Best Practices For School Leadership

Reflecting on my year working in schools in very different contexts, I'm convinced that the most important - yet underrated - relationships in school improvement are between CLs (curriculum /phase leaders/HoDs) and their SLT line managers. Before individual coaching processes have any hope of making an impact at any scale, it's essential to develop a team of CLs who can drive change in their areas. This requires a few things: ⭐ A good shared analysis of how to generate excellent learning outcomes in the subject - informed by formal and informal outcomes. Without this, everyone is guessing and misfiring, wasting effort. Sometimes external ideas are needed. ⭐A good shared understanding of how classroom practices need to change or be sustained to secure those excellent outcomes. Generic ideas about learning only go so far - and the line management partnership needs to support translating broad ideas and whole-school priorities into curriculum specific action. Imposing general ideas rigidly, can foster compliance that doesn't actually improve outcomes. It's hard to do this as SLT if you know nothing about a subject you line manage - so you need to listen and learn. ⭐A good shared sense of how well things are going - eg with routine joint learning walks, triangulating with assessment. You can't wait to see the exam results! And termly formal one-off observations are a waste of everyone's time. ⭐Time for CLs to be able to know how things are going - proper built-in time to see lessons on a regular basis and a recognition that this a core element of the work. Always amazes me when CLs do not regard it as a central responsibility to know how well their colleagues teach and how curriculum resources are used in practice, week in week out. ⭐Time for CLs to meet with their teams in routine cycles and - with appropropriate training - an understanding of how to lead team meetings as coaching/feedback sessions linked to curriculum needs. ⭐ A trust that is built around capabilities and confidence-building. CLs need some autonomy - but also that needs to be warranted, not just assumed. Plenty of CLs struggle to be true drivers of change (if they knew exactly what to do, results would be better already) and need help to develop those attributes: it's a central role of the SLT line manager to support each CL to get there. ⭐ SLT line managers need to earn trust by being sincere in their support and problem-solving stance, not blurring QA/accountablity language and roles such that CLs hide things and put on a show or become defensive. Unless people truly believe things can be better, they don't seek to make them so. In short, schools should put these relationships at the core of their PD priorities because it's a learning process for all concerned. CLs can be the engine room of a great school - but that doesn't just magically happen. It needs to be fostered, nurtured, designed, built.. The way they are led by the SLT is central to everything.

What does empathy look like in leadership? Last night I sat in an after-hours clinic until 10 p.m. The place was filled with tired parents and restless children as winter illnesses spread across New Zealand. The wait was long, yet the clinic stayed calm. Two nurses worked with precision, and three doctors kept a steady rhythm from room to room. One nurse knelt to a child’s eye level to explain the delay. Another placed a cup of water in a worried mother’s hands without a word. They stayed late so everyone was seen. I was one of the last to be seen, but that is ok because kids deserve to be seen first. Year after year our health system face staff shortages and limited resources. Yet medical staff do their best to make a difference. Last night was a quiet masterclass in empathy, not as a PR slogan to "be kind," but as the culture of showing up when people need you. Then there’s the moment in this clip when Juan Martín del Potro pauses a tennis match so that an injured ball girl can be comforted and replaced. No glory and no extra point for his sportsmanship. Just presence and empathy under pressure. Virtue signaling posts values on a wall and calls it done. Real empathy, by contrast, seeks no recognition and genuinely serves others. The people on my team have families. If work wins and home loses, we all lose. The community pays first, and the business pays later. So, here are my 5 simple tips on how you can lead with empathy: 1. Ask real questions: ⇀ What really matters this month? ⇀ What would make work better? 2. Set humane rules: ⇀ Name the top three priorities. ⇀ No stealth weekend work. 3. Be present in hard moments: ⇀ Have the tough conversations early. ⇀ Support your team in public. 4. Share the load: ⇀ Move deadlines and reassign work. ⇀ Cover a shift. 5. Measure what matters: ⇀ Track energy, trust, and safety. ⇀ Let those guide decisions. Empathy is how we show up for each other, week after week - whether it's for our teams, families, or communities. How has empathy shaped the way you lead, or the way you’ve been led? ------- ➕ Follow Jonathan Maharaj FCPA for finance‑leadership clarity. 🔄 Share this insight with a decision‑maker. 📰 Get deeper breakdowns in Financial Freedom, my free newsletter: https://lnkd.in/gYHdNYzj 📆 Ready to work together? Book your Clarity Session: https://lnkd.in/gyiqCWV2

