Succession research and initiatives

Succession research and initiativesMichael BezzinaAustralian Catholic UniversityRecent Australian OverviewAnderson, Gronn, Ingvarson, Jackson, Kleinhenz, McKenzie, Mulford, Thornton(2008) OECD Improving School Leadership Activity: Australia Country Background ReportOECD major succession findings: Principal supplyDifficult to access data on shortages across states and systems.The workforce is ageing.Main reasons for wanting to be principal:Wanting to make a differenceEnjoying leading and managingA range of factors influence aspirations and applications.Small schools experience unique problems.

OECD major succession findings: AspirantsLeadership aspirations differ, but in the studies cited estimates of the numbers of teachers willing to pursue principalship ranged from 12% to 30%The nature and extent of aspirant identification by employers is highly variable.Self identification is gradual, trial and error and marked by vulnerability and lack of support.

OECD major findings: Employer responseComprehensive programs elaborated across the career eg Victoria (and Sydney CEO)Targeted eg WA Rural Aspirant Program (rural), Sydney CEO Leaders for the Future (under 30s)Lutheran Education Australia Leadership Development Program

OECD: IssuesDisengagement in lead up rolesIdentification of aspirantsLeader career paths- lack of research on pathways and influencesPrincipal role design expansion and intensificationLack of principal diversityPrincipal wellbeing

Some principal diversity?

DIY research!A mix and match exerciseSide A: In twos and threes:What do you think are the essential elements of processes to support leadership succession?Side B: In twos and threesShare with one another a current example of a program for aspiring leaders with which you are familiar.

Our essential elementsInitiative: Lutheran Education AustraliaTarget: Those deemed to have potential for leadership and the ability to fill leadership positions in Lutheran schools.LutheranElements: profiling exercise, ongoing mentor relationship,professional practice project,portfolio developmentconference with established leaders,formal postgraduate study, regional support.

LutheranLeadership dimensions: spiritual leadership, authentic leadership, educative leadership, organizational leadership and, community leadership12LutheranLeadership capabilities :theological, personal, relational, professional, managerial, and strategic.13Initiative: HayGroup proposalProposed national programTarget: Highly effective teachers who have demonstrated leadership ability and have identified potential to grow into principalship or other senior school leadership roles.

HayGroupSelection criteria1. Leading Learning and Teaching

2. Demonstrated Leadership Ability

3. Capacity for Personal GrowthHayGroupLeadership dimensions Educational Interpersonal Leadership Organisational Leadership Emotional IntelligenceVisionary LeadershipHayGroupElements: Pre-program diagnostics, residential, regional mid-point gathering, sponsor support and peer learning, school improvement projectpeer learning groupsonline materialsnegotiated tertiary creditOverarching framework: Sydney CEOFeaturesWhole of system/whole of career perspectiveResearch basedOverarching leadership frameworkSystem wide supportSydney CEOLeadership dimensionsStrategic leadershipOrganisational leadershipHuman Resource leadershipReligious leadershipLeadership for learningSydney CEOElements- professional learningLeaders for the future (under 30s)Induction for coordinatorsDeveloping leadership skills for middle managers (coordinators with three years experience)Induction program for Assistant PrincipalsPreparation for Principalship/Enrichment Program for Assistant Principals (minimum of 2 years in role)Induction program for PrincipalsExperienced Principals Leadership Program

Sydney CEOElements Performance ReviewGeneric role statementAnnual Development PlanActive role descriptionAnnual discussion of achievementsSydney CEO: Leaders for the FutureTarget:Any interested teacher under 30 years old all were invited.Over 300 attended the first session22Sydney CEO: Leaders for the FutureElements16 three hour, post school or vacation modulesSpeakers from other areas as well as educationNegotiated tertiary creditLaunch and Graduation - recognitionThe challengeToday's leaders need to grow in a leadership rich environment - one that is invitational, developmental and explicit. It is an environment where leadership, initiative and corporate responsibility is an expectation of all staff. That means leadership development is as much a part of formal reform and development agenda of school as curriculum and structural change.Principals Australia