Leadership Insights Report

As part of a Keyvan Consulting research initiative, we interviewed school leaders across the nation about their first year leadership experiences. The findings were clear. Many felt underprepared for the realities of the job, especially when it came to systems, staff dynamics, and decision-making under pressure. They also reported feeling isolated and overwhelmed by the day-to-day demands of leadership.

These findings underscore the urgent need for practical, real-world leadership development for first-time school leaders, which is exactly the kind of support we offer in our workshops, courses, and coaching programs! See the full report below.

PARTICIPANT PROFILE

Leadership Experience School Type

Years in Education

Leadership Experience Grade Level

Leadership Roles

  • Instructional Coach

  • Dean

  • Department Chair

  • Assistant Principal

  • Principal

  • District Director

  • Superintendent

NEW SCHOOL LEADER CHALLENGES THEMES

  • Key interpersonal challenges identified by participants include:

    • Transitioning from primarily working with students to working with and supporting adults

    • Facilitating difficult but necessary conversations with staff members and families

    • Effectively leading and collaborating with veteran staff who possess greater experience

    • Managing relationships with challenging supervisors and uncooperative leadership peers

    • Addressing complex situations involving varied, and at times, difficult personalities

    • Navigating the transition from peer to supervisor within the same school environment

  • Participant identified challenges with navigating school and district systems include:

    • Adapting to new schools

    • Navigating office politics

    • Understanding and applying school policies and state/federal laws

    • Addressing inherited issues and negative perceptions from previous leaders in their role

  • Analysis revealed several significant challenges related to role clarity and professional responsibilities including:

    • Ambiguous job responsibilities and expectations

    • Managing evolving responsibilities that emerge throughout the academic year

    • Insufficient communication regarding role expectations, leading to a feeling of being set up for failure

    • Limited capacity to effectively and reasonably manage multiple responsibilities within time constraints

    • Inadequate role-specific onboarding and orientation to school-specific contexts

  • Participants described the challenges they encountered when attempting to implement meaningful change. Key obstacles include:

    • Developing and refining an authentic leadership style during the early months of leadership

    • Effectively addressing and overcoming stakeholders’ resistance to change

    • Bridging the perceived divide between administrative leadership and school staff (“us vs them” mentality)

    • Establishing trust and feedback channels to inform and guide true organizational change

    • Balancing rapid decision-making demands with strategic priority management

    • Maintaining emotional distance when progress is slow and learning how to not take it personally

  • Participants shared the isolating challenges regarding the transition into leadership, which included:

    • Professional isolation in leadership positions, particularly a decrease of on-site community and support

    • Limited or no access to experienced mentors who can provide confidential guidance and support

    • Difficulty managing crisis situations effectively

    • Uncertainty in decision-making processes and their implications

    • Managing the substantial emotional demands that can contribute to professional burnout

  • Participants highlighted several identity-related challenges faced by new leaders:

    • Managing others' misconceptions about one's character and capabilities

    • Navigating environments dominated by established leaders who may underestimate or dismiss new leadership

    • Pressure to demonstrate competence and establish credibility

    • Confronting stereotypes and managing unrealistic role expectations

    • Experiencing age, gender, and/or racial discrimination

ADVICE FOR NEW SCHOOL LEADERS THEMES

  • Participants highlighted several critical aspects of school culture that new administrators should prioritize:

    • Building strong relationships with students, staff, and families

    • Being visible and engaged throughout the school in meaningful ways

    • Focusing on building and strengthening school teams and developing staff leaders

    • Implementing change gradually and strategically to ensure lasting success

  • Participants highlighted mentorship as an essential factor for new leader success. Key insights include:

    • Proactively seek guidance and don’t be afraid to ask many questions

    • Find a trusted mentor who can provide honest feedback in a safe, confidential environment

    • Develop a professional network of trusted colleagues for mutual support and collaborative learning

  • Participants emphasized that understanding organizational systems is fundamental and shared the following insights:

    • Develop effective verbal and nonverbal communication skills

    • Practice personal accountability and follow through consistently

    • Identify and uphold your core values

    • Learn to hold others accountable and approach it with support and compassion

    • Understand the school's infrastructure and each person’s role within it

  • Participants identified that self-awareness and emotional intelligence are crucial competencies for new school leaders, and key aspects include:

    • Developing self-knowledge and understanding how personal experiences and potential biases may influence leadership decisions and interactions with others

    • Prioritizing emotional well-being through effective stress management and self-care practices

    • Cultivating the ability to process feedback constructively while discerning what information is useful for self-growth

    • Establishing effective personal organizational systems

    • Implementing clear professional boundaries to maintain work-life balance and sustainable leadership practices

  • The following insights emerged from participants regarding effective leadership mindsets:

    • Maintain professional humility and authenticity in leadership interactions (let go of your ego)

    • Develop confidence in your leadership capabilities and trust yourself

    • Cultivate emotional resilience, maintain a professional perspective, and learn to not take it personally

    • Embrace continuous professional and personal growth

    • Prioritize organizational culture and community through collaborative and service-oriented leadership approaches

CHALLENGES WORD CLOUD

ADVICE WORD CLOUD

JOYS WORD CLOUD