School windows in London
School windows in London

Consultancy with school leaders

Supporting leadership

Sometimes school magement needs time to think throught a specific problem or the bigger picture without involving the rest of the workplace or the school community. Here are some examples from real schools.

Parent survey has resulted in baffling or distressing findings. It is not clear what has sparked the responses and what real life events recurrent or particularly worrying comments refer to. With lack of clarity to the origin of the problem, it is very hard to think of a constructive way to address it. How to discover what lies behind survey findings and how to resolve the problem? 

Conflict and gossip in the workplace is damaging staff wellbeing. Attempts to improve morale seem to be backfiring because people have become suspicious of each other's motives. Stress levels are too high for leadership and staff. How to clear the air and reinforce positive leadership?

Pupil voice is one of the school development objectives Ofsted has asked the school to work on. Senior management feels they know their pupils well enough to anticipate what is likely to happen as soon as pupils get more say. Pupils would be likely to put forward a fair and legittimate suggestion that would require approval by the governors. However, the governing body has previously rejected the same proposal when it came from staff. Should any conflict between pupil voice and governors arise, a larger equal opportunities issue may result. How to juggle increasing pupil voice, pupil expectations and governors?

Rush to exit: Several teachers have informed that they are leaving the school during the next holiday. The reasons for leaving appear diverse and ordinary. Yet the cluster of exits indicates that there is likely to be an underlying push factor. The trouble is no one wants to talk about it directly with management. How to find out the reason for staff leaving and stop the exodus while you are finding out?


Support for leadership would often happen in three stages:

  • Initial discussion of the situation, setting a task for the work

  • Reflective learning session off-site for the relevant small group

  • Progress meeting reflecting on the action taken and next steps



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