Leadership Logjam: Why Heads Are Staying Put
Among the myriad repercussions of the current economic downturn is one of particular interest to us: a steep decline in the number of Head of School searches being launched this spring (about 50 so far, compared to 90 or more in previous years). Predictions that the graying Head of School corps would translate into a flood of searches for new independent school leaders did not take into account the effects of hard-hit retirement portfolios and fears about what lies ahead for the nation’s economy.
As a result:
- Heads who might otherwise have opted to retire next year are sitting tight.
- School leaders who might have been thinking about pursuing a job change are thinking twice – unwilling to take a career risk or unable to unload a house or a mortgage that is underwater.
- Trustees who might otherwise have seriously considered forcing a leadership change at the top are focusing their attentions elsewhere – perhaps on declining enrollments, lagging annual funds, and worrisome increases in requests for financial aid. (Or perhaps even on their own personal or business challenges rather than on school matters.)
What does this mean for schools and school leaders?
- Aspiring school Heads will find fewer career opportunities out there. Some will need to be less choosy if they are determined to secure a headship this year. Others might opt to view the 2009-10 school year as a time to gain more experience at their current schools in areas to which they have not been broadly exposed – fundraising, budgeting, or direct interactions with the Board, for example.
- Boards currently engaged in searches for a new Head will need to ensure that they are offering a competitive compensation package – including attractive housing considerations – and job security in the form of a multi-year contract with fair severance provisions.
- Boards who see a leadership change on the horizon – either because the Head is nearing retirement or because he or she is not performing up to expectations – may want to undertake some succession planning to ensure that the school will be well positioned for a successful search down the road:
- Creating or updating a strategic plan to focus on financial sustainability.
- Defining clear goals for the Head and Board over the next three to five years.
- Reviewing the administrative structure to ensure continuity of leadership and solid support for the next Head.
- Encouraging the current Head to tackle nagging institutional problems and potential landmines for future leaders.
A few years from now, we may be talking about a banner year for leadership transitions. In the meantime, like wise schools and school leaders, we’ll be focusing on ways to help schools and candidates position themselves for maximum success when the dam finally breaks.
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