profiles are used as a means of heightening awareness of professional behavioural habits and tendencies within the working environment. Compiled as a result of individuals completing an online evaluator, they can assist in the coaching process by focusing on particular areas identified as strengths and weaknesses within the profile.
They have proven effective in greatly improving individuals’ understanding of others’ professional perspectives and behavioural responses.
Once completed they can form part of the coaching conversation.
Renewal should take place at approximately 2-year intervals.
Essential ingredients for coaching require a willingness to be open, reflective, and honest, with the coach and with oneself. Coaching can be recommended by leaders such as Directors, Deputy Directors of Education and Headteachers through line management meetings.
Headteachers can arrange coaching for themselves and for their team. It is the usual protocol for anyone in a school to go through their line management structure to arrange coaching.
REAch2 Academy Trust is excited to announce the appointment of Andrew Rigby as their new National Director of Education, effective January 1, 2023. “The selection of Andrew for this key position signals a bold, new era of leadership, driven by a desire for excellence in primary education, visionary innovation and collaborative working across our family … Read More
On behalf of the REAch2 Academy Trust, I would like to express my sadness at the death of Her Majesty Queen Elizabeth II. As well as being our Queen, of course, Her Majesty had her own family so our sincerest condolences go to her children, grandchildren and great-grandchildren. Her Majesty Queen Elizabeth II has been … Read More
During the months of February – April, REAch2 carried out its first annual survey in order to gather the views of children, parents, carers and staff across all 60 academies. Cathie Paine, CEO, explains, “We believe that REAch2 is a family connected by a common desire to learn from each other, share experiences and be … Read More