By John E. Creeden
Independent schools need different kinds of leaders at different points in their history. For example, the leadership skills that a start-up school requires change once it’s established and operating smoothly. Similarly, when a once-prosperous school faces challenges with financial sustainability and enrollment shortfalls, its board must seek a leader whose skill set specifically matches the community’s current needs.
That is why the departure of your head of school, whether planned or sudden, offers your board and other leaders a rich opportunity to reflect. It’s the ideal time to conduct a thorough analysis of the state of your school, consider critical questions, and have essential conversations about the future. What you learn will be invaluable in two ways.
- You will sharpen your focus on what you need in your future leader. After all, there may be many qualified candidates in a pool. But the essential question is, “Which candidate will be the best fit for this school at this time?”
- You will be ready to give candidates an accurate and comprehensive picture of your school. Remember: The integrity of the search process and the reputation of the school are best served when the board is transparent about the most critical issues. As in all cases, honesty is the best policy. You want your candidates to feel confident that what they see and hear from the search committee is an accurate depiction of current conditions.
Find more guidance on recruiting the best new leader for your school from The NAIS Head Search Handbook: A Strategic Guide for the Search Committee, available in the NAIS Bookstore.