Frequently Asked Questions (FAQs)
How does LPPC
align with leadership certification requirements in
Georgia?
How can LPPCs help our district get
ahead?
What is performance coaching?
How is the LPPC approach different?
How does the
LPPC training work?
What are the benefits of LPPC for my district?
How does LPPC align with Rising Stars
Collaboratives™?
How does a district apply to participate in the LPPC
training?
Who should be selected to apply?
How do I apply?
Do I have to be endorsed?
What is the time commitment?
What are the costs?
Why is GLISI partnering with
designated RESAs to offer smaller, regional LPPC sessions?
What are Performance Facilitators
(PFs)?
What is the cost to be trained as a PF?
What are the continuing
requirements of trained PFs?
Are there restrictions on the
use of LPPC materials?
How does LPPC align with leadership certification requirements in Georgia?
In June 2008, all university leadership preparation programs in the state were sunset. University leadership preparation programs were required to be redesigned with a performance-based format to align with the new Georgia Professional Standards Commission standards, and offered in partnership with school districts.
GLISI developed the Leadership Preparation Performance Coaching (LPPC) Program and the Rising Stars Collaboratives™ to help districts and universities meet the new requirements and to ensure that developing leaders master the leadership tasks essential to leading school improvement. These two programs work hand-in-hand to provide the type of performance-based practice and support in the actual school environment that the new standards require.
How can LPPCs help our district get ahead?
As district/university collaboration increases with the changes to educational leadership programs, districts can be prepared to provide their aspiring and developing leaders with real school leadership tasks performed in real time with performance coaches trained to provide feedback on clear criteria. A district will have a training pipeline producing leaders ready to hit the ground running.
LPPCs provide coaching to teachers who are in leadership preparation programs as well as to new leaders during induction and transition to leadership roles. Coaches are especially important in Rising Stars Collaboratives™, which bring together districts, universities, and Regional Education Service Agencies (RESAs) to achieve effective regional partnerships to overcome traditional barriers that slow leader proficiency.
What is performance coaching?
Performance Coaching links the:
- Work: the specific tasks that the district identifies as essential for its leaders;
- Worker: the aspiring and developing leaders who are provided support and guidance in practicing priority tasks in preparation for leadership positions; and
- Workplace: the work environment and the factors that impact the leaders' performance.
GLISI's performance-based coaching process provides aspiring teacher-leaders in preparation for leadership roles with 1) a performance coach, and 2) designated performance-based modules, job aids, and performance tools. This process scaffolds the leadership work to help aspiring teacher leaders and developing leaders succeed and reduce their time to competency.
LPPC is part of GLISI's systemic leadership development process, and is one more critical component in developing and sustaining a performance culture in your district.
How is the LPPC approach different?
The program's performance-based training uses a learning-by-doing approach that is on-target, motivating, and effective. The training is complemented by forms, tools, and job aids that Leadership Preparation Performance Coaches (LPPCs) can use on the job, for "just enough" and "just in time" support as they work with aspiring and developing leaders. Trained LPPCs have password-protected ongoing access to GLISI's Success Center, our online repository of coaching resources, to use in their coaching practice.
During training, participants develop the specific skills required to coach aspiring and developing leaders in the actual school environment to successfully perform Priority Performances™ in the 8 Roles of School Leaders™. LPPCs guide practice in these critical leadership tasks with coaching, feedback, and assessment using our Performance-based Modules, available through GLISI's Web site at no cost to all education leaders statewide.
LPPCs help developing leaders reach competency faster by closing the knowing-doing gap, which occurs when learning does not effectively transfer to on-the-job performance.
How does the LPPC training work?
- It is performance-based training, which engages participants in doing each task of each phase of the work.
- Participants receive an assignment for each task, job aids and forms to guide and support task accomplishment, and an assessment of each task, which provides the criteria for performance.
- As participants demonstrate their skills, they receive feedback from peers and a trained Performance Facilitator using clear criteria, and monitoring of their progress on a personal Progress Tracker.
- Participants practice each task during the training prior to serving as a coach in the district with a "real" aspiring or developing leader engaged in "real" leadership work in "real" school time.
What are the benefits of LPPC for my district?
- Fully trained cadre of leadership performance coaches with a full set of tools to assist in developing current and future leaders.
- A systemic, aligned process for developing leaders at all levels in the district
- A strategy for reducing the time to competency for aspiring and developing leaders.
- An opportunity to analyze the existing leadership structures that are barriers to school and district improvement.
Performance-based coaching adds value for those charged with developing your future leaders, which will support improved student achievement and organizational effectiveness.
How does LPPC align with Rising Stars Collaboratives™?
Rising Stars Collaboratives™, GLISI's alternative educational leadership preparation program, help aspiring teacher leaders translate theory into practice by providing each candidate with a trained Leadership Preparation Performance Coach. Therefore, coaches in GLISI's Rising Stars program will be given first consideration for the LPPC training, as will GLISI's Improvement Implementation Coordinators (IICs) and Georgia Regional Education Service Agency (RESA)-identified nominees.
