Coaching + Mentorship:
The District Culture That Can’t Wait
The District Culture That Can’t Wait
Turnover at a workplace with strong culture is only 13.9%, compared to 18% average turnover rate.
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If there was a way to lower turnover rates and ensure that new staff stayed past the first year, wouldn’t you make that change as soon as possible? By adopting a coaching and mentorship leadership style for your district, you can:
Encourage empowerment and personal fulfillment for employees
Create an atmosphere of safety and trust at all levels
Foster professional growth and relationships between mentors and mentees
Get your new coaching culture started with these resources:
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Create a Coaching Culture at Your Workplace Good coaching done right can build confidence, teamwork, and success for an entire district. Take a look at the best ways to build a coaching culture with the most benefit: Read more |
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The Elusive Coaching Culture Even good schools can slip into bad leadership habits. Learn more about what it takes to get into an improvement mindset and have coaching culture stick for good: Read more |
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10 Do’s and Don’ts for Effective Teacher Mentorship A teacher mentorship program is only as strong as its implementation. Read about ten effective strategies for creating a successful mentorship program in your district: Read more |
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Teaching Our Teachers: The Value of Teacher Mentors Retain new teachers? Check. Enrich the experience for veteran teachers? Done. Grow school and district culture? Of course! Discover how a powerful teacher mentorship program can be a valuable asset to your district: Read more |
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Teacher Talks: Want to Retain More Teachers? Here’s How The best resource for meeting teacher needs? Teachers. See what fourth-grade teacher Amy Parks has to say about mentorship from both sides, and how successful implementation can lead to teacher retention: Read more |
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Looking for more ways to foster strong leadership in your district? Find more ideas here:
References
1. Medina, Elizabeth. “Job Satisfaction and Employee Turnover Intention: What does Organizational Culture Have To Do With It?” 2013. Columbia University. Thesis. 14 Dec. 2022
2. SHRM. “2017 Human Capital Benchmarking Report.” Society For Human Resource Management. 2017. PDF. 14 Dec. 2022.
3. Houghton Mifflin Harcourt. “8th Annual Educator Confidence Report 2022.” Houghton Mifflin Harcourt, Market Cast. 2022. PDF. 13 Dec. 2022.
4. Dill, Kathryn. “School’s Out for Summer and Many Teachers are Calling It Quits.” The WallStreetJournal. 20 June 2022. Web. 13 Dec. 2022.
5. Caven, M., et. al. “Variation in Mentoring Practices and Retention Across New Teacher Demographic Characteristics Under a Large Urban District’s New Teacher Mentoring Program.” pp. 3. Regional Educational Laboratory Northeast and Islands; Institute of Educational Sciences. 2021. PDF. 14 Dec. 2022.76
1. Medina, Elizabeth. “Job Satisfaction and Employee Turnover Intention: What does Organizational Culture Have To Do With It?” 2013. Columbia University. Thesis. 14 Dec. 2022
2. SHRM. “2017 Human Capital Benchmarking Report.” Society For Human Resource Management. 2017. PDF. 14 Dec. 2022.
3. Houghton Mifflin Harcourt. “8th Annual Educator Confidence Report 2022.” Houghton Mifflin Harcourt, Market Cast. 2022. PDF. 13 Dec. 2022.
4. Dill, Kathryn. “School’s Out for Summer and Many Teachers are Calling It Quits.” The WallStreetJournal. 20 June 2022. Web. 13 Dec. 2022.
5. Caven, M., et. al. “Variation in Mentoring Practices and Retention Across New Teacher Demographic Characteristics Under a Large Urban District’s New Teacher Mentoring Program.” pp. 3. Regional Educational Laboratory Northeast and Islands; Institute of Educational Sciences. 2021. PDF. 14 Dec. 2022.76