Dual-Role Leadership: Balancing Coaching & Evaluation

About This Cohort

A teacher asks for help, then hesitates because the person coaching them also writes their evaluation. Both people need to know which conversation they are having and how the information will be used. In three two-hour sessions, you put those distinctions in writing. The first separates coaching from evaluative supervision. The second establishes documentation and boundaries for each role. The third brings the pieces into a model for your school. You leave with a role framework, a documentation system, and a written plan for carrying both responsibilities clearly.

Why Now

February gives you time to clarify these boundaries before spring evaluation conversations. Writing them down now gives staff and leaders a shared reference for the coaching and evaluation work ahead.

Who It’s For

For leaders who coach and evaluate the same staff members. It is designed for that combined responsibility, rather than a coaching role with no evaluative authority.

What You Leave With

• ·A written framework distinguishing coaching from evaluative supervision
• ·A documentation system with boundaries for each role
• ·A written model for combining coaching and evaluation in your school