Coaching & Leadership Development
What Every Headteacher should be told before they’re appointed!

What Every Headteacher should be told before they’re appointed!

  Recently, I’ve been pondering one question: How do Headteachers find the time and space to develop the aptitudes necessary to show up as their true authentic and best self, when they are in a profession that requires;   – A deeply forensic approach to the analysis of pupil outcomes – Lightning quick responses to demands of all kinds and, – Consistently high levels of visibility   The answer I most often hear in response to this question, is:   ‘There quite simply isn’t enough time to focus on me. I spend all of my time and more [i.e. evenings and weekends] focusing on school improvement, because that’s what I’m here to do – to focus on the children and teachers, not me.”   When I hear this response, I find myself thinking, that sounds just like me when I was a Head. When I was told only one side of the School Leadership Story.   It’s all about the job description, or is it?   Before I was appointed to my first post as a Headteacher around seventeen years ago, I read and believed that I fully understood the Job description and person spec. I wrote an application form that demonstrated my leadership skills, knowledge and experience.   I performed so well at interview [despite being eight and a half months pregnant], that I convinced the panel, I could do what the job was asking of me on paper and take the school out of Special Measures…   And therein lies the rub. Did you fall for it too? Did you mistakenly believe that when you applied for the Head...