The Role of Ongoing Coaching in Helping Teachers Thrive Beyond Year 3

By now you’ve heard the stat: a staggering 44% of teachers leave the profession within their first 5 years. School leaders know how important those early years are and how crucial it is to surround new teachers with mentorship, coaching, and support. 

But… then what? If we concentrate our efforts on, say, years 1-3, what about teachers in years 4, 5, 6, and beyond? Because while the type of support may change, the need for coaching, mentorship, and development is constant throughout a teacher’s career. 

Bottom line: Effective support for mid-career teachers could be the difference between an educator who burns out after the first few years and one who builds a long, fulfilling career that changes hundreds of student lives for the better.  

The Mid-Career ‘Void’ 

Teachers who pass the 3-year mark can find themselves in a strange new territory. The intensive support and onboarding systems fade away, but the demands of the job are still complex (and, it seems, ever-changing).  

Former teacher Sara E. Hampton published a research paper in 2024 about this exact topic and the importance of coaching for mid-career educators. Hampton taught for 24 years, and the way teachers are supported, she said, didn’t change one bit throughout her entire career.  

The first two years “are usually filled with mentor support, collegiality and governing body accountability,” Hampton wrote, “followed by a void that can easily be filled with self-doubt, long hours, stress and pressure.” 

Now, this isn’t an either/or situation. We can’t lessen our support for new teachers — they need it! Rather, it’s a yes/and. Yes, we absolutely need to mentor and coach new teachers. And, yes, we need to continue that same level of intentional support for teachers throughout their careers. 

The Benefits of Career-Long Coaching 

Extending coaching and intentional support beyond the first few years isn’t just about preventing teachers from quitting; it’s about investing in the quality and health of your entire school community. The benefits are wide-reaching and create a positive cycle of improvement.

Career-long coaching:

Builds Better Teachers 

Continuous improvement should be the goal for every professional. Ongoing coaching provides teachers with a space to reflect on their practice, refine their skills, and adapt to new challenges. 

We can all improve, and we all have room to grow. That never-ending potential is one of the most exciting aspects of education.

Boosts Teacher Satisfaction  

Career growth is vital to job satisfaction. When teachers are developing their skills and have a clear path forward (one that involves career and salary growth), they are more likely to feel fulfilled and remain in the profession and with your organization. 

Improves Confidence and Well-Being 

Doing the same thing year after year without seeing improvement is a recipe for burnout. Ongoing coaching helps teachers break out of this cycle by identifying areas for growth and providing practical strategies to get there. This process builds confidence and improves overall well-being, helping teachers feel more in control and less overwhelmed.

Creates a Cascading Effect 

When you invest in your mid- and late-career teachers, you’re not just supporting individuals. These experienced educators become better equipped to mentor new teachers, share their expertise, and contribute to a more collaborative and effective professional environment for everyone. 

4 Strategies for Mid-Career Support 

So, what does effective support look like for mid-career teachers? Here are 4 ideas to help you get started: 

#1: Tailor Professional Development 

While new teachers may benefit from more general professional development (classroom management, lesson planning, and the like), mid-career teachers may need more tailored opportunities or more personal choice for their PD. This could involve courses that target a specific area of interest, whether that’s strengthening a weakness or further developing a passion. Or maybe it involves letting your mid-career teachers seek out more of their own professional development opportunities and offering your support through conference tickets, webinar passes, or subscriptions to a new tool or service. Whatever path it takes, personalized PD shows teachers you value their unique skills and are invested in their individual growth. 

#2: Maintain Mentorship  

Mentorship is essential for new teachers, but it shouldn’t stop there. Mid-career and even your most experienced teachers should have a mentor — someone to help process challenges, brainstorm ideas, and simply be a partner in their professional life. For your mid-career teachers, this might mean they’re a mentor and a mentee at the same time, and that’s OK! After all, if anyone is used to wearing multiple hats, it’s a teacher.

#3: Increase Career Coaching  

Once a teacher is settled into their role and your district, help them envision their long-term future. What career paths or options are available? Where might they be in 5, 10, 15, or even 20 years. Help your teachers map out a career path that aligns with their goals and strengths, and work together to figure out what skills they’ll need to develop or what certifications or degrees they’ll need to earn to accomplish their goals. 

Supporting your teachers’ ambitions may eventually lead them to career opportunities beyond your district, but this should be embraced, not feared. By championing your teachers’ growth, even if it eventually leads them elsewhere, you foster loyalty, appreciation, and a positive professional culture. In the long run, districts known for developing talent and supporting educators’ full career journeys become magnets for passionate, high-quality teachers. 

#4: Encourage Lifelong Learning 

Support your teachers as they pursue additional certifications, master’s degrees, and doctorates. That could include financial assistance, flexible scheduling, or simply verbal or written encouragement, letting teachers know you’re excited about their continued growth and eager to see what comes next.  

This type of supportive culture benefits everyone. Your teachers are engaged and continuously growing and improving. They’re empowered to provide better instruction for their students, who in turn are more engaged and excited about learning. It’s a win for your teachers, a win for your students, and a win for your entire school community. 

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Looking for a professional development partner? Moreland University’s PD courses blend live, virtual classes with asynchronous activities. This allows your teachers to collaborate with each other and their instructors while still prioritizing their own schedules and learning styles.   

Course offerings:   

• AI for Educators
• Enhancing Instructional Design
• Classroom Essentials for Teachers
• Data-Driven Instruction
• Differentiated Instruction
• Embracing Culturally Responsive Pedagogy
• Language and Literacy Development
• Leadership Development
• And many more!  

We also create customized courses for our partners. Download our course catalogue or book a brief meeting to get started.