Leaders can’t afford to be basic communicators. Communication is what makes them effective. Effective leaders craft communication strategies to persuade stakeholders, build trust, and foster collaboration. These five communication frameworks can help every leader achieve that edge: 1️⃣ NLP (Neuro-Linguistic Programming) Understand how language influences behavior. Use it to build rapport, inspire action, and guide your team’s mindset. Pro Tip: Mirror your team’s communication style to foster trust. 2️⃣ Process Communication Model (PCM) Decode personalities in the room. PCM helps you adjust your style to motivate different people effectively. Example: Is your team member fact-driven or people-focused? Tailor your approach accordingly. 3️⃣ Non-Violent Communication (NVC) Master the art of expressing needs without conflict. Framework: Observation → Feeling → Need → Request. It’s a game-changer for resolving tensions while strengthening relationships. 4️⃣ P.I.E Framework (Performance, Image, Exposure) Success isn’t just about Performance. Leaders need to build their Image and ensure they have Exposure to the right stakeholders. Ask yourself: Are you visible where it matters most? 5️⃣ Storytelling as a Strategy Stories don’t just inform—they inspire. Frameworks like the Hero’s Journey or Problem-Solution-Benefit create compelling narratives that connect emotionally with your team or audience. ✨ Why it Matters: Great leaders aren’t just communicators – they’re connectors. These tools help you inspire teams, build trust, and drive action. 🧠 Which of these frameworks would you love to dive deeper into? Drop your thoughts below ⬇ and share with your network to spread these insights! 📌 Follow Oliver Aust for more actionable leadership tips.

I remember I was heading into a board meeting when our office janitor, Mr. Ellis, stopped me. He said, "Your name tag's upside down." My first instinct? → Brush it off. → Pretend I didn't need help. → Protect my pride. Instead, I paused and said, "Thanks for looking out for me." He smiled and replied, "Doesn't matter your title. You represent all of us when you walk into that room." That single moment with Mr. Ellis's big brown eyes shifted how I viewed leadership forever. Six months later, I stood in that same boardroom, presenting a critical strategy. Not because I knew everything. But because I walked in carrying the quiet confidence that comes from respecting everyone who makes our work possible, from the janitor to the CEO. And respect carries more weight than any title ever could, regardless of the room you're in. Here's what most professionals get wrong: They think career growth is about impressing those above them. They forget that everyone, from the janitor to the CEO, sees how you really show up. They underestimate the wisdom in people that society often overlooks. But the highest-impact leaders I've coached share one trait. They lead with respect. → They treat every person like they matter. → They know trust isn't reserved for titles. → They understand influence starts with how you make people feel. That's how careers grow, not just in skill but in humanity. The C.H.O.I.C.E.® Framework makes this real: Courage: Stand for dignity, even when no one's watching. Humility: Know you're not above anyone. Openness: Learn from every voice. Integration: Turn respect into everyday actions. Curiosity: Ask people about their stories. Empathy: See the person behind the role. Here's how to start leading with respect and grow your career: ✅ Start small. → Thank someone whose work often goes unseen. → Respect is built in micro-moments that matter. ✅ Listen deeply. → Instead of dismissing someone's input, ask: → "What do you see that I might be missing?" ✅ Model humanity. → Show others how to treat people well, no matter their title. → Respect shapes culture and careers. The more senior you become, the more your treatment of junior staff defines you. Your peers judge your character not by how you handle power but by how you treat those without it. 💭 Who's someone "behind the scenes" who taught you about leadership? ♻️ Tag someone who leads with humanity. ➕ Follow Loren Rosario - Maldonado, PCC, for career coaching that's human to the core.

Stop glorifying aggressive leadership. Start thinking like a farmer. I've coached hundreds of leaders, and here's what I've learned: Pressure kills potential. Force creates resistance. But nurture? It transforms. 7 practices that actually work: 1. Create space for growth 🌱 ↳ Stop shouting. Start listening. ↳ Your team needs oxygen, not pressure. 2. Own the environment 🌍 ↳ Bad results? Look at the soil first. ↳ Culture eats strategy for breakfast. 3. Trust the process 🕐 ↳ Growth happens in silence. ↳ Judge outcomes, not daily progress. 4. Match talent to terrain 🎯 ↳ Right person, wrong role = slow death. ↳ Your job is to spot the fit. 5. Feed what matters 💧 ↳ Recognition builds confidence. ↳ Learning fuels innovation. 6. Address toxicity early ⚠️ ↳ One bad apple spoils the barrel. ↳ Have the tough conversations today. 7. Plan for seasons 🌦️ ↳ High performance isn't linear. ↳ Build resilience before the storm. Real leadership isn't about control. It's about creating conditions for growth. You can force compliance. Or you can nurture commitment. Your choice shapes your harvest. What's one practice you're implementing next?

