We all want schools to be places where staff feel valued, heard, and continually developing – but that kind of culture doesn’t build itself. One of the most effective (and often overlooked) ways to embed reflection and growth into school life is through regular coaching conversations.
They don’t need to be formal or time-consuming. In fact, when done well, coaching conversations can happen in under 15 minutes and still create powerful ripples across your team.
Here’s how to get started:
1. Start With Trust, Not Targets
For any coaching conversation to be meaningful, psychological safety has to come first. That means creating space where the focus isn’t on performance management or ‘fixing’ someone, but on curiosity and collaboration. You might ask: “What’s something that’s been on your mind in the classroom lately?” or “What’s gone well that we can build on?”
These questions signal that reflection is valued, not judged – and that’s how you begin to build a reflective culture.
2. Use a Simple Framework
A successful coaching conversation doesn’t require a coaching qualification. What helps is structure and a focus on growth. You could use a model like GROW (goals, reality, options, way forward) or start with something as simple as: What’s going on? What are you learning from it? What’s next?
When these conversations are short, consistent, and structured, they become a rhythm in your school, not an extra job. Get in touch and I can show you other effective tools to structure your coaching conversations!
3. Model It at All Levels
If you’re in leadership, show that coaching conversations matter by having them yourself. Invite feedback, ask reflective questions in staff meetings, and build coaching moments into CPD. When coaching becomes part of the everyday, rather than something reserved for appraisal season, it sends a powerful message: reflection isn’t optional – it’s how we grow.
In the long run, embedding coaching conversations into your school isn’t just good for professional development. It helps reduce isolation, improve staff retention, and create a culture where thinking is shared and improvement is owned.
It’s not about adding something new to your week. It’s about doing what you’re already doing – checking in, supporting others – but with more intention. One small conversation at a time.
