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    Coaching Conversation Phase 7 - Jaci Commons

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    Jaci Commons received positive feedback from colleagues, supervisors, and others in a coaching conversation. Their strengths included perseverance, balanced leadership, and building capacity in others. Areas for development included expanding professional knowledge and constructive conversations. Their visible learning project improved school systems and data growth. Future goals are developing a feedback culture based on psychological safety and exploring team leadership models to improve student outcomes.

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    Coaching Conversation Phase 7 - Jaci Commons

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    Jaci Commons received positive feedback from colleagues, supervisors, and others in a coaching conversation. Their strengths included perseverance, balanced leadership, and building capacity in others. Areas for development included expanding professional knowledge and constructive conversations. Their visible learning project improved school systems and data growth. Future goals are developing a feedback culture based on psychological safety and exploring team leadership models to improve student outcomes.

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    Jaci Commons received positive feedback from colleagues, supervisors, and others in a coaching conversation. Their strengths included perseverance, balanced leadership, and building capacity in others. Areas for development included expanding professional knowledge and constructive conversations. Their visible learning project improved school systems and data growth. Future goals are developing a feedback culture based on psychological safety and exploring team leadership models to improve student outcomes.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    43 views1 page

    Coaching Conversation Phase 7 - Jaci Commons

    Uploaded by

    api-624008713
    Jaci Commons received positive feedback from colleagues, supervisors, and others in a coaching conversation. Their strengths included perseverance, balanced leadership, and building capacity in others. Areas for development included expanding professional knowledge and constructive conversations. Their visible learning project improved school systems and data growth. Future goals are developing a feedback culture based on psychological safety and exploring team leadership models to improve student outcomes.

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    of 1

    Date: 10/03/2023 Time: 10 am

    Coaching Conversation
    Feedback
    Participant: JACI COMMONS - ENFJ
    Aggregate Average: 4.52 (23/36 respondents)
    Self: 3.79 (1/1) Supervisor: 4.29 (1/1) Colleagues: 4.64 (15/23) Other: 4.41 (6/11)

    Values: Loyalty Honesty Integrity


    What have you noticed about your Strengths in the past year?

     Perseverance, patience, and resilience in handling challenge and change continues to be strength area.
    Resilience has been key to actualising leadership strengths over past year – proud of the growth of self
    and others in this area.
     Balanced leadership style lends itself to efficient structures and planning with relational strength and
    building capacity in others and learning teams.
     Enjoying the partnership with Shane Crawford particularly in the systems component of visible learning
    and acknowledgement of work here – presenting at a future conference

    What have you noticed about your Confirmed Areas of Opportunity in the past year?

     Continuing to take own initiative to broaden professional knowledge and practice. Enjoying selfish intent
    work in growing own leadership capabilities in the area of constructive conversations – would like the
    opportunity to engage with TBC with Steve and Andrew at a workshop.
     Designed individualised programs and tailored individual communication for staff to build capacity in their
    professional learning in the area of feedback.

    Where to now for your Learning Project? How are you building Leadership Capacity?

     Visible Learning Project has built consistency in systems and processes across the school which has
    resulted in visible lines of sight; comprehensive, consistent communication protocols, clear articulation of
    roles and responsibilities for team members.
     Clear data growth has occurred as a direct result of this focussed attention.
     Future areas of expertise now lie in designing and growing a culture of feedback where it is encouraged,
    and growth conversations are occurring not based on fear of conflict.
     Consider investigating Amy Edmondson ( see attached slide) around psychological safety to build the
    feedback culture.
     Have a look at Jim Collins’ work on “Good to Great” schools and continue to reflect on how work is
    tracking at each level of the school and how you can ensure that it’s consistently achieving what you want
    it to achieve. You will have to be very clear on what ‘great’ looks like.
     Patrick Lencioni’s work on teams would be useful to explore as you tackle constructive conversations
    which are focussed on results as an impact for students achieving their highest potential.
     Practise your responses in the mirror – helps with emotional regulation when we get ‘anxious’ in
    interview – no surprises for your brain.

    Thanks for your time, Jaci, as mentioned, it was delightful having a leadership chat with you. Best of luck for the
    future on your leadership journey.

    Kind regards

    Amanda Ypinazar

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