CHARLOTTE ROWLEY ON LEADERSHIP Advice for new headteachers
In her latest column for Education Today this month, CHARLOTTE ROWLEY, Principal at St Austin’s Catholic Primary school in Stafford, looks at the challenges involved in taking the step up to senior leadership and offers some practical advice.
The start of the spring term was the beginning of an exciting career step for me, as I began my first substantive headship at a primary school. New year, new challenge and new opportunity. January is a good
time to begin a new role and I know that the start of the spring term is often a time of reflection and evaluation for many, and a period for desired change. Many readers may be looking at taking that next step and perhaps taking the leap to headship. I thought therefore, it may be useful to share some (I hope!) useful advice in relation to the process from applications, interview to commencement.
Deciding on whether to apply
When first acknowledging and admitting to yourself that you’re going to go for it and start committing to looking for headships it can seem exciting, but also by the same measure, maybe a little overwhelming. My first piece of advice would be to ensure that you tell your current Head/Line Manager that this is your goal. If the appraisal process has been followed and there is a culture of CPD and succession, they will of course, not be surprised at your aspirations and hopefully you have already been on that path and steps to leading a school, but for transparency, it is important to inform them and of course, your leaders will be able to offer help and support.
I would advise signing up to job alerts, but also to think carefully about the type of school that you see yourself working in. Of course, it is an absolute must to visit the school beforehand to see if your vision and values align. Can you truly picture yourself working there? Research the school, even before the visit, ask questions – what the package of support is for the new Headteacher, what is parental engagement like, what is staff turnover, demographic, etc. I knew from the moment I stepped into my school that it was right for me and felt that I wanted to apply, but I have also visited schools and felt the opposite. Some schools just may not fit. Follow that feeling, you won’t go far wrong.
Application forms
Many application forms for any role in education can seem lengthy and even a little intimidating! This is why it is important to ask advice from people who have been through this process before and can offer pearls of wisdom. Structuring the application statement or covering letter clearly and succinctly is key. Someone once said to me that following the POINT, EVIDENCE and EXPLAIN method (flashback to English GCSE essays!) works because employers will want to know examples and impact of work that you have done, but meticulously and clearly, rather than descriptively (most have a word limit).
The research that you have carried out on the school should also be evidenced and threaded through the statement/letter to show that you know and understand the school’s ethos, demographic, strengths but also things you wish to work on and develop. In particular, highlight when you have led a team, developed individuals and thought about succession, but also do not shy away from writing about challenges that you have faced and how they were overcome.
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www.education-today.co.uk The interview
Again, this sounds so obvious, but make sure that you know as much about the school as possible. Research the school and the area, look up recent Ofsted reports, academic and financial benchmarking data. Make sure that you use your application as a foundation for your preparation and build on this.
Some interviews are two days, some one day and each setting will have different tasks, but from experience, the following are ‘typical’:
• Interview (with CEO, Governors, Directors. May also have a separate SLT panel)
• Presentation (you may be given this in advance or on the day. Often something along the lines of ‘How will you help School X move to Good / Outstanding’)
• More Headteacher interviews involve candidates to teach a lesson (the Headteacher has to have that credibility from colleagues, and this is proof that the candidate is passionate about teaching and learning)
• Assembly • Speaking in a staff meeting / briefing • Pupil Panel • Learning walk and then the candidate is observed giving feedback
Being a new Head does not mean you suddenly have to change everything that the previous Head implemented, but Governors and Directors will want to know how you are going to make some change, move the school forward and importantly, what your priorities will be and why. These are most likely questions that you will be asked. You need to know the journey that the school is on and how you are going to ensure that people follow and believe in your vision.
Whatever happens, embrace the interview as excellent CPD. They are such a great experience.
The start
Leave your role well. Ensure that you have handed over to your successor, supported them but also make sure that you have some time in your new school so that the Head can hand over to you.
Before starting the new role, write down what your key three priorities are and plan ahead, rather than feeling a sense of urgency to change everything. For me, a priority is always relationships. Getting to know the school community and family is crucial to me, therefore, ensuring that I met with every member of staff to get to know them as people was so important. Arranging coffee mornings, drop-ins with parents and carers so that they could get to know me and speak to me was integral and of course being visible throughout the school day for the pupils really matters. Do lunch duty, drop into lessons, make sure that you cover lessons, be there for your team and let everyone know that you have high standards (make no apology for this), but that you will always offer support.
Make sure that you recognise that you’re never on your own too and there’s always someone you can ask for help and advice. This is not a sign of weakness.
Someone once said to me that because the role can at times feel all-consuming, particularly at the start, so make sure you write down successes and ‘small wins’. It is very easy to focus on when things do not go to plan, and this reminds us of the everyday joys.
Above all, be transparent, act with integrity and be yourself. It’s a very long time to ‘act’ if you’re not being!
February 2024
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