Effective teacher evaluation incorporates approaches that ensure integrity and accountability while supporting teachers, encouraging growth, and providing honest feedback. Mentoring Heads and Leadership Transitions Heads of school, who are new to the career or have moved from one headship to another, often need the outside perspective provided by a consulting firm that can help view issues in ways that are supportive of both the head and the school. Yet, it is the longevity of a head that usually determines that person's effective and long-term contributions. A new head faces a variety of demands from the Board, the faculty, the parents and the students. Heads new to a school need to be very careful about managing the pace of change in a way that does not harm the school's climate, faculty morale or the school culture.
Sudden changes can undermine the new head's credibility and legitimacy.
Even experienced heads who move into a new environment may find themselves surprised by a different set of personalities, circumstances and political history that can blindside even the most experienced leader. Our work in this area requires an on-site visit and has actually saved the headship of a number of school heads. In some instances, it can lead to a diffusion of mission and direction, and create a loss of momentum for the school. The culture of the school, and the tenor and climate of the faculty and parent body, should temper and guide the board's decision about which process to use. Some schools have chosen a more focused planning process, which includes focus groups of constituents, but keeps final decision making more closely within the management and the board.