These 6 steps will help you grow your professional coaching network, and ground your ideas in common vision and purpose.

1. Developing a
Coaching Network
▪ Julia I. Keider
▪ Talent Development Coach
▪ juliakeider@gmail.com

2. Why the Network Approach?
Regal Coaching & Development

3. Common
Understandings
& Purposes
Be Coached to
Practice
Coaching
Learn with a
Growth Mindset
Find Mentors to
Learn With
Make
Resources
Visible
Recruitment &
Expansion
New Recruits

4. Developing Coaching Identity
▪ Establish a personal purpose for
your own identity as a coach
▪ Create the coaching vision and
mission for existing
▪ Talk about coaching with the
intent to learn
▪ Practice coaching with those you
trust
Step One: Common Understandings & Purposes
To provide clients with resourceful methods
and approaches for producing result-oriented
success in life and learning.
To engage in conversations with all types of
learners in order to foster trust-worthy, goal-
driven outcomes.
“People don’t buy what you do; they buy why you do it.”
~Simon Sinek

5. Why Coaching?
The Gaps…
▪ Lack of Control
▪ Unconscious Decision-Making
▪ Overwhelming Priorities
▪ Needing External Resources
▪ Isolated Learning Environment
▪ Lack of Time for Planning &
Reflection
The Rewards…
▪ Understanding Controlling Factors
▪ Deliberate, Pro-Active Decisions
▪ Prioritized Responsibilities with Intent
▪ Identifying Internal Resources
▪ Partnered, Collaborative Learning
▪ Mindful Planning & Reflection with
Efficacy
Step One: Common Understandings & Purposes
Regal Coaching & Development

6. How Coaching Works
Coaching
Existing
State
Desired
State
Regal Coaching & Development
Step One: Common Understandings

7. Determine the “Existing State”
What do you already know about coaching?
What do you already know about developing a
network?
Step One: Common Understandings & Purposes
Regal Coaching & Development

8. Determine “Desired State”
What “common understandings” might attract
candidates to your network?
What outcomes might your network want to achieve?
What are some strategies to encourage collaborative
learning in your network?

9. Efficacy Beliefs & Outcomes Expectations
Protest
Grievance
Social
activism
Productive
Engagement
Aspiration
Personal
satisfaction
Resignation
Apathy
Self-
Devaluation
Despondency
-EfficacyBeliefs+
- Outcomes Expectations +Bandura, A. Self-Efficacy. (1997).
Step One: Common Understandings

10. Efficacy: Human’s search for Identity, Competence, Learning,
Self-empowerment, Mastery, and Control
Teacher Student
Bandura, A. Self-Efficacy. (1997).

11. Positioning Identity within a Coaching Partnership
Coachee Identity
▪ Reflecting & planning
▪ Planning intentional learning
opportunities
▪ Determining assessment
measures of achievement
▪ Unpacking personal and
professional beliefs
▪ Heightening consciousness and
awareness of “doing” & “being”
Coach Identity
1. Facilitating reflective & planning
organizational patterns
2. Focusing on the structures of
coaching
3. Inquiring about content, processes,
assessment, and future learning
opportunities
4. Listening actively for verbal & non-
verbal cues for thinking & learning
5. Activating deeper consciousness of
“doing” & “being”
Step Two: Be Coached to Practice Coaching
Regal Coaching & Development

12. Questioning Stems for Coaching Conversations
Clarifying
Goals
Analyzing
Approaches &
Applications
Reflection &
Action Plan
• What words or phrases catch your
attention?
• What is most important to you?
• What are some areas of concern or
surprise?
• How do you feel about it?
• What might you do with this
information?
• What are some things you’ve tried in the
past?
• Why is this important to you?
• How will you know you accomplished
your goal?
• What are some similarities you see?
• How will you apply your thinking into
action?
Step Two: Be Coached to Practice Coaching
Regal Coaching & Development

13. Thinking with a Growth Mindset
Step Three: Learning with Growth Mindset
“For twenty years, my research has shown that the view you adopt for
yourself profoundly affects the way you lead your life. It can determine whether you
become the person you want to be and whether you accomplish the things you value.”
~Carol Dweck www.mindtools.com
Regal Coaching & Development

14. Encourage Motivation
▪ Daniel Pink’s DRIVE: The surprising truth about what
motivates us
▫ Purpose: “I believe that learning collaboratively is the best way
for teachers to be successful.”
▫ Autonomy: “I can decide what process might be right for me
and the group on approaches to learning new material.”
▫ Mastery: “I feel challenged to succeed in this group based on
the learning progressions scale.”
Step Three: Learning with Growth Mindset
Regal Coaching & Development

15. Self-Efficacy
▪ “A high sense of personal efficacy in a
responsive environment that rewards
valued accomplishments fosters
aspirations, productive engagement in
activities, and a sense of fulfillment.”
Bandura, A. Self-Efficacy. (1997).

