Beyond the Walkthrough: Transformative Coaching to Strengthen Your Program

Welcome😊🖍️

Last week, we explored the differences between coaching and mentoring and how both can be powerful tools for retaining and growing your team.

This week, as promised, we are going deeper into the heart of your daily leadership practices: classroom observations.

Too often, walkthroughs become checklists.

What if every observation became a transformative coaching moment that builds trust, fuels growth, ensures stability, and connects directly to meaningful professional development planning?

This week, I am sharing six practical strategies you can use right now to shift your approach from evaluative to empowering.

Key Differences: Coaching vs. Mentoring

Coaching Strategies During Observations

1️⃣Coach with Curiosity, Not Judgment

Start conversations with reflective questions instead of feedback:

• “Where did you see the children most engaged?”

• “What were you hoping children would take away from this activity?”

  These prompts invite reflection and self-assessment, encouraging teacher-driven growth.

2️⃣Use Micro-coaching Moments

Not all coaching needs to be formal.

Try short, focused conversations that are:

• Based on one observed moment or goal

• No longer than 5–10 minutes

• Regular enough to build momentum

Micro-coaching fosters trust, consistency, and confidence.

3️⃣Connect Observations to PD Planning

Look for patterns across classrooms: Are several teachers facing similar challenges?

Use those insights to guide:

• Targeted PD topics

• Peer-led sessions

• Hands-on workshops

When PD feels personalized and relevant, teacher engagement and program outcomes both grow.

Next, let's discuss how you can use mentoring within your program to enhance both your teachers and the overall quality of your program.

Mentoring: Strengthening Culture and Retention

Mentoring is all about emotional safety, belonging, and shared learning.

Teachers as Mentors: Encourage, share practical tips, and provide a safe space for growth.

Practical Mentoring Strategies

1. Peer Shadowing👯 + Debriefing

Let new teachers observe veteran staff and reflect together informally on what they noticed, liked, or would try themselves.

2. “Ask Me Anything” Sessions❓❓

Hold weekly or bi-weekly low-pressure sessions for new teachers to ask practical, real-time questions.

3. Growth Journals📔

Use shared logs or reflection journals for mentors and mentees to document:

• Wins 🎉

• Challenges 🧗

• Aha moments 💡

Keeps growth visible and consistent.

Mentoring That Drives Real Impact

1. Intentional Pairings: Match mentees and mentors based on:

• Strengths + skills

• Personality compatibility

• Shared goals

This creates trust and meaningful connections.

2. Mutual Learning Opportunities: Encourage mentor-mentee pairs to—

• Co-plan a lesson

• Observe each other

• Reflect together

It reduces hierarchy and builds collaborative learning.

3. Set Milestones, Not Just Meetings: Anchor mentoring around key firsts:

• First anecdotal note

• First parent conference

• First solo activity or transition

Focus on celebrating growth rather than just the amount of time spent together.

As early childhood leaders, your influence extends far beyond what happens during a single observation or meeting. By shifting from evaluative checklists to intentional coaching and supportive mentoring, you create a culture where teachers feel seen, supported, and empowered to grow. Small, consistent actions, like asking reflective questions, creating space for peer support, and connecting feedback to real goals, can lead to lasting transformation in both your staff and your program. Keep leading with purpose and remember: every moment with your team is an opportunity to nurture growth.

Till Next Time,

Jen📋

P.S. Missed last week’s newsletter on coaching vs. mentoring? [Click here to catch up]

P.P.S. If you’ve tried any of these strategies, I’d love to hear what worked for you! Hit reply and share.