In the realm of education, fostering a collaborative and supportive environment among staff is crucial for the overall success of the institution and its students. At St. Francis de Sales School for the Deaf (SFDS) in Brooklyn, NY, we have begun a transformative journey of peer-to-peer coaching that emphasizes personal and professional growth.

After four years of intense professional development training and coaching by outside consultants & school supervisors on evidence based practices, it was the right time for our staff to take the next step in their professional growth with the academic freedom of selecting their own goal to improve their craft. We wanted staff to select goals that were organic and not evaluative in nature. In support of that goal, peer coaching allows for professional learning communities to thrive.  

The addition of the SMARTE Goal system has been a tremendously positive experience in both professional and personal lives. Tim, our Transportation Coordinator, shares, "The SMARTE Goal technique broadens an individual’s mindset to really focus on core values and strengths. It allows us to include both colleagues and students, fostering positive experiences and emotional connections. This approach carries over into my personal life, helping me set deeper, more meaningful goals that consider the greater picture and how my actions affect others."

Prior to rolling this initiative out to staff, our supervisors piloted a peer-to-peer coaching program by setting their own SMARTE goals and coaching each other. With support from Dr. Katie Cunningham, a consultant we brought on board, we refined this process and expanded it to our staff, promoting collaboration and continuous learning. 

Investing in Staff – Building an Effective Community

How can creating a culture of mutual support and collaboration among staff improve student outcomes and overall school performance?

At SFDS, we have seen firsthand that when educators feel supported and valued, their motivation and effectiveness increase. By enabling our staff to create their own SMARTE goals and pairing them with peers for coaching, we foster an environment where continuous improvement is a collective endeavor. This collaborative approach not only enhances teaching practices but also directly impacts student engagement and achievement.

SMARTE goals—Strategic, Measurable, Attainable, Results-Based, Timebound, and Equitable—are designed to align with larger school objectives while being deeply personal and meaningful to each staff member. This ensures that the goals are not only realistic and motivating but also directly contribute to student success and address the needs of our community.

The Autonomous Power of Setting Your Own SMARTE Goals

What are the potential benefits of allowing staff to set their own SMARTE goals in terms of personal motivation, professional development, and alignment with a school's core values?

Allowing staff to set their own SMARTE goals ensures that the goals are deeply personal and meaningful, which enhances motivation and commitment. These goals are designed to align with larger school objectives, ensuring that individual professional development also contributes to the broader success of the school. This alignment helps create a cohesive environment for all.

How might peer coaching help address specific challenges faced by educators, including teachers, SLPs, OTs, PTs, counselors, and support staff, in areas like classroom management, instructional methods, or student engagement?

Peer coaching offers a practical and supportive framework for addressing specific challenges. For instance, teachers can seek feedback on classroom management techniques or instructional methods, gaining insights from colleagues who understand their context. This targeted support helps educators refine their practices and improve student engagement and learning outcomes.

Peer Coaching Process – A Safe and Structured Framework

In what ways can peer-to-peer coaching provide a safer and more supportive framework for professional development compared to traditional supervisory models?

The peer coaching process at SFDS is built on a non-evaluative framework that prioritizes safety and trust. By removing the traditional power dynamics often present in supervisory relationships, peer coaching allows for open, honest, and constructive feedback. This model encourages staff to support each other in a way that is free from judgment, fostering a sense of camaraderie and shared purpose.

Our peer coaching cycle includes several key steps:

1. Sharing SMARTE Goals – Colleagues meet to discuss their goals, explaining why they chose them and what kind of support they seek from their peer coach.
2. Observation – The peer coach observes what their colleague has specifically requested, collecting data to assess progress on the identified goals.
3. Feedback Discussion – Following the observation, the coach and colleague engage in a feedback session, using active communication stems and probing questions to facilitate reflective dialogue.
4. Processing Feedback – The final step involves a reflection period where the colleague reviews the feedback and considers how to apply it to their work.

The Impact of Peer-to-Peer Coaching

What strategies can be employed to ensure that peer coaching remains a non-evaluative, growth-oriented process that fosters genuine professional development?

To maintain a non-evaluative, growth-oriented process, we emphasize the importance of active listening, neutral probing questions, and reflective dialogue. Coaches at SFDS are trained to use communication stems that foster open and honest discussions without judgment. This approach ensures that feedback is constructive and growth-based, rather than evaluative.

The Role of Leadership in Facilitating Change

Looking Ahead – Continuing the Journey



As we move forward, we are committed to refining and expanding our peer coaching program based on the valuable feedback and experiences gained during our pilot year. The positive impact on our staff’s professional growth and the overall school community has been profound, reinforcing the importance of investing in our staff.

The peer-to-peer coaching model at SFDS displays how purposeful change, driven by personal choice and community collaboration, can lead to significant improvements in educational practice. By empowering our staff to take ownership of their goals and support each other in a structured, nonjudgmental framework, we are creating an environment where everyone can thrive and succeed together. We recommend that schools adopt this professional development strategy of specialized training and expert coaching, followed by setting SMARTE goals and engaging in peer coaching, to build a stronger, more connected community.

Our work is made possible by the continued support of our community.



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