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Published byEugene May Modified over 9 years ago
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The Tools for Professional Development
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Consider optimal board composition: mix of skills, experience and personalities Carefully analyze mix of personal styles to ensure harmony and a positive dynamic that avoids factions on the board The ultimate mix: Work, Wealth and Wisdom!
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Retain a critical amount of institutional memory since turnover on international school boards tends to be high Be open to new board members who meet the criteria for service and who might be able to lead change that is needed Balancing the right mix of keeping the board strategic while ensuring that they do read your reports and are engaged appropriately
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The head must invest the time in getting to know every board member personally The board must support the head publicly and privately until a decision is made to terminate him/her The chair must be the head’s most public supporter and most private critic Heads need to spend up to 40% of their time engaging, guiding and nurturing their board members
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Student Leader? Knows every child. You have charisma with children Faculty Leader? You know faculty and curriculum and this was your path “up” Strategic Leader? You understand high level theoretical thinking, and seize opportunities President/External leader? You can sell, fund raise, and make the major “calls” Can you move from one to another ? How to use your style to handle conflict, delegation?
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A Driver? These can be outstanding heads if they can outlast the upset that their pace of change often creates An Amiable? These can be long-term leaders but once they leave, problems may be found under the rug, the social “glue” An Expressive? Also charismatic but not a change agent, but build strong bonds An Analytical? Often the most successful A Combination of the above?
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More effective fundraising skills? Marketing? Financial management? Are you willing to spend your time on board cultivation, development and guidance? Do you have a career path after being a Head of School? Ability to reflect on and develop key growth strategies for America’s CEO’s? Conflict Resolution and Delegation/Communication
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One-on-one coaching and mentoring Targeted professional development courses and conferences Sabbaticals Networking with colleagues Focused travel Reading Going back into the classroom Shadowing and being shadowed Boards allowing you to serve elsewhere to grow Professional “conversations”
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Competitive compensation Incentives to remain Sustaining the spouse/partner and children Growth opportunities within the school/organization itself External work, foundation development, networking with other businesses, corporations, opportunities for career growth and change, BEING HEARD
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Launched by introspective/experienced Head Seeking long term growth Starting with key strategies needed by all successful executives/leaders Drilling down to discussion of specific, sometimes high pressure, issues Moral, committed, intellectual leadership Vision driven, and having the courage and tools to learn, to grow and to engage effectively
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Heads and Chairs need to be open to growing and learning, even if at the top of their game Professional mentoring conversations, guidance and proven experience can help even outstanding leaders to handle complicated and unique challenges Families come into play. How do you, we, keep our families engaged and supported to help us and be supported in turn? Case Study: of conflict between two outstanding leaders: chair and head, leading to major problems in a search process
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John Littleford 1-800-69-TEACH John@JLittleford.com www.JLittleford.com Confidential: Intellectual Property of Littleford & Associates Global Issues - Local Solutions
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