Leadership isn’t confined to the headteacher’s office; it weaves through every corridor, classroom, and assembly hall, building a vibrant, collaborative school environment. When individuals at all levels are encouraged to develop and express leadership qualities, the school community as a whole becomes stronger and more dynamic. Identifying those with untapped potential, however, requires a keen eye for those who take initiative, inspire their colleagues, or go beyond their roles to support the school’s mission.
Leadership potential shows itself in many ways, not always tied to a formal title. It might be someone mentoring a new teacher, leading a project to success, or constantly pushing for improvements. Recognising these qualities is essential, and a positive step could be hosting quarterly or annual awards ceremonies to celebrate exceptional contributions to leadership. A peer-to-peer recognition system could further encourage staff members to acknowledge each other’s strengths, fostering a supportive and appreciative environment.
A simple step towards uncovering this potential might be an anonymous suggestion box or regular forum where staff can nominate peers who display leadership qualities. Outlining a leadership profile with key characteristics can make these qualities more visible and encourage people to recognise their own strengths.
Leadership isn’t static; it thrives in a setting that encourages continuous growth. Providing learning and development opportunities for all staff members is crucial. Offering a range of professional development options, such as workshops, conferences, and mentorship programs, can support ongoing learning and open pathways to leadership. A clear and transparent process for expressing interest in leadership roles ensures that these opportunities are accessible and inclusive, supporting a diverse pool of emerging leaders.
Additionally, fostering collaboration through work shadowing across different schools can broaden perspectives and counter the potential insularity of individual settings. A strong leader should be able to demonstrate breadth of experience—identifying a partner school to work with can provide invaluable insights, encourage innovation, and strengthen professional networks. The HFL Leadership Bites Programme and local Teaching School Hubs may also be able to offer valuable support.
Leadership transitions are inevitable, and thoughtful succession planning is essential for ensuring stability and excellence in the school community. Developing a mentorship program that pairs experienced leaders with potential successors can be a powerful way to transfer knowledge and skills, while a roadmap for succession planning can support structured training and phased transitions for key roles. This helps the school maintain a steady foundation and ensures continuity in leadership.
Effective leadership comes in various styles, each adding a unique dimension to the school’s success. Recognising and celebrating this diversity creates an inclusive culture that values different perspectives. In Hertfordshire, where 81.8% of the population identifies as White*, the lack of diversity underscores the need for proactive change. As identified by Schools Week, 2022, nationally, non-White teachers are 18% less likely to be promoted to middle leadership and 21% less likely to progress to headship. Furthermore, only 7% of primary headteachers and 9% of secondary headteachers come from ethnic minority backgrounds. To address these disparities, many local schools are actively seeking to promote leadership development for staff from underrepresented backgrounds as part of our groundbreaking Great Representations programme. In so doing, schools can foster more inclusive environments that reflect the diversity of the community they serve, as well as unlock the potential for innovative ideas and equitable representation in leadership.
Cultivating leadership within a school is a continuous journey, requiring dedication, open-mindedness, and a commitment to growth. When headteachers, governors and trustees invest in building a strong leadership culture, they create an environment where staff feel valued, inspired, and motivated to stay, contributing to the long-term success and stability of the school community.
Rebecca Jones
