Debbie’s

Teacher
Inquiry
2019
 To analyse and implement effective
coaching techniques through my role as
ASL (Across School Leader)
How and where
we will learn Have we made
What’s going on? more about what enough of a
How do we know? we do? difference?

Developin New
Scanning Taking Action Checking
g a Hunch Learning

How are we What can we do

contributing to differently to make
the situation? enough of a
difference?
 Debbie’s Teacher Inquiry 2019

Kāhui Ako PD
To analyse and implement effective coaching PD with CORE Ed
techniques through my role as ASL (Across Personality and Character traits –
School Leader). Strengths and Weaknesses
ASL (Across School Leader)
Leadership Style
Coaching

PD on coaching
Good by-in from staff Readings on coaching techniques
across the tem schools Kāhui Ako Network Meetings
Collaborative AST team
Review of process and
outcomes from WST
team
Where to in 2020
Implement new PD into leading Kahui Ako Network meetings
Having clear and precise outlines/agendas
Collect voice to ensure all parties are heard and valued
Reflections that show what improvements are needed
 Scanning
• In a new role as ASL (Across School Leader) for Palmerston North East Kāhui Ako. Working
with four other ASL’s across our 11 schools. (Roslyn, Whakarongo, Milson, Terrace End, Freyberg High
School, Freyberg Parenting Unit, Hokowhitu, Parkland, Ashhurst, Ross Intermediate and Russell Street)

• What is my Leadership Style and what do I need to do to up skill to become confident in

this new role? Nervous about being out of my comfort zone and unsure on what this role
will look like.

• Looking forward to be part of a group and learning Coaching techniques that I will be able
to use within and across schools

• What is Wellbeing going to look like within our school? How are the Network Meetings
going to run? What is the purpose and what is my role within this position?

• PNE Kāhui Ako is starting fresh after 2 years of implementation. Some hard feelings around about
how the CoL was previously organised. Two new leaders taking on the responsibility and leading us in
2019 – Wayne Jenkins and Jaco Broodryk.
 Developing a Hunch
• Kāhui Ako Professional Development with Angela from CORE Education, to
learn a variety of Leadership techniques, tools and strategies for Change
Leadership
• New Zealand Institute of Wellbeing and Resilience (NZIWR) with Denise
Quinlan, Adrienne Buckingham and Lucy Hone on how strengths-based
approaches support wellbeing. Across Schools Launch Day and Parent
Evening
• Personality and Character traits – Strengths and Weaknesses to support the
work with NZIWR
• Create a Wellbeing Team to support Kirsty and Jason (Within School
Teachers WST and Wellbeing Champions)
• Positive Education Conference in Christchurch – Wellbeing in Education in
NZ (WENZ) an opportunity to get a complete understanding of what, how
and why of Whole school Wellbeing
 New Learning
VIDEOS:
• https://www.ted.com/talks/brene_brown_on_vulnerability?language=en
• https://www.youtube.com/watch?v=NWH8N-BvhAw&authuser=0
• https://nziwr.co.nz/category/podcast/
• https://www.ted.com/talks/brene_brown_listening_to_shame/transcript?language=en
• https://www.ted.com/talks/brene_brown_on_vulnerability/discussion

CORE EDUCATION:
• PD with CORE Ed

NEW ZEALAND INSTITUDE OF WELLBEING & RELISIANCE:

• NZIWR

READINGS:
 Taking Action
Onwards

Support Staff Network Meetings

ECE / Year 1 Transition Meetings

Year 3 & 4 Learning Networks

 Checking
After every Network, Transition or Book Club meeting I reflected on the way I presented,
how many turned up – looked at engagement and interest, I also looked at what my audience
wanted and what would make them come back to the next session. These reflections allowed
me to ensure that each time I presented that I was presenting what was of interest to my
audience. It gave my audience a sense of value and that they were being heard.

Examples of reflections from Support Staff Network Meetings:

Term 1 Three schools were represented at the Support Staff

Network. We spent time looking at our values and
Great turn out with lots of positive discussion
beliefs around being support staff in our schools. We
on teacher aide roles within each
also spent time coming up with a range of
school. Feedback confirmed that this network
Philosophies to show our values and beliefs within
was of benefit and that being able to share
our schools and in the job that we do. The work on
resources and knowledge will only benefit all
philosophies came about so all support staff can see
parties. Teacher Aides definitely interested in
their own value in the work they do for our students
visiting schools and seeing all the different
within our schools. It was designed for them to feel
programs that are in place.
valued and empowered.

Term 3
 Conclusion
This has been a year of implementing leadership skills, new learning and a year of building my own self-confidence.
I believe that through the professional development that I have received, I have grown as a person and as a leader. I
have learnt a lot of new tools/strategies and techniques that have supported me to be an effective leader in and
across schools. Some of those techniques include how to handle challenges using ‘The 5 dysfunctions of a team’ by
Patrick Lencioni and the ‘Digital Handshake’ by Paul Chantey, where building trust in a team is essential. I have
also used the ‘Hasso-Plattner Design Thinking Model’ to solve complex situations, make connections in a practical
manner through drawing, this process also builds on trust and sharing what you feel comfortable with. The CBAM
(Concerns-Based Adoption Model) - provides tools and techniques that enable leaders to gauge staff concerns and
program use in order to give each person the necessary supports to ensure success – the human element of who is
doing the work – Self (me), Task (it) and Impact (us). This technique looks at the themes (attitude), actions (the
themes become actions) and Resolved (actions then go into resolved) – the evidence of the current extent and quality
of implementation that leaders can use to drive decisions and actions. Implementing these tools into Network
Meetings has allowed for trust to grow, collaboration to develop and a shared understanding of the direction we are
heading. I am looking forward to using these techniques and more in other areas of school life to enhance my
leadership skills and to develop others as leaders.

Things to consider:
 To share the ‘Why’ behind everything I do
 To make sure that I don’t make others feel uncomfortable, they share what they feel comfortable with
 To share my experiences with others to build trust and understanding

Where to Next:
 To work with AST in 2020 around collaboration across our Kāhui Ako that meets the needs of the majority
 What will collaboration look like in 2020 in our Kāhui Ako