Here are the 5 P’s of leadership succession planning
Ensuring that you are always able to look to “the next person up” is an adaptive challenge, requiring both strategic thinking and culture change.
Ensuring that you are always able to look to “the next person up” is an adaptive challenge, requiring both strategic thinking and culture change.
Is your school board focused on the same topics that are of growing concern at their counterparts’ meetings in other districts and states?
In an era of high stress and turnover at the top, several leaders are sharing their strategies for remaining energized and in touch with the reasons they became educators.
Dayton and Great Falls public schools promote from within while at least three superintendents have found new homes in the past week.
Superintendent Roger Freeman has coopted the school choice concept within his K-8 district by replacing traditional attendance zones with a series of career-focused academies.
Three urban districts choose new leaders as several small school systems are giving administrators their first opportunity to serve as superintendent.
“We worked on creating the story with the people of the community—it’s their story. Community members wrote their own story of what they wanted their community to look like for their children,” Superintendent Jennifer Lowery says.
Superintendent Kimberly Rizzo Saunders is not sitting idly by while New Hampshire remains at the bottom of the list for per-pupil funding.
The Boise School District in Idaho has promoted Deputy Superintendent Lisa Roberts to serve as the district’s first female leader. District elsewhere are also giving administrators their first shots at the superintendency.
Meet Philip Brown, superintendent at the Jackson County School System in Georgia, who was recently named one of the NSPRA’s 25 “Superintendents to Watch.”
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