Transforms raw instructional coaching observation notes, scripted teacher dialogue, bullet points, or voice memo transcripts into structured, growth-oriented coaching write-ups and feedback documents. Trigger this skill whenever the user mentions writing up a coaching observation, turning notes into feedback, creating a post-observation write-up, documenting a classroom visit, preparing for a coaching debrief conversation, writing a teacher evaluation narrative, or producing a formal observation report. Also trigger when the user pastes observation script or raw notes and asks to "make this into feedback", "write this up professionally", or "help me give feedback on what I saw". Works with scripted transcripts, bullet notes, uploaded files, or verbal descriptions of what was observed. Always removes teacher's full name at Tier 1 unless user confirms otherwise.
Transforms raw instructional coaching observation notes, scripted teacher dialogue, bullet points, or voice memo transcripts into structured, growth-oriented coaching write-ups and feedback documents. Trigger this skill whenever the user mentions writing up a coaching observation, turning notes into feedback, creating a post-observation write-up, documenting a classroom visit, preparing for a coaching debrief conversation, writing a teacher evaluation narrative, or producing a formal observation report. Also trigger when the user pastes observation script or raw notes and asks to "make this into feedback", "write this up professionally", or "help me give feedback on what I saw". Works with scripted transcripts, bullet notes, uploaded files, or verbal descriptions of what was observed. Always removes teacher's full name at Tier 1 unless user confirms otherwise.
Coaching Observation Writer
Purpose
Convert raw, in-the-moment classroom observation data into professionally
voiced, growth-oriented coaching documents that advance teacher practice —
not simply evaluate it. Every output should feel like it was written by a
skilled, trusted instructional coach who knows and respects the teacher.
The coaching frame that drives all outputs: Teaching is complex, context-
dependent professional practice. Feedback must be grounded in observable
evidence, connected to student learning impact, and oriented toward the
teacher's next professional move — not toward judgment.
What You Need From the User
Gather before generating. Ask for anything missing:
Raw observation data (required): Script, notes, or description
Instructional framework in use: Danielson, Marzano, NIET, school-
specific framework, or none specified?
Teacher's focus area or coaching goal: What was the teacher working on?
What did they ask you to look for?
Student population context: Grade level, subject, any relevant context
about the class that affects the observation (e.g., "this is a co-taught
inclusion class", "these are newcomer ELL students")
Observation Write-Up Architecture
Informal Coaching Write-Up (Default)
For post-observation debrief prep and coaching documentation:
1. Context Header
Date: [Date]
Class: [Grade/Subject]
Observer: [Coach name or "Instructional Coach"]
Teacher: [Name or "Observed Teacher"]
Duration: [X minutes observed]
Observation Purpose: [Informal coaching / Formal evaluation / Walkthrough]
Teacher's Focus Area: [What the teacher asked to be observed on, if specified]
[Teaching move or practice]: [Specific evidence from the classroom].
[Student impact or connection to learning].
Example:
Strategic questioning: When a student gave an incomplete response,
the teacher paused and asked, "Who can build on that?" — redirecting peer
discourse without evaluating the answer. Three additional students
volunteered to extend the idea within 45 seconds.
Rules for strengths:
Never generic ("Great classroom management!")
Always evidence-linked ("When [X happened], teacher did [Y], and students
responded with [Z]")
Name the teaching move, not just the outcome
3. Areas for Growth — One Priority Focus
Identify one primary growth area, framed as an inquiry or next move.
This is not a deficit list — it is the highest-leverage next step.
Format:
Growth Focus: [Area]
[2–3 sentences describing what was observed], [1–2 sentences connecting
this to student impact or a missed opportunity], [1 sentence framing the
growth edge as a question or invitation].
Example:
Growth Focus: Student Discourse Structures
During the discussion portion, most student talk was directed at the teacher
rather than peer-to-peer. Students looked at the teacher when responding
rather than at each other, and follow-up questions came primarily from the
teacher rather than from students. This limits the cognitive load and
academic language practice available to students during discussion. A next
step to explore: What structures (sentence stems, talk moves, seating
configuration) might shift the flow of academic conversation toward students?
Rules for growth areas:
One focus only — more than one dilutes impact and overwhelms teachers
Name what you observed; connect it to student learning impact
End with a forward-looking question, not a directive
Avoid deficit language: not "teacher failed to..." but "an opportunity
exists to..."
4. Data Summary (if quantitative data was collected)
Present any scripted data collected during the observation:
Student engagement scan results
Question type tally (Bloom's levels)
Talk time ratio (teacher : student)
Participation map (which students responded, how often)
Wait time estimates
Present as a brief table or bullet list, then offer one interpretive sentence.
5. Debrief Conversation Starters
2–3 open-ended questions for the coaching debrief conversation. These should:
Begin with the teacher's perspective, not the coach's
Be genuinely curious, not leading
Connect to the teacher's stated focus area
Example questions:
"Walk me through your thinking when you designed the discussion section —
what were you hoping students would do?"
"When you look at the student talk data, what stands out to you?"
"What felt different today compared to when we last talked about
questioning strategies?"
6. Agreed Next Steps (leave blank for coach to fill post-debrief)
Next Steps (to be completed post-debrief):
□ _______________________________________________
□ _______________________________________________
Follow-up date: _______________
Formal Evaluation Write-Up
When the user needs formal evaluation language (Danielson, Marzano, etc.):
Read references/evaluation-frameworks.md for domain-specific language,
rubric descriptors, and rating calibration guidance.
Key differences from informal write-up:
Use framework domain language explicitly
Include a rating recommendation with evidence rationale
More formal tone; less coaching-conversation framing
Cite specific observable evidence for every claim
Walkthrough / Snapshot Format
For brief (5–15 minute) visits producing a short feedback note:
CLASSROOM SNAPSHOT — [Date] | [Teacher] | [Grade/Subject]
Observer: [Name] | Duration: [X min]
WHAT I SAW:
[2–3 sentences of specific, factual observation]
BRIGHT SPOT:
[1 specific practice worth naming — concrete, evidence-based]
WONDERING:
[1 growth-oriented question — not a directive]
RESOURCE: [Optional — one link, article, or tool relevant to the wondering]
Tone Calibration
Context
Tone
New teacher (yr 1–3)
Warm, specific, encouraging; heavy on strengths
Veteran teacher building new skill
Collegial, inquiry-based, peer-like
Teacher in formal improvement plan
Precise, evidence-heavy, neutral
Peer observation
Reflective, non-evaluative, curiosity-led
Leadership coaching (AP/principal)
Strategic, systems-focused
What to Avoid
Praise sandwiches: Strength / criticism / strength is a documented
ineffective feedback structure (Wiggins, 2012). Lead with strengths, then
focus growth separately.
"But" as a connector: "Great lesson, but..." signals that the strength
was setup for the critique. Use "and" or separate sections entirely.
Prescriptive directives: "You should have..." removes teacher agency.
Use "A next move to explore..." or "What might happen if..."
Personality attribution: "You're such a caring teacher" is not evidence-
based feedback. Name the practice, not the person.
Quantity over focus: Three-page feedback documents are rarely read and
never acted on. One clear growth focus, well-supported, is the standard.
Reference Files
references/evaluation-frameworks.md — Domain language, rubric
descriptors, and rating guidance for Danielson, Marzano, and NIET
references/coaching-question-bank.md — 50+ debrief questions organized
by teaching domain, useful for generating debrief conversation starters
Read when the user requests framework-specific language or needs a larger
set of debrief questions.
