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It is so important for a coach to understand everyone they work with on a personal level, because the same comment from two different teachers could mean two completely different things.

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I think it is important to check in to see where the teacher is on the plan you helped set out. If they have completed it, I think it is also important to give them time to meld the new process into the old system before tackling a new problem.

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Often I here is, "What I need is more time" This hits on two fronts, first finding the time to meet and second finding time to implement anything. I'm not even sure at what angle to tackle that...

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You never know when there is going to be in a "coaching opportunity". When I entered my dark, empty virtual classroom at the end of the day, I was startled to encounter another virtual teacher sitting alone in the dark. He is new to teaching and was in search of some help. After we went through the coaching cycle, we came up with a plan for his situation. It reaffirmed for me the value in taking time to listen and experience life with a colleague.

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Coaching someone that thinks the problem is solved or changes their mind about it being a problem. I think it is a matter of the individual has given up without admitting it and has decided its not a problem because they no longer want to deal with it or wants the coach to leave him/her alone. I think too often this is what teachers do, instead of continuing to address the problem, they are "over it" and then nothing changes.

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I think it is crucial to have follow up conversations and be consistent. Meeting with an individual to see if goals were met, how they are feeling, and what is the next step or the new problem to be worked on. This conversation is important for the coach and the individual to know the successes, downfalls and to celebrate the accomplishments.

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I have been learning that is so important for people to reach their own answers and by coaching you are helping them by asking the right questions. This way an individual feels more involved and are finding their own solutions rather than being told what to do.

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Trying to make it as natural as it can be, not awkward. :)

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I pay attention to body language. I can tell how someone is taking the coaching by their body language. I can if they are guarded or open to me helping. Depending on how it looks, guides me to the questioning. I have liked the celebration. Always find something to celebrate.

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Those that I have shown the coaching cycle to wonder if the question stems are a natural conversation about what they are struggling with. They commented that it seems kind of rehearsed and comment..."Just tell me what I should do" instead of understanding that it is a process. We are trying to help them come up with a solution that best fits their need so that they own the solution or the process to the solution.

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I would have a session with them in 1-2 weeks and be available to them on email or phone to help them along if they need encouragement or just to check in to see how things are progressing.

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I have been learning to use the coaching stems and make the interaction as natural as possible.

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Some have the fear of "getting in trouble" or being "called out." Some are afraid to ask for help due to not wanting to feel inadequate. Some are saying they have tried everything and nothing works or will work.

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I could follow up and check to see how the person is doing. I can go observe the situation. I think when you walk away from a session you have a feeling if it was impactful and helpful or not.

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I am learning that if you approach a meeting with some needed coaching in the proper way, they really can solve a lot of their own issues/problems/concerns. Asking the right questions and being a listener is POWERFUL.