16. “Model” the Gradual Release Model
▪ One Leader to model effective
Coaching behaviors (Focus lesson
“I Do I”)
▪ Guided Instruction from Teacher
Leader (“We do it”)
▪ Collaborative Learning (“You do it
together”) on coaching skills
▪ Independent (“You do it alone”)
facilitating with coaching
Step Three: Learning with Growth Mindset
Regal Coaching & Development

17. Performance Guide Measures
▪ Clear Targets for Growth
▪ Feedback along the Way
▪ Self-accountable
Reflections
▪ Data-Driven
▪ Inquiry-Based Learning
Regal Coaching & Development

18. Fixed to Growth Mindset
What scenarios have you encountered that promoted a fixed
mindset approach?
What scenarios have you encountered that promoted a
growth mindset approach?
Which of these situations fostered growth
in the overall goal of the scenario?
Regal Coaching & Development

19. Finding Mentors
▪ Organizations & Colleges
▪ Teachers & Students
▪ Local Leaders
▪ Professors &
Academicians
▪ Writers & Researchers
▪ YouTubers and
Influencers
Coaching
Mentor
Organizational
Mentor
Personal
Mentor
Learning
Mentor
Experiential
Mentor
Step Four: Follow Mentors to Learn With
Regal Coaching & Development

20. Finding Mentors
Who might walk with you in your journey
to developing coaching skills?
What are some local or national organizations that
support your thinking about coaching?
Step Four: Follow Mentors to Learn With
Regal Coaching & Development

21. What Coaching Resources are
Available?
Step Five: Making Resources Visible

22. Step Five: Making Resources Visible
The Secrets to Successful Coaching…
Trust & Confidentiality: Presume Positive IntentionsRegal Coaching & Development

23. Understandi
ng
Consciousn
ess
Efficacy Results Gratification Fidelity Advocacy
Awareness & Confidence-Building Selection Loyalty & Leadership
Sustainability Band in Coaching Relationships
Step Six : Recruitment and Expansion
Regal Coaching & Development

24. Who might value the Coaching Network?
The” Ideal” Candidates
▪ Metacognitive Thinkers
▪ Humbled Practitioners
▪ Passionate Understanders
of Collaboration
▪ Motivators of Growth
Mindset in Self & Others
▪ Communicators of Ethical
Awareness
The “Work in Progress” Candidates
▪ Overworked Escapees
▪ Focused on Management
▪ Senior Employees
▪ Determined Leaders
Bound for Glory & Fixes
▪ Everybody’s Friend
Step Six : Recruitment and Expansion
Regal Coaching & Development

25. Steps to the Development of Your Network
1. Create Common Understandings & Purposes
2. Be Coached and Practicing Coaching
3. Hone in on Learning with a Growth Mindset
4. Follow Mentors to Learn with
5. Make Resources Useful to Reflection
6. Recruitment to Expand the Network
Regal Coaching & Development

26. What do you want to keep thinking about
as a result of this presentation?
Regal Coaching & Development

27. Interested in Developing a Coaching Network?
Let me help you get started…
Julia Keider
juliakeider@gmail.com
or pick up a business card
Regal Coaching & Development

28. Resources and Citations
Bandura, A. (1997). Self-Efficacy: the exercise of control. W.H. Freeman & Company:
Battle, A., and Looney, L. (2014). "Teachers' intentions to stay in teaching: the role of values and knowledge of
adolescent development." Education 134.3: 369+. Academic OneFile. Web. 11 Sept. 2014.
Covey, S & Merrill. R. (2006). The speed of trust: the one thing that changes everything. Free Press.
Dweck, C. (2006). Mindset: The new psychology of success. New York: Random House.
Eccles, J., Adler, T., Futterman, R., Goff, S., Kaczala, C., Meece, J., & Midgley, C. (1983). Expectancies, values,
and academic behaviors. In J.T. Spence (Ed.), Achievement and achievement motives. San Francisco,
CA: W.H. Freeman & Co.
Frey, N. and Fisher, D. (2011). The Formative Assessment Action Plan: Practical Steps to More Successful Teaching
and Learning. Alexandria, VA: ASCD.
Pink, D. (2009). DRIVE: the surprising truth about what motivates us. NY, New York: Riverhead.
Schmoker, M. (2005.) “No Turning Back.” On Common Ground.
Yendol-Hoppey, D. & Fichtman-Dana, N. (2010). Powerful Professional Development: Building Expertise within the
Four Walls of Your School. Thousand Oaks, CA: Corwin.
Regal Coaching & Development