When a school leader steps into a new role, whether they are entirely new to the organisation or have recently been promoted, it is crucial to provide them with the support they need to thrive in their position. The transition can be both exciting and daunting, and proper guidance can significantly impact their success and the performance of their team.
These strategies are ones I have used with new leaders in my team and activities that have helped me settle into a new role.
Understand Their Motivation and Goals
Begin by engaging in a conversation with the new leader to understand their motivations for taking on this role. Ask them what inspired them to pursue this position and what specific goals they hope to achieve in their new capacity. This dialogue not only helps you grasp their vision but also allows you to align your support with their aspirations. Once you understand their objectives, you can actively assist them in formulating a plan to reach those goals. This could involve brainstorming strategies, identifying potential challenges and discussing resources available to help them succeed.
Provide Access to Team Members’ Goals and Targets
It is essential to equip the new leader with comprehensive information about their team. Provide them with access to each team member's position description, roles and responsibilities documents and annual objectives. This information will help the new person understand individual strengths, weaknesses and areas for growth within the team. By familiarising themself with the team's goals and expectations, they can better support their team members, facilitate effective expectation-setting and see development opportunities within the team.
Share Organisational Strategy and Context
To ensure that the new leader feels connected to the big picture, provide them with an overview of the school’s strategic goals and objectives. Help them understand how their team fits into the broader context and annual strategic plans. This knowledge can empower them to lead their team with a sense of purpose and direction. Encourage them to think about how their team's work contributes to the school's direction and to communicate this to their team members, fostering a shared sense of mission.
Allow Time for Team Building
Transitioning into a leadership role requires time for team building. Encourage the new person to set aside time to explicitly build relationships and positive culture with their team. The goal is to create an environment where trust and collaboration can flourish. A well-functioning team is essential for maintaining productivity and morale, so investing time in team dynamics can yield significant long-term benefits.
Model Desired Workflow and Cultural Norms
As a leader, it is vital to model the behaviors and cultural norms you wish to see within the organisation. Demonstrate effective planning practices, communication styles and decision-making processes, while sharing insights into the school's quirks with the new leader. This modeling not only reinforces the organisation's values but can also show the new person explicitly the office politics and potential pitfalls (it's like sharing the hidden curriculum with students to improve success). Encourage new leaders to learn from existing leaders within the organisation, fostering a culture of continuous improvement and adaptability.
Establish Realistic Short- and Long-Term Goals
Finally, help the new leader set realistic and achievable goals for their first month, half term and full term. These goals should be specific, measurable, attainable, relevant, and time-bound (SMART). By breaking down their objectives into manageable milestones, the new person can maintain focus and track their progress. Regular check-ins to review these goals can provide opportunities for feedback and adjustments as necessary, ensuring they remain aligned with both their personal aspirations and the organisation’s objectives.
Having a new leader in the school is an exciting opportunity for growth and innovation, for the individual, their team and the organisation as a whole. To improve the experience, supporting the new leader needs to go beyond signing the contract and completing a training module or two. It should involve a multifaceted approach that includes understanding their motivations, providing essential information, fostering team dynamics, modeling desired behaviours, and establishing realistic goals. By investing time and resources into their development, schools can facilitate a smoother transition for new leaders, ultimately leading to enhanced team performance and organisational success.
Whether you are a new leader or are supporting one in your school, book an online mentoring session to get help.
