24 Matching Annotations
  1. Apr 2022
    1. crucial difference between traditional apprenticeships and modern schooling: inthe former, “learners can see the processes of work,” while in the latter, “theprocesses of thinking are often invisible to both the students and the teacher.”Collins and his coauthors identified four features of apprenticeship that could beadapted to the demands of knowledge work: modeling, or demonstrating the taskwhile explaining it aloud; scaffolding, or structuring an opportunity for thelearner to try the task herself; fading, or gradually withdrawing guidance as thelearner becomes more proficient; and coaching, or helping the learner throughdifficulties along the way.

      This is what’s known as a cognitive apprenticeship, a term coined by Allan Collins, now a professor emeritus of education at Northwestern University. In a 1991 article written with John Seely Brown and Ann Holum, Collins noted a

      In a traditional apprenticeship, a learner watches and is able to imitate the master process and work. In a cognitive apprenticeship the process of thinking is generally invisible to both the apprentice and the teacher. The problem becomes how to make the thinking processes more tangible and visible to the learner.

      Allan Collins, John Seely Brown, and Ann Holum identified four pedagogical methods in apprenticeships that can also be applied to cognitive apprenticeships: - modeling: demonstrating a task while focusing on describing and explaining the steps and general thinking about the problem out loud - scaffolding: structuring a task to encourage and allow the learner the ability to try it themself - fading: as the learner gains facility and confidence in the process, gradually removing the teacher's guidance - coaching: as necessary, the teacher provides tips and suggestions to the learner to prompt them through potential difficulties

  2. Feb 2022
  3. www.janeausten.pludhlab.org www.janeausten.pludhlab.org
    1. “Rest! He has only come three and twenty miles today; all nonsense; nothing ruins horses so much as rest; nothing knocks them up so soon. No, no; I shall exercise mine at the average of four hours every day while I am here.”

      How do you normally travel to your vacations? While we now depend on machines to get us where we are going, relying on animals used to be the norm. In Regency England, your travel would have depended on having access to horses, as John Thorpe indicates in this passage. While Thorpe argues that rest ruins horses, his treatment of horses counters the common practices at the time, hinting at his callous character. While traveling it was common to stop at coaching inns to get food, alcohol, rest, and fresh horses before continuing on the journey. The term “stagecoach” derives from the fact that journeys were undertaken in stages of 15-20 miles in length. At each stage stop, horses would be changed to ensure the health of the horses and the speed of the journey. Hired horses only traveled between stages, going back and forth between posts that averaged about ten miles apart. So, you would use your own horses for the first part of a journey and leave them at the coaching inn for your servant to retrieve, while continuing on your journey with hired horses. This process would be repeated at each stage of travel.

      Domestic tourism was a growing area of interest for many Britons in the late 17th and early 18th centuries. While the European Grand Tour has been popularized in literature, domestic tourism was celebrated as a patriotic way to learn about the history and modern state of Britain, as well as offering an enjoyable leisure pursuit. As John Thorpe offers to Catherine Morland earlier in this chapter, one aspect of the leisurely pursuits offered by domestic tourism was exploring the countryside by the phaeton, as depicted in this painting by George Stubbs. Travel thus became something undertaken as an activity unto itself, rather than an uncomfortable method of arriving at one’s destination. Perhaps John Thorpe and James Morland are themselves enjoying a domestic tour of Britain when they encounter their family members in Bath.

  4. Aug 2021
    1. There are two ways for someone to be in this quadrant. The unhealthy way, as a people pleaser, with associated resentment and chaos. In a healthy way, everything feels very clear. It’s easy to fit feedback into their mental model, and adjustments feel natural and build on what they are currently working on. This comes from having a good idea themselves about what is happening and how they think they can improve.

      good point on the people-pleaser mindset, also worth considering with ADHD/ASD employees - try and foster more curiosity than chaos

    2. How do your reports respond to feedback? As managers, it’s our job to grow the people we work with. This is how we build a bench, and scale ourselves and the organization. Of course, this is easy to say and hard to do, and we’ve all encountered a spectrum of people: those with whom it’s easy to accelerate and have a real and lasting impact on, and those where the lasting impact is the relief we feel once we no longer work with them.

      this is also why it is important to have a good culture of frequent feedback. Since it is key to growing the organization, feedback can't be saved for quarterly reviews only.

    1. Empower managers to facilitate effective learning transfer As Fergal explains, managers have a key role to play in facilitating effective learning transfer. “Research shows that managers play the most critical role in learning transfer - especially in the post-training environment. Every learner needs a manager who understands them, and how they want to learn and grow. They need to have the right coaching style, and they need the right resources.”In most organizations, instructional design focuses on the needs of the learner. But as Fergal explains, focusing on the needs of your managers can pay dividends. “Ideally, you’d have the manager attend the same training as the learner. The problem is, managers are always stretched. So, what you can do instead is develop specific guidance for your managers.” Provide a script for managers to support their team’s learning

      many managers are not used to the coaching-for development approach, or take a hands-off approach to supporting learning and development - managers need to be proactive, and can use support from the L&D team on how to facilitate effective learning transfer / discussions with their teams

  5. May 2021
    1. An important point to note is that there's a difference between coaching and mentoring. A coach's job is to improve a particular skill, but a mentor plays a more holistic role in helping a mentee improve

      Mentoring and Coaching are different, and being able to identify the differences between the two is important.

      For managers, sometimes they need to wear a coaches hat, or a mentors hat - but these are roles that a manager can have but not their only job.

