This session will discuss how Alexander County Schools has embedded leadership opportunities at all levels to support leadership development and preparation for the next level of leadership.
Building capacity from within has served multiple purposes. Research supports a period that is marked by confusion when a new leader starts in an organization. Staff, parents, students need time to understand the expectations of a new leader. As new leaders enter buildings, they often bring a set of presumptions and instructional expectations from their prior experiences. This can create confusion for staff who are embedded in practices supported by the former leader or district. We have found that in on-boarding new leaders we see symptoms in school culture that undermine a sense of well-being and consistency. To sustain best practice, we strive to onboard our new and emerging leaders with knowledge and practice that will ease transitions.
This practice has also proved to support recruitment and retention efforts of highly effective leaders. As we grow our own staff to think about their goals and their future, we send the clear message that we care about them and believe in their ability to be a leader. We work with the pipeline from teacher assistant, to teacher, to instructional facilitator (lead teacher), to AP, to principal to CO.