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Although instructional coaching evolved from research on teacher supervision and instructional leadership (Knight, 2009; Neumerski, 2013), most instructional coaches do not have the formal authority to evaluate teachers. In contrast to principals who also coach teachers, instructional coaches are usually positioned in a non-evaluatory, supportive role.
Despite shared teacher and school improvement goals, the difference in evaluatory roles can make it easy to clash over the question of how much to share and with whom.
Coaching guru Elena Aguilar (2013) suggests that coaching must be confidential to maintain a positive and trusting relationship between the coach and teacher. From a teacher’s perspective, it makes sense. With the promise of confidentiality, teachers can share openly and vulnerably with their coach in ways that they might not want to share with a boss or evaluating supervisor.
Unfortunately, coaching confidentiality can lead to mistrust between instructional coach and principal. After all, a principal who is expecting continuous classroom growth may get frustrated to be left out of the loop and unaware of specific classroom issues. It can also lead to frustration for the teacher if instructional coaches and principals are sending conflicting or mis-aligned messages.
To balance the need for trusting coaching relationships and school leader collaboration, we recommend sharing high-level analysis about classroom performance, action steps, and look fors. For example, a coach might share that a teacher is focused on giving consistent consequences and flag that the principal should look for a clear direction followed by narration before a consequence. With that information, the principal can communicate clearly and positively reinforce progress and recognize accomplishments, as Todd Whitaker (2015) recommends.
With this delicate balance, the instructional coach can still maintain a degree of teacher confidentiality too. The instructional coach needn’t share the teacher’s concerns about making class fun if she’s always giving consequences or that the teacher is stressed about the lesson plan requirements.
Regardless of where you fall in the confidentiality spectrum, teachers deserve to know what will be communicated and to whom. We suggest re-visiting the question of confidentiality early and often to make sure everyone knows the expectations.
Aguilar, E. (2013). The art of coaching: effective strategies for school transformation. San Francisco, CA: Jossey-Bass.
Knight, J. (2009). Coaching: Approaches and perspectives. Thousand Oaks, Calif.: Corwin Press.
Neumerski, C. (2013). Rethinking Instructional Leadership, a Review: What Do We Know About Principal, Teacher, and Coach Instructional Leadership, and Where Should We Go from Here? Educational Administration Quarterly, 49(2), 310-347.
Whitaker, T. (2015). What great principals do differently: eighteen things that matter most. New York, NY: Routledge.