      Considerations for L&D programs

      • how can mentoring fit in with L&D?
      • how can coaching fit in with L&D?
  6. Mar 2021
    1. Coaching increases the likelihood that teachersadopt new teaching practices. Manyforms of coaching in education are newly developed approaches. These approaches begin with the creation of theories and practices.

      This resource discusses a framework for coaching that can support teacher development. The paper goes into how coaching pertains to education and teaching, the description of the framework and how to use the model. Rating: 7/10

    1. Instructional coaching is among the fastest-growing forms of support for teachers’ professional learning (Darling-Hammond et al., 2009), and for good reason. When compared to other common forms of teacher professional development, such as one-day workshops, coaching is an exciting possibility because it embodies two essential aspects of effective professional development: It is ongoing and located in the context of teachers’ daily work (Hawley & Valli, 1999).

      This resource discusses how instructional coaching can be beneficial for teachers professional learning. This provides how coaching can work for teachers and how it can be done effectively. Rating: 7/10

    1. 1Effective Coaching: Improving Teacher Practice and Outcomes for All Learners

      This resource discusses how to effectively coach teachers to improve their practice. It provides a framework for effective coaching practices. Rating: 8/10

    1. Instructional coaching can be a supplement to professional development in that it involves a sustained collaborative relationship between coach and teacher, is ideally tailored to the teacher’s individual needs, and is provided by a coach, who typically has years of practical teaching experience

      This resource discusses instructional coaching for professional development for teachers. It discusses the frameworks and what it is important. Rating: 7/10

    1. The purpose of this review was to address the central theme of technology-enhanced learning (TEL) in coaching. “Technology-enhanced learning” (TEL), has become a widely-accepted term for describing the interface between digital technology and teaching.

      This resource discusses how to use technology-enhanced learning in coaching. This is a great resource for educators who want to develop professional developments for teachers to use technology to aid in learning. Rating: 7/10

  7. Feb 2021
    1. The theme of emptiness as a precondition to significant learning shows up in the familiar tale of the wise man who comes to the Zen master, haughty in his great wisdom, asking how he can become even wiser. The master simply pours tea into the wise man’s cup and keeps pouring until the cup runs over and spills all over the wise man, letting him know without words that if one’s cup is already full there is no space in it for anything new. Then there is the question of why young people sometimes learn new things faster than old people; why my teenage daughters, for example, learned the new dances when I didn’t. Was it just because they were willing to let themselves be foolish and I was not?
  8. Jan 2021
    1. Leadership is not necessarily coming up with all the answers

      Not only does this mean that you have to work with your team but it also takes the pressure off of you to always come up with the solutions to everyone else's problems. By all means, give input if you're asked but don't feel pressured to provide answers to all questions.

      When you answer a question, people will feel like the decision has been made and further discussion will be closed off.

  9. Oct 2020
    1. dig deeper into what motivates them

      Find out what motivates individual contributors to broaden the options that enable coaching.

    1. According to The Center for Educational Policy Research at Harvard University (2015), “[The] structural separation, in which teachers develop their skills primarily through individual trial and error rather than through observation and collaboration with others, has been a major barrier to improving instruction.” Video-based coaching serves as a structure to foster personal reflection and growth by allowing teachers the opportunity to see their practice, and share it with others, in a safe, supported way.

      Video Based Coaching is a high-leverage learning practice used by instructors to engage conversation. Observation and collaboration is a structure to scaffold personal reflection into personal growth and shared understanding. Used as a component of a professional development plan, VBC enhances participant exchange during coaching and feedback sessions. Rating 8/10

  10. Nov 2019
    1. The authors present the benefits of coaching in professional development for educators in today's technologically advanced classrooms. Of particular interest is the explanation of the different methods of coaching: executive, coactive, cognitive, and instructional. They suggest that coaching provides more successful outcomes than single workshops and stress that finding the correct method for each situation and organization is crucial.

      10/10

    1. Davis and Curry stress the importance of tech coaches in schools to help instructors integrate technology effectively. They present key factors to consider when using tech coaching, including the importance of having a clear plan and defined roles.

      8/10

  11. Jun 2019
    1. It has been our nonprofit technology company was started in 2011 the goal, the problem we're trying to solve is is essentially to bring collaboration to the web at scale

      Hey, the point you should have made here.....

  12. May 2019
    1. interesting story about how this guy, who did play football professionally, would like math teachers to take a few points from football coaches.

      good for the overall sentiment and the individual interest & inspiration

  13. Apr 2019
  14. learn-us-east-1-prod-fleet01-xythos.s3.us-east-1.amazonaws.com learn-us-east-1-prod-fleet01-xythos.s3.us-east-1.amazonaws.com
    1. The tips center on five concepts: building relationships, positive focus, communication, partnership, and support. Working to improve these elementshelps create an emotionallyintelligent work environment where all employees feel they are valued and their opinions are respected. When leaders identify strengths-based strategies to build relationships, approach interactions with a positive perspective, develop positive communication strategies to support teachers, and identify additional ways to support them, they empower the teachers they work with tothrive, not just survive,in the earlychildhood setting.
  15. Nov 2018
    1. This article is from a education journal and is credible and relevant. It covers andragogy and transformitive learning as they can be utilized with adult learners. The focus on transformational learning theory is of particular interest.

      8/10

  16. Jun 2016
    1. Infact,whenGallimoreandRolandactuallyrecordedandcategorized2,326ofCoachWooden’sactsofteaching,theyfoundthatonly6.6%wereactsofdisapprovalwhile6.9%wereactsofpraise(Coyle,2009).Thatmeansthemajorityofhisinteractionswithhisathleteswerejudgmentfreestatementsofinformation

      Great coaches are stinting with praise and blame.

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