Welcome to NCSL – Growing our future leaders 15 October 2007 Steve Munby Chief Executive National College for School Leadership

Overall vision for the College The distinct College Focuses on core business. Clear moral purpose. Everyone knows what it stands for. The self-evaluating College Focusing on outcomes and welcoming external challenge. “Our College” Much greater school ownership. Inclusive. Collaborative in style. Overall vision for the College The responsive College Flexible in approach. Commissioning. Connecting theory with practical realities. Personalisation. The National College Leading edge and informing future policy and practice.

Our 4 corporate goals are: Develop excellent school leadership to transform children’s achievement and well being Develop leadership within and beyond the school Identify and grow tomorrow’s leaders (succession planning) Be a fit for purpose, national college

Succession Planning

Many headteachers are nearing retirement age and the challenge will be most acute in 2009-2011 Age profile of teachers: maintained mainstream schools 2006 2016 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 61 62 63 64 65 Source: DfES Analytical Services Teacher Flows Presentation 2002

The majority of headteachers are positive about their leadership role; nine in ten say they feel confident in what they do and enjoy it (91%). Follow-Up Research into the State of School Leadership in England MORI Social Research Institute (2005)

“Work is about daily meaning, as well as daily bread; for recognition as well as cash; in short, for a sort of life, rather than a Monday through Friday sort of dying… We have the right to ask of work that it include meaning, recognition, astonishment and life” Studs Terkel

Ways forward on succession planning. i) Ways forward on succession planning. i) Identify leadership talent in a systematic way. Local Solutions.

ii) A new approach to NPQH and Leadership development Ways forward on succession planning ii) A new approach to NPQH and Leadership development

opportunities to ‘step up’ Ways forward on succession planning iii) Address retention and opportunities to ‘step up’