Educational Leaders

The positive correlation between effective schools and quality leadership is not new.  Effective leaders are now needed more than ever as the number of principals continue to decline due to poor retention rates and as the numbers of retirees exceed new hires. As a result, it is imperative that professional development for current leaders and for those in training, develop skills to not only meet professional standards but also address individual needs. Needs that when met will garner success and personal and professional fulfillment.

Coaching, with or without training, is a proven method by which adults learn and grow quickly and efficiently. The coach establishes a highly supportive, respectful and caring relationship that encourages mutual trust where a client can be honest, vulnerable and transparent.  Clients have nothing to hide and feel free to discuss their most challenging areas and ineffective skills in all of their leadership roles.  

Coaching can take many forms, the most popular being a results-focused or performance-based coaching model.  Using this model, we follow these steps:

1)    Identify specific leadership skills and competencies most important and most needed in their role and their organization.  These may be based on: one’s self –observation; the results of an assessment tool or a supervisor’s input.

These competencies may also be selected from one or more of the following organizations and documents:

• Interstate School Leaders Licensure Consortium (ISLLC) “Standards for School Leaders

The National Association of Elementary School Principals (NAESP), the National Association of Secondary School Principals (NASSP) and the American Association of School Administrators (AASA) all use the ISLLC Standards in a variety of ways and each of these organizations have their own set of standards for their own memberships.

• The Southern Regional Education Board (SREB) School Leadership Initiative

This connects SREB, leadership academies and universities across the region in collaborative work focused on improving leadership preparation and development.  

2)    Identify the gaps between the ideal behavior or skill and the current state.  Together, we analyze the kinds of shifts in thinking and the ineffective or missing skills required for you to become an exceptional leader.
3)    Create a customized action plan, one that is performance-based, replete with strategies and specific action steps to achieve your goals.
4)    Engage in a coaching relationship that not only offers support, feedback, and insight but also challenges and inspires you to make changes that you can sustain.