The K12 Induction Playbook: Building Support Systems for New Teachers

Early-career teachers face a steep learning curve, and supporting them well during these formative years can make or break their decision to stay in the profession. Induction programs play a crucial role in helping teachers transition from preliminary credentials to fully certified educators. 

We’ve compiled a playbook of best practices to help schools and districts build meaningful, effective induction programs that improve retention, accelerate growth, and support new teachers from day one.

1. Make Support Personalized and Job-Embedded 

Why It Matters: One-size-fits-all coaching misses the mark. Teachers need support that reflects the realities of their classroom, subject area, and day-to-day challenges.  

Best Practices:  

• Pair new teachers with mentors who meet with them regularly and respond to real classroom events  
• Use authentic challenges—like student engagement or classroom management—as learning moments  
• Allow flexibility in how induction goals are met, guided by each teacher’s needs and strengths

2. Build Trust Through Non-Evaluative Coaching

Why It Matters: Teachers are more likely to open up, ask for help, and grow when they know the support they’re receiving isn’t tied to formal evaluation.  

Best Practices:  

• Clearly separate mentor roles from administrative evaluators  
• Frame feedback conversations as growth-focused, not performance-based  

Use video tools like GoReact to create a safe space for self-reflection and peer coaching

3. Use Video to Maximize Time and Deepen Feedback  

Why It Matters: Mentors often juggle full-time teaching loads and can’t always be physically present. Video coaching gives them eyes into the classroom without needing a sub.  

Best Practices:  

• Allow teachers to record lessons and reflect on their practice independently  
• Use time-stamped comments to make feedback actionable and precise  
• Encourage both mentors and teachers to review lessons together to foster dialogue

4. Prioritize Self-Reflection to Build Teacher Confidence  

Why It Matters: Teachers grow faster when they identify and own their challenges. Self-reflection helps shift the feedback process from evaluative to empowering.  

Best Practices:  

• Encourage new teachers to review videos of their lessons before feedback sessions  
• Ask open-ended questions like “What went well?” and “What would you do differently?”  
• Use AI-supported tools in GoReact to highlight student engagement, prompting deeper teacher insight

5. Keep It Real and Avoid the Checkbox Mentality

Why It Matters: Induction programs can drift toward compliance if not rooted in real teaching practice. The most effective programs stay aligned with what’s actually happening in classrooms.  

Best Practices:  

• Regularly pause to ask: “Is this meeting a requirement or supporting real growth?”  
• Balance program expectations with what’s most urgent and meaningful for each teacher  
• Empower mentors to adjust timelines and focus areas based on what’s happening day to day 

Invest in Your New Teachers

When districts treat induction as more than a requirement—and instead as a meaningful, relationship-driven coaching experience—new teachers thrive. From building trust and using video to save time, to personalizing support and fostering true self-reflection, this playbook outlines the essentials of a program that actually works.

As Ann Stark shared, “We’re not doing this just to meet the requirement. We’re doing it for real, authentic, meaningful growth.” Let’s build induction programs that do just that.