Limited autonomy, flexibility, and support that do little to develop and promote strong leadership.
Leadership roles have clear goals, accountability, and career paths, with flexibility and support to achieve results.
We can change the odds for teachers and students if we organize to support leadership teams that include teacher leaders along with more traditional school leadership roles. District then need to clearly define the role and expectations of principals, and organize to ensure principals have the support and information necessary for success. As with teaching, leadership career path and compensation structures should be clearly defined, and allow principals who achieve outsized results or take on challenging roles have the opportunity to earn more and leverage their experience and expertise.
See how Charlotte-Mecklenburg Schools adopted a program called strategic staffing and moved some of the district's best principals to the lowest-performing schools.
A 10-minute self-assessment tool that helps district leaders and others identify which of your strategies are likely to lead to student success—and where there are opportunities to improve.
Learn from interviews with a dozen current and new superintendents how first-year superintendents can use data to build political capital that enables system change.
Learn about the new brand of education CFO, one who watches dollars and offers high-level strategic expertise.
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