Peer Coaching : Mentoring Benefits And Limitations

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Peer Coaching or Mentoring Benefits and Limitations The proposed workshop must take in consideration training supervisors in peer coaching. Peer coaching is beneficial for both supervisory and teaching practices. It enables supervisors to provide directed assistance to every teacher and helps teachers improve their instructional skills and address their immediate instructional issues. Glickman (2010) views peer coaching as a supervisory approach that helps teachers “confide in, improve and move with each other towards collective actions.” In particular, peer coaching provides a strong system of support as teachers seek to implement new strategies, examine practices, transfer skills and put in-service learning in action. According to Zepeda (2010), peer coaching promotes teacher’s growth and development. Moreover, it leverages face-to-face interaction, thus, promoting relationship building and strong collegiality towards collective improvement and institution effectiveness. Supervisors using peer coaching as a clinical and differentiated form of supervision break the isolation found in most k-12 and empower teachers by placing them at the center of their own leaning (Zepeda, 2012). Teachers who participate in peer coaching are more secure and better connected, and certainly, in a better position to solve their own instructional issues and problems, as well as, find innovative ways to teach, thus benefiting themselves, their colleagues and their institutions (Hooker, 2013).

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