9 Hard Truths About Leadership (Most CEOs Learn Too Late): Let's talk about what leadership really means.  Not the textbook version.  The raw, unfiltered truth I've learned the hard way. The view from this chair taught me what business school never did. After connecting with hundreds of fellow CEOs,  I noticed we all face the same hard truths. Truth #1: What's Not Said Shapes Everything ↳ Your team's silence carries messages you can't ignore ↳ The real problems hide in avoided conversations ↳ When feedback stops, hope is already gone Truth #2: The Fatal Rush to Results ↳ Speed without direction kills great companies ↳ Quick wins often create lasting disasters ↳ The courage to pause separates great leaders Truth #3: The Leadership Bubble Trap ↳ Success makes the ground floor feel further away ↳ Your front line holds tomorrow's answers ↳ The best insights never reach the top floor Truth #4: Your Culture Is Your Strategy ↳ Great plans die in toxic environments ↳ Strong teams turn average plans into gold ↳ Fix the foundation before building higher Truth #5: The Price of Easy Agreement ↳ Comfortable leaders create vulnerable companies ↳ Your critics hold the keys to your growth ↳ Build bridges to hard truths Truth #6: Control Is Just Fear Speaking ↳ Micromanagement murders innovation ↳ Your grip determines their growth ↳ True power lies in letting go Truth #7: Freedom Creates Excellence ↳ Autonomy builds unstoppable teams ↳ Trust unlocks hidden potential ↳ Your best people need room to rise Truth #8: Your Leadership Runs on Trust ↳ One broken promise can erase a decade of loyalty ↳ No compensation package can rebuild broken trust ↳ Your every action either builds or breaks it Truth #9: Tomorrow Remembers Today ↳ Your impact echoes long after you leave ↳ Every moment shapes your legacy ↳ Choose your leadership story wisely Leadership is a mirror.  Which truth showed you who you really are as a leader? ♻️ Share this with a leader who needs clarity today ➕ Follow me for more unfiltered leadership insights

The hardest part of leadership isn’t growth. It’s the self-awareness that comes with it. After three decades of leading global teams and coaching senior executives, I’ve realized that leadership is not defined by how much you know, but by how much truth you can handle. Every organization has blind spots. But the real danger begins when leaders pretend they don’t exist. Here are 14 hard truths about leadership that every serious professional must confront: 1. Leadership begins where comfort ends.  If everything feels easy, you’re managing, not leading. Growth always starts with discomfort. 2. Talent leaves silently.  Before anyone resigns, they emotionally disengage. The exit starts long before the notice. 3. Meetings don’t build alignment. Conversations do.  Strategy decks may impress, but trust is built in honest, one-to-one dialogues. 4. Culture is not what you say. It’s what you allow.  Every time you ignore poor behavior, you define your company’s real values. 5. Overworking your best people is not efficiency. It’s erosion.  You can’t build a strong team by burning your strongest performers. 6. Listening is not agreement.  You can understand someone deeply without having to endorse their opinion. 7. Fear hides behind perfection.  Leaders who always want flawless plans often avoid hard decisions. 8. Retention is not an HR metric.  If your best people keep leaving, it’s not policy. It’s leadership. 9. Delegation without trust is control in disguise.  If you assign work but hold back ownership, you create dependency, not empowerment. 10. Visibility does not mean presence.  Showing up is easy. Being fully available to your people when they need you is rare. 11. Feedback is not an event.  It’s a culture. People grow when feedback becomes normal, not exceptional. 12. Innovation dies in ego-driven rooms.  The smartest ideas often come from the quietest voices. 13. Accountability is contagious.  When leaders own their mistakes, teams mirror that behavior. 14. Leadership without empathy is authority without influence.  You can instruct through fear, but you can only inspire through understanding. After 30 years in leadership, I’ve learned this: Organizations rise or fall not because of external competition, but because of internal clarity. So ask yourself: Which of these truths are you ready to face today?