How does a district apply to participate in the LPPC Training?
- Implement a Rising Stars collaborative with a RESA and/or university or independently develop a district leadership performance system in which performance coaching is an essential component.
- Identify aspiring and/or developing leaders that will be selected for leadership development in the district.
- Establish selection criteria and recruit seasoned leaders that meet the criteria to be trained as performance coaches to work with aspiring and/or developing leaders. (Suggested selection criteria are available from GLISI.)
- Contact Georgia Wilson, GLISI's LPPC Program Manager, to establish dates for the training and to obtain the Memorandum of Understanding that describes the minimum number needed to offer training, costs, commitments, and responsibilities of the district or RESA.
Who should be selected to apply?
Individuals who have the support of a superintendent and district staff should apply. While titles may vary from district to district, these individuals are highly regarded and trusted by district staff to develop leaders for the district. Because they are held in high regard, these individuals are positioned to negotiate with other leaders to remove barriers to performance as well as coach performers to competency.
Potential candidates include: GLISI Improvement Implementation Coordinators (IICs), Rising Stars Collaboratives™ coaches, senior leaders responsible for leaders' development, professional learning leaders, RESA staff who support school improvement, retired principals with proven track records in school improvement results, etc.
How do I apply?
Contact a superintendent or RESA director to request their endorsement and support as an LPPC candidate. Have the superintendent or RESA director contact Tina Wolfe (tina.wolfe@glisi.org) to request a Nomination Packet for Applicants. Fill out the form in its entirety and send to Tina Wolfe at GLISI, 760 Spring Street, Room 217, Atlanta, Georgia, 30308.
Do I have to be endorsed?
Yes. Superintendent endorsement and support are required. The superintendent must fill out the Superintendent Endorsement form as specified in the Nomination Packet for Applicants. RESA staff must also have the endorsement of their RESA director. University staff must have the endorsement of the University and the district or RESA with whom the university is partnered.
What is the time commitment?
LPPCs-in-training will attend four-and-a-half days of training divided into two sessions (two-and-a-half days for Session 1, and two days for Session 2). Because LPPC is performance-based, candidates will complete take-home assignments and in-school practice that will demonstrate competency against clear criteria. Once trained, LPPCs should spend significant time providing performance coaching to teachers during internships for leadership preparation and/or to developing leaders selected for further development. The district, RESA, or university is also expected to plan and implement quarterly face-to-face interactions for the coaches serving as their leaders.
What are the costs?
GLISI provides LPPC training for a minimal fee to cover the costs of training materials. Contact Tina Wolfe at tina.wolfe@glisi.org for more information on the current costs. Payment must be made to GLISI before the first day of the training.
Why is GLISI partnering with designated RESAs to offer smaller, regional LPPC sessions?
It is important to institutionalize leadership performance coaching as "the way we do business" in developing new and emerging leaders. By offering smaller, regional sessions, GLISI and RESAs can meet the needs of our Rising Stars Collaboratives™ and districts to grow their own coaches locally.
What are Performance Facilitators (PFs)?
- Performance Facilitators (PFs) are LPPCs tapped and specially trained to guide table groups of LPPC trainees. They serve as guides throughout the training process, frequently encouraging participants by providing specific feedback against clear criteria. To train as a PF, the LPPC will be required to attend two full training sessions (one training session is four-and-a-half days) with the sponsoring district or RESA assuming responsibility for travel and lodging expenses.
- After the initial training, the PF-in-Training will serve as a PF in the actual training of coaching candidates (two sessions) served by the RESA and district as scheduled by GLISI, with dates/location to be determined.
- A PF cannot redeliver the LPPC training in a RESA, district, or any other entity.
What is the cost to be trained as a Performance Facilitator?
None, except that the sponsoring district or RESA must assume responsibility for the costs of travel and lodging expenses for the Performance-Facilitator-in-training.
What are the continuing requirements of trained Performance Facilitators?
- After the initial training, the PF-in-training will serve as a PF in the actual training of coaching candidates (two sessions) served by the RESA and district as scheduled by GLISI - dates/locations to be determined.
- In order to continue to be a GLISI-certified PF, individuals must serve as a PF in at least one LPPC training event per year.
Are there restrictions on the use of LPPC materials?
Yes. The LPPC program represents a tremendous investment by GLISI in the preparation of Georgia’s educational leaders. The Leadership Preparation Performance Coaching training process, training materials, job aids, forms, and tools are copyrighted materials jointly owned by the Board of Regents of the University System of Georgia and the Georgia Partnership for Excellence in Education, fiscal agents of Georgia Leadership Institute for School Improvement. This program and its materials may not be adapted or redelivered, nor may they be used to create derivative work without express written permission.
