Developing Future Leaders in School Organizations

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Developing Future Leaders in School
Organizations
School Finance and Business Leadership and
Operations
Best Practices Conference September 29, 2006 Ray
Raudonis
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Todays discussion will include

• The four steps to address future leadership needs
• Some thoughts about the teacher shortage and
  how that may affect the administrator shortage
• Creating conditions that promote leadership,
  increase capacity, and lead to learning
  communities
• A possible answer to the question Who will lead
  tomorrows schools?

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The not-so secret recipe

• Recruit well and hire the best talent!
• Mentor well, and provide extraordinary support to
  new teachers so theyll stay.
• Provide continuous, school based professional
  development well and provide extraordinary
  support to veteran teachers so theyll lead!
• Make the principalship and district leadership
  positions attractive career destinations!

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Report on NH Educators Credentialing and
Employment Trends (DOE)

• Stable teacher workforce
• Majority of women
• Growing younger
• Retiring at the rate of 350 teachers yearly since
  2002
• 5,158 BEC issued between 2001 and 2005 (almost
  50 in EI.Ed)

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Report on NH Educators (contd)

• Many recommended for certification never apply in
  NH
• Critical shortage areas still not filled with new
  graduates
• NH ranks 5th out of six N.E. states in average
  teacher salary
• NH teachers with 1-5 years experience twice as
  likely to hold Masters Degree than veteran
  colleagues

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Bigger Picture

• Need to hire about 2 million teachers in this
  decade
• About 50 of all new hires leave within 5 years
• 1,000 teachers leave the field every school day
• The cost of replacing? 2.2 billion annually
• (Teachers who transfer add another 2.7
  billion)

Does not include retirements
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Sois there a shortage?

• It depends
• Some majors have more options
• Women have more options

How will we get people interested in
teaching? Will this result in administrator
shortages?
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How will we increase the number who wish to teach?

• They are in our schools!
• Career Pathways/Future Educators Academics
• Commitment by schools of education/teacher prep.
• Commitment by government and business
• Paid internships
• Rich student teaching experience

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RECRUIT well and HIRE the most talented

• Student achievement? Teacher is critical factor
• Competition for the most talented
• How are you marketing your schools?
• What makes you different?

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RECRUIT well (contd.)

• Recruiting plan
• Aggressive searching
• Effective use of websites
• Strong marketing of community
• Use your people in the process
• Interview with colleagues. Parents?
• Teach demonstration lesson

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HGSE Project on the Next Generation of Teachers

• 33 of new teachers are hired within 30 days of
  when they begin
• Only 50 interview with future colleagues
• Fewer than 10 teach a lesson to students

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Take Away Hire the best

• Districts that design and implement recruiting
  plan will win
• Takes time, money, involvement, and commitment
• Interview, sell your school, involve teachers,
  involve kids
• Cultures build reputations

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MENTOR well and PROVIDE extraordinary support to
new teachers so they will stay

• Job dissatisfaction is why they leave
• Formal induction programs
• Two types of new teachers
• Supportive, collegial environment

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Take Away What new teachers want

• Frequent interaction with colleagues
• Mentor who teaches the same subject
• Opportunities to observe and be observed
• Teacher leaders
• Visible principal who is an instructional leader
• Culture of collaboration
• Shared vision
• Career paths

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Provide continuous, school based professional
development well and provide extraordinary
support to veteran teachers so they will lead.
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School based professional development

• Part of your culture develop leaders
• Alternative to traditional roles
• Career pathways
• Effective induction programs and learning
  communities
• Teacher leaders and capacity building

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Speaking about compensation

• Not first, but not last
• People agree Salaries need to increase
• People disagree How it will be done
• Merit pay?
• Different leadership roles on the horizon can
  mean higher salaries

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Speaking about compensation (contd)

• Performance pay not going away
• Teaching Commission Report
• Milken Family Foundation
• Teacher Advancement Programs (TAPs)

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Take AwayLeadership and Compensation

• Leadership development is important work
• Teachers as leaders
• Distributive leadership
• Professional learning communities
• Strong induction programs

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Take Away (contd)

• Different compensation structures
• Performance and value added
• Districts and unions working together (Denver
  Public Schools)
• Take the time

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Make principalship anddistrict leadership
attractive career destinations

• Spreading leadership around wont eliminate
  traditional roles
• New teachers may not be interested
• Developing teacher leaders will help
• The Baby Boomers are leaving
• Stress and demands

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Attractive Career Destinations

• Would they do it again? YES
• Hows the pool?
• Is everyone in the pool that could be?
• NHSAA Leadership Institute

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Who will lead tomorrows schools?

• Dont forget school boards and community members,
  they make it possible for you to do your work
• Anyway
• Whoever is ready (with or without a title)
• Whoever works in a culture of teacher leadership
• Generation X leaders replacing Baby Boomer
  leaders
• Who will coach and mentor the new leaders?

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Who will lead?

• May have to consider new models!
• Want to know about leadership? Google it!
• What does everyone a leader look like?
• Army of deer led by a lion or
• Succession planning and leadership development
• Career paths

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Take Away

• Culture where everyone is expected to lead
• Grow your own and grab someone elses
• Identify then develop
• Leadership is a contact sport (Relationships!)
• Change the perspective of you
• Leadership development and succession planning
  1st
• Coaching and mentoring for new administrators

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The not-so secret recipe

• Recruit well and hire the best talent!
• Mentor well, and provide extraordinary support to
  new teachers so theyll stay.
• Provide continuous, school based professional
  development well and provide extraordinary
  support to veteran teachers so theyll lead!
• Make the principalship and district leadership
  positions attractive career destinations!