Leadership Coaching

MCG's structured coaching approach equips school leaders with the tools and strategies necessary to enhance their leadership effectiveness and drive meaningful school improvement. By focusing on personalized goals and continuous feedback, leaders can sharpen their decision-making, communication, and team-building skills, ultimately fostering a more collaborative and productive school environment. As these new competencies become embedded in their daily routines, leaders can sustain long-term growth and create lasting positive impacts on student growth and faculty/staff motivation.

Step 1: Assessment & Goal Setting

Initial Consultation: The coach and leader meet to discuss the leader’s current challenges, strengths, and areas for development.
Assessment Tools: Tools like self-assessments, and/or performance reviews may be used to gather data.
Goal Setting: Based on the assessment, specific, measurable, achievable, relevant, and time-bound (SMART) goals are established. These could involve improving instructional leadership, enhancing team collaboration, or better managing school operations.

Step 2: Creating a Coaching Plan

Customized Action Plan: The coach collaborates with the leader to create a personalized development plan outlining steps, resources, and timelines for achieving the goals.
Focus Areas: Key areas like leadership styles, communication, decision-making, or emotional intelligence may be prioritized based on needs.

Step 3: Regular Coaching Sessions

One-on-One Coaching: Ongoing sessions (weekly, bi-weekly, or monthly) are held to discuss progress, challenges, and insights.
Reflection & Feedback: The leader reflects on recent experiences, and the coach provides constructive feedback, guidance, and accountability.
Skill Development: The coach may offer strategies, tools, or role-play scenarios to help the leader build leadership capacities.

Step 4: Leadership Growth Activities

Professional Development: The leader may be encouraged to attend workshops, read specific books, or engage in peer learning to complement the coaching.
Peer Coaching or Mentorship: Some coaching programs involve peer support or mentors, allowing the leader to gain different perspectives.

Step 5: Sustaining Change

Empowerment Strategies: Toward the end of the coaching process, the focus shifts to how the leader can sustain improvements and continue growing independently.
Embedding Leadership Practices: The leader works on embedding new skills and behaviors into everyday routines and decision-making.

Step 6: Debrief and Celebration!

End-of-Process Debrief: At the conclusion, the leader and coach reflect on the impact of the coaching based on initial goals.
Celebrate Successes: Achievements are recognized, and both parties discuss what worked and any areas for further development.
Future Planning: A plan for continued growth post-coaching is often discussed.