Monthly external coaching from Digital Promise held Design Teams accountable and generated ideas no one else in the room had¶

Claim · All claims
Evidence · 1 study · qualitative r? · q2
Currency · newest study 2023 · not yet checked against its sources · not reviewed by a person

Subclaims¶

q2 i? Monthly coaching led by Digital Promise staff held LEA Teacher of Color Design Teams accountable for progress and milestones, and coaches offered ideas that advanced teams' thinking in productive ways. → coaching-1

Evidence¶

coaching-1¶

Bland, J. & Smith, K. (2023, February). Recruitment and retention: Pilot solutions designed by teachers of color (Phase I). Digital Promise. https://doi.org/10.51388/20.500.12265/168

q2 · i? · qualitative · r?

Qualitative finding from interviews with Design Team members across the LEAs. Participants reported coaches "offered ideas no one else in the room had thought to bring up" and appreciated coaching situated in local LEA context, including slowing conversations to personify the experiences of young BIPOC educators.

"One theme universally acknowledged across the participating LEAs was that monthly coaching led by Digital Promise staff has held LEA Teacher of Color Design Teams accountable for making progress and meeting milestones on work that would otherwise have taken longer."

Discussion¶

Related Claims¶

• Centering teachers of color as leaders, designers, and implementers throughout design is the most broadly appreciated aspect of the Design Team process — related
• Deeper co-leadership emerges when staff support lets partners progressively take on responsibility, but recedes when staff carry the process — related
• LEA Design Teams came to believe that focusing first on teacher-of-color retention builds conditions that later support recruitment — related
• More time with coaches was significantly associated with better teaching outcomes and higher teacher self-reported technological proficiency — related