1. I’d rather drive a different bus AIS NSW 14 May 2007

2. Research history  Masters of Education  PhD  Monash research with Professor Gronn  Eleanor Davis  APPA

3. Current projects  Teaching Australia  University of Melbourne  APAPDC  Eleanor Davis

4. Key definitions  Aspirations The level and type of position which teachers ultimately hope to attain The level and type of position which teachers ultimately hope to attain  Succession planning A deliberate and systematic effort made by an organisation to recruit (attract and select), develop and retain individuals capable of implementing current and future organisational goals. A deliberate and systematic effort made by an organisation to recruit (attract and select), develop and retain individuals capable of implementing current and future organisational goals.

5. Current leadership aspirations  Be a classroom teacher53% (51%)  Be an assistant principal12% (5%)  Be a principal12% (12%)

6. Factors that impact on leadership aspirations  Job satisfaction  Challenge as a motivator  Perception of job satisfaction  Impact on personal life  Career planning

7. Incentives  Opportunity to motivate others  Opportunity to impact on the learning environment  Opportunity to shape an educational vision  Meaningful, interesting, challenging work  Gaining new skills

8. Disincentives  Stress level of the job  Time required by the job  Effect on family  Impact of societal problems on the role  Adequacy of school budget

9. Strong disincentives for females  Effect on family  Offer of increasing responsibilities  No/less direct teaching  Stress level of the job  Accountability requirements  Demands of parents and/or the community  Community attitudes towards principals

10. Blockers to aspirants  Location of the position  Selection processes  Time required by the role  Age/gender of the participant  Community perceptions of what a leader looks like

11. Strategies  Attraction  Selection  Development  Retention

12. Attraction - the bait  Perception of the role v reality  Reality Workload Workload Conditions Conditions Fast track for career changers Fast track for career changers  Flexible work options  Networks  Professional supporters

13. Selection - the hook  Merit and equity  Resilience  Preconceived ideas of what a leader looks, smells, sounds like

14. Development - the line  Aspirants Shadowing Shadowing Acting Acting Leadership Programs Leadership Programs Mentoring Mentoring  Induction Coaching Coaching Mentoring Mentoring Skill development Skill development  Experienced System leadership System leadership Sabbatical Sabbatical

15. Retention - the sinker (or reel)  Role overload and intensity  Job swaps  Challenging assignments  Coach/mentor roles  Co and part-time principalship  Networks

16. Key papers  Understanding principal-class leadership aspirations: Policy and planning implications  Women in teaching: Factors that impact on their leadership aspirations  How sad, Too bad: Patterns of resilience among aspirant principals  Cloning their own: Aspirant principals and the school- based selection game  Positioning oneself for leadership: Feelings of vulnerability among aspirant school leaders  Expectations and realities of mentor relationships  Attitudes to job-sharing and co-principalship