Transformational Leadership: Engaging Through Communication 🌟 One of the most profound lessons I’ve learned as a leader is that I am, in many ways, powerless. Powerless when relying solely on my expertise or knowledge. No matter how much I learn or how smart I become, the real value lies in what my team can achieve. Leadership demands effective communication. But how can we make communication truly engaging? ✅ Understand Your Team’s Perspective. Acknowledge that every team member brings unique motivations, concerns, and contributions. Use empathy to adapt your communication style to meet them where they are in their journey. ✅ Be Transparent and Consistent. Share the "why" behind decisions. When people understand the reasoning, they are more likely to buy in. Align your words with your actions to build trust. ✅ Create Two-Way Communication Channels. Encourage open dialogue where feedback flows both ways. Practice active listening to make your team feel heard and valued. ✅ Leverage Stories to Inspire and Connect. Share examples of team successes or lessons learned from challenges. Stories create emotional resonance and help make abstract ideas relatable. ✅ Celebrate Small Wins and Learn from Setbacks. Recognize achievements, no matter how small. Positive reinforcement boosts morale. Treat setbacks as opportunities to learn and grow, fostering a culture of resilience. ✅ Make Communication Visual and Accessible. Simplify complex ideas using diagrams, infographics, or tools like Kanban boards. Collaborative workshops and co-design sessions ensure everyone feels involved and invested. Leadership isn’t about knowing it all, it’s about empowering others to achieve greatness. Communication is the bridge that connects ideas to impact. Let’s learn from one another. 💡 What are your favorite strategies for fostering engaging communication? Share in the comments below!👇 #Leadership #TransformationalLeadership #Teamwork #Innovation #GrowthMindset #Motivation #Inspiration

We don't prepare for effective meetings. But we can save time and boost outcomes with one rule. Here's how: Early in my career, I noticed meetings were often unproductive. 50% of the time was wasted without a clear agenda. So, I started using a 6-step formula to run meetings. 1. Prepare a Clear Agenda ↳ Create and distribute it in advance ↳ Include key topics: progress updates, challenges, tasks, decisions ↳ Set clear objectives for the meeting 2. Focus on Key Updates and Issues ↳ Start by reviewing action items from the previous meeting ↳ Have team members provide brief updates on their tasks and progress ↳ Discuss any roadblocks, challenges, or risks ↳ Prioritize the most important items for discussion 3. Encourage Participation ↳ Actively engage all team members to share updates and insights ↳ Allow time for problem-solving and brainstorming solutions 4. Manage Time Effectively ↳ Stick to the scheduled time for each agenda item ↳ Keep the meeting focused and on-track ↳ Consider setting a time limit for individual updates 5. Document Outcomes and Next Steps ↳ Assign clear action items and owners for follow-up tasks ↳ Summarize key decisions made and next steps ↳ Share meeting minutes/notes with all attendees afterward 6. Follow Up on Action Items ↳ Track commitments and hold people accountable. ↳ Ensure decisions are acted upon to maintain momentum Save this meeting rule: clear agenda → effective outcomes. Implement like a pro → Run meetings like a boss

If one person talks the most in your meetings, you’re not leading. You’re spectating. Your team dynamics are disrupted by one member's dominance. How can you ensure everyone's voice is heard? 1) Recognise Dominance Identify the dominating member. Acknowledge their contributions. But ensure they don't overshadow others. 2) Set Clear Rules Establish ground rules for discussions. Everyone gets a turn to speak. 3) Encourage Quiet Members Actively invite input from quieter members. Their ideas may surprise you. 4) Rotate Roles Change roles regularly. Let everyone experience leadership. 5) Use Structured Methods Implement structured methods like round-robin. This ensures everyone has a say. 6) Foster Open Communication Create a safe space for sharing ideas. Encourage respectful dialogue. 7) Provide Feedback Give constructive feedback. Help the dominant member understand their impact. 8) Lead by Example Model inclusive behaviour. Show how to listen and value all voices. 9) Address Issues Privately Talk to the dominant member in private. Discuss ways to balance their input. 10) Celebrate Diversity Embrace the diverse perspectives. Dominance is a leadership issue, not just a team problem. If one person is consistently overshadowing the rest of the team, the issue isn't just with that individual (it's a failure in leadership). Leaders set the tone, and when dominance goes unchecked, it signals that you're allowing imbalances. The key is to step in early, recalibrate the group, and ensure that quieter voices are empowered. Leadership should foster participation, not enable monopolisation. Dominance persists when leaders stay silent. What would you add?