Embracing flexible leadership models – a governor’s guide (Part 2)

The case for flexible leadership: a guide for governors

Recruiting a headteacher is one of the most critical decisions school governors make. The HFL Leadership Recruitment Service supports governors and trustees through this daunting process. Amid challenges like school funding pressures, recruitment and retention issues, and the need to improve outcomes for young people with diverse needs, flexible leadership options—such as dual headship, federations, and co-headship—offer valuable solutions.

Hertfordshire County Council (HCC) also supports this approach:

Hertfordshire’s schools are leading the way in developing innovative structures and solutions. This blog highlights the benefits of flexible leadership models, shares examples of best practice, and provides advice for governors seeking to implement a new approach.

The benefits of flexible leadership models

1. Sustainability in small schools 
   Flexible leadership arrangements are particularly effective for small schools struggling to remain sustainable. Sharing leadership across multiple schools, such as through a federation, allows schools to retain their individual identities while benefiting from shared resources and expertise.

   Sarah Bridgman, headteacher at Ponsbourne St Mary’s and Thundridge Primary Schools, leads two small schools in collaboration. By pooling resources for joint staff training, sports events, and trips, the schools enhance educational opportunities while remaining financially viable. Trust between governors and the leadership team is key to this successful collaboration.

2. Transformational impact on schools 
   Clare Barber, principal at West Grantham Secondary Academy, has overseen a dramatic turnaround at her school, which has a high percentage of disadvantaged and SEND pupils. Following its journey from an ‘Inadequate’ Ofsted rating to ‘Good with Outstanding features,’ Clare now divides her time between her own school and outreach work, supporting improvement initiatives in other schools. Flexible working models, such as a flexible working week and longer lesson periods help to improve teacher well-being, outcomes, and attendance.

3. Recruiting and retaining talent 
   Flexible leadership options can attract experienced leaders who might not apply for traditional full-time roles. Sarah initially sought a part-time headship to balance her career and family life. Governors at her first school later explored partnership opportunities, creating a structure that allowed her to lead both settings.

   Part-time leadership can work, but governors need to be clear around the details. Mark Lewis, CEO of HART Schools Trust, explains that if leaders are not present every day, there must be a visible figurehead on the ground. Leaders who work across multiple settings bring a broader range of experience, benefiting all staff and children.

   Clare’s implementation of flexible working options for her staff has enhanced recruitment and retention, with teachers appreciating the improved work-life balance. Governors should recognise that such models can make their schools more appealing in a competitive recruitment market.

    

Best practice for governors

1. Consider flexible leadership arrangements 
   When recruiting a school leader, governors should consider how flexible leadership arrangements align with the school’s needs and long-term goals. Mark advises governors to be explicit in their adverts about openness to different structures, including partnerships with other schools or trusts, or offering executive leadership support.
2. Establish collaborations and federations 
   Collaborative leadership models, such as federations, enable schools to share resources and leadership while maintaining their distinct identities. Sharing staff can be beneficial for small schools, helping to address financial challenges. Governors may explore potential partnerships with nearby schools, weighing the benefits of joint leadership against logistical considerations.
3. Support dual or shared headship 
   Ensure leaders are supported in managing their workload across multiple settings. This might include appointing senior leaders with class responsibilities in each school to handle day-to-day issues. Technology, such as virtual meetings, can save time and improve communication. Governors at St. Bartholomew’s School in Wigginton have embraced an innovative co-headship model, combining the strengths and experiences of two dedicated educators with diverse backgrounds. Victoria, an EYFS specialist, and Kelly, focused on KS2 and SEN, bring complementary skills to the table.

4. Invest in leadership development 
   Strong, adaptive leaders are key to the success of flexible models. Professional coaching and development opportunities, such as the National Professional Qualification for Executive Leadership (NPQEL), can help headteachers build the skills needed to manage complex, multi-school arrangements.

   Part-time leadership can work well, provided there is clarity around what happens in the leader’s absence. For example, a headteacher working four days per week with an experienced deputy stepping up for the fifth day provides structured development opportunities for the deputy.

5. Prioritise equity and staff wellbeing 
   Clare’s flexible working week allows teachers to consolidate their planning into one day, which can be taken at home. These changes reduce stress, improve work-life balance, and lead to greater job satisfaction, enhancing recruitment and retention.

   Kelly at St. Bartholomew’s emphasises the importance of work-life balance. By sharing headship responsibilities, they can maintain their roles while managing personal commitments, enhancing job satisfaction and setting a positive example for staff.

   Mary Exton Primary School in Hitchin also implements a successful co-headship, with each headteacher working a three-day week. Clear communication and defined responsibilities are central to the arrangement’s success.

6. Communicate with parents and stakeholders 
   Transparent communication is essential for building trust and ensuring buy-in from parents and staff. Flexible leadership models can preserve the unique identity of each school while enhancing stability and opportunities for pupils. Sharing examples of successful collaborations and improved outcomes can reassure stakeholders.

A forward-thinking approach to leadership

Flexible leadership models provide the best of both worlds for schools. They enable small schools to retain their close-knit ethos while benefiting from collaboration. Leaders gain opportunities to broaden their expertise and share best practice, while governors ensure their school remains sustainable and successful in a changing educational landscape.

Flexible leadership isn’t just a solution to existing challenges—it is a pathway to building stronger, more resilient schools.