Planning for changes in leadership
Changes in internal leadership, especially involving a leader who was a founder of the school, can be scary. If possible, plan in advance so your team can ensure a smooth transition that minimally disrupts the school’s culture.
Some teams engage in succession planning, often when a leader announces his or her intent to leave or retire. Others rotate their leaders every two to three years to prevent burnout, minimize cultural disruption, and set the expectation that everyone will have leadership duties at some point.
What can your team do to ensure it is prepared for leadership changes?