The Power of Psychological Safety in Coaching

Written by Brooke Conklin

Let's face it: the world of instructional and technology coaching can be a bit of a rollercoaster. There's the thrill of seeing teachers grow and students thrive, but also the challenges of navigating complex dynamics and fostering meaningful change. Amidst all the strategies and tools, there's one crucial element that often gets overlooked: psychological safety. It's the secret sauce that transforms coaching from a "one more thing" on a teacher's to-do list into a truly transformative experience.

Where Does Psychological Safety Fit In?

Before we dive deeper, let's take a quick detour to Maslow's hierarchy of needs, the famous pyramid that outlines human motivations. Psychological safety sits right in the middle, nestled between our basic needs (like food and shelter) and our higher aspirations (like self-actualization). It's about belonging, respect, and feeling safe to express ourselves without fear of rejection. In the context of coaching, this means creating an environment where teachers feel comfortable taking risks, being vulnerable, and embracing growth.

What is Psychological Safety, Anyway?

Think of psychological safety as that warm, fuzzy feeling you get when you're surrounded by people who genuinely support and respect you. It's the belief that you can speak your mind, take risks, and even make mistakes without fear of being judged or punished. In the coaching world, it means teachers feel comfortable opening up about their challenges, asking for help, and trying new things without worrying about looking incompetent.

When Psychological Safety Thrives, Magic Happens

When psychological safety is present, the coaching relationship can really flourish. Teachers feel empowered to:

• Share Openly and Honestly: They'll tell you what's really going on in their classrooms, not just what they think you want to hear.
• Embrace Growth: They'll be more willing to step outside their comfort zones, try new strategies, and embrace feedback.
• Get Excited About Learning: They'll see coaching as an opportunity for growth, not a dreaded evaluation.
• Build Strong Relationships: Trust and rapport will flourish, creating a true partnership between coach and teacher.
• Ultimately, Help Students Soar: When teachers feel supported and empowered, their students reap the benefits.

But When Safety is Absent, Things Get Rocky

On the flip side, a lack of psychological safety can turn the coaching experience into something more negative. Teachers might:

• Clam Up: They'll hesitate to share their struggles or ask for help, fearing judgment or negative consequences.
• Resist Change: They'll stick to the familiar, even if it's not working, because trying something new feels too risky.
• Lose Motivation: They'll see coaching as just another hoop to jump through, leading to disengagement and frustration.
• Create Distance: The relationship with the coach will become strained, hindering collaboration and growth.
• And Sadly, Students Suffer: When teachers are stressed and unsupported, it impacts their ability to create a positive learning environment.

So, How Can Coaches Build a Culture of Safety?

Creating psychological safety isn't about waving a magic wand; it takes intentional effort and consistent action. Here are some tips for coaches:

• Build Genuine Relationships: Get to know your teachers as people, not just professionals. Show genuine interest in their lives and well-being.
• Be a Trustworthy Partner: Keep your promises, maintain confidentiality, and be someone teachers can rely on.
• Listen Actively: Really listen to what teachers are saying, both verbally and nonverbally. Reflect back what you hear to show you understand.
• Validate Feelings: Let teachers know it's okay to feel frustrated, overwhelmed, or even scared. Acknowledge their emotions without judgment.
• Welcome Open Communication: Create a space where teachers feel comfortable sharing their thoughts and ideas, even if they're different from yours.
• Reframe Feedback: Offer feedback as a gift, not a criticism. Focus on growth and possibilities, not shortcomings.
• Celebrate Wins: Big or small, acknowledge and celebrate teacher successes. It builds confidence and reinforces positive behaviors.
• Show Your Human Side: Share your own learning journey and challenges. It helps teachers see that everyone makes mistakes and it's okay to not have all the answers.
• Empower, Don't Dictate: Give teachers choices and let them take ownership of their learning. Avoid micromanaging or imposing a one-size-fits-all approach.
• Foster Collaboration: Encourage teachers to connect with and learn from each other. Create opportunities for peer coaching and shared problem-solving.

And Here's What Not to Do:

• Be Judgmental or Evaluative: Avoid language that is critical, blaming, or shaming. Focus on behaviors, not personalities. If teachers feel like coaching sessions are primarily for evaluation purposes or tied to their performance reviews, they may become hesitant to share their struggles or try new approaches for fear of being judged negatively.
• Air Dirty Laundry: Never criticize or correct teachers in front of others. If coaching sessions or teacher progress are discussed publicly or compared to other teachers, it can create a competitive and judgmental environment that undermines psychological safety.
• Focus on Technology Over Pedagogy: When the focus of coaching is solely on technology tools and integration without considering the underlying pedagogical principles, teachers may feel like their instructional expertise is being undervalued.
• Micromanage: Let teachers breathe! When coaches impose a rigid, standardized approach to instruction or technology integration without considering the teacher's individual needs, preferences, and context, teachers may feel their autonomy and expertise are being undermined.
• Dismiss Concerns: Take teacher concerns seriously, even if you don't fully understand them. If coaches dismiss or minimize teacher concerns or challenges, it can make teachers feel unheard and unsupported, leading to frustration and withdrawal.
• Forget to Follow Up: Don't leave teachers hanging after a coaching session. If coaches don't provide ongoing support and follow-up after coaching sessions, teachers may feel like they are left to implement new strategies on their own without adequate guidance or resources. Provide ongoing support and resources to help them implement new strategies.
• Break Confidentiality: If teachers feel their conversations with the coach are not confidential or that their vulnerabilities might be shared with others, they will be less likely to be open and honest.

Positive Psychological Safety in Action

During a coaching session, a teacher hesitantly shares an unconventional idea for a project. The coach leans in with enthusiasm, "That's a really creative idea! I'm excited to see how you bring it to life. Let's brainstorm some ways to make it happen."

Negative Psychological Safety in Action

During a staff meeting, a coach points out a specific teacher's struggle with a new technology platform in front of their colleagues. The teacher feels embarrassed and exposed, vowing to avoid any future interactions with the coach.

The Bottom Line

Psychological safety isn't just a nice-to-have; it's the foundation upon which successful coaching is built. By creating a safe and supportive environment, coaches can empower teachers to reach their full potential and, ultimately, help students soar to new heights. Remember, building psychological safety is an ongoing process, but it's one that's worth every ounce of effort.