Effective educational leadership is crucial for creating a thriving learning environment that fosters student success. Over the past 25 years, my experiences, along with those of my amazing colleagues past and present, have identified the top 16 keys to success in educational leadership. Let’s explore these principles together (5-8).
- People first.
- Placing people first is a vital aspect of successful leadership, as it underscores the significance of valuing and supporting those who contribute to an organization’s achievements. Research published in the Journal of Organizational Behavior has shown that when leaders prioritize the well-being, growth, and satisfaction of their team members, they create a positive work culture that fosters increased employee engagement and performance. By putting people first, leaders not only demonstrate empathy and compassion but also invest in the long-term success and sustainability of their organization. In the education field, this sometimes means weighing the pros and cons of decisions that might be in the overall best interest of kids, but could compromise our teachers/professional staff. It also means putting our ego aside as a leader to do what’s best for everyone. As the wise sage, Alan Watts, wrote, ““The ego-self constantly pushes reality away.” Or, in the words of Albert Einstein, ““More the knowledge, lesser the ego. Lesser the knowledge, more the ego.”
- You’re only as good as your last decision.
- The quote “You’re only as good as your last decision” underscores the importance of continuous reflection and learning in personal and professional growth. It serves as a reminder that one’s reputation and effectiveness are shaped by the consistency and quality of their decision-making. Research published in the Journal of Applied Psychology suggests that leaders who frequently evaluate their decisions, learn from their experiences, and adapt their approach accordingly are more successful in achieving desired outcomes. By embracing a mindset of continuous improvement, individuals can cultivate resilience, maintain high performance, and develop a strong foundation for future success in their respective fields. However, there’s a more “devious” meaning to this, too. People have short attention spans and even shorter memories. You can make ten amazing decisions in a row that benefit everyone, but when your eleventh decision is a dud, well, you’re right back down at the bottom of the barrel wondering how you fell so far so fast…
- Laugh all the time.
- “Do not take life too seriously. You’ll never get out of it alive.” Laughter and humor play a critical role in effective leadership, as they contribute to a positive and engaging atmosphere within an organization. A leader who embraces humor demonstrates approachability and relatability, making it easier for team members to connect and share their thoughts openly. Humor has been shown to alleviate stress, boost morale, and enhance creativity, resulting in increased productivity and overall well-being. Furthermore, leaders who use humor effectively can defuse tense situations and facilitate conflict resolution, maintaining a harmonious work environment. Ultimately, incorporating laughter and humor in leadership fosters a collaborative and supportive culture that encourages growth and success for all involved.
- Don’t bring a problem without a solution.
- Solution-oriented leaders are known for their ability to inspire and guide their teams towards overcoming challenges and achieving success. According to research published in the Journal of Applied Psychology, such leaders foster a proactive and innovative mindset within their organizations, encouraging team members to identify potential solutions rather than dwelling on problems. This approach has been linked to increased employee engagement, productivity, and adaptability, as it empowers individuals to take ownership of their work and contribute to the organization’s growth. By focusing on solutions, leaders can effectively navigate challenges and drive positive change in their respective domains. In the end, you can’t do everything alone. You need to work with people who are solution-driven. Model this for your people and you’ll find yourself working smarter, not harder.
