IDENTIFYING INSTRUCTIONAL LEADERS

Identifying and Empowering Instructional Leaders

Lindsey S. Cooper

Grand Canyon University

EAD-533: Developing and Empowering Instructional Leaders

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Identifying and Empowering Instructional Leaders

Analyze the Case

In this case, there are several stakeholders that should be involved including, the

administrative team, all current leadership team members, and other staff members (grade-level,

special education, specials areas, and content areas). The first step should be to ask the current

leadership team if anyone would be interested in stepping down from the team. Making sure that

there is a team of teachers and staff who want to be part of the change will make the team a more

effective decision-making body. Secondly, there will need to be an interest survey or something

similar to find out who else would be interested in taking on a role on the team. Although it’s

important for all stakeholders to be represented, it’s just as important for the team to be made up

of effective leaders who want to bring about change.

Administrators should have a plan in place within the first 2-3 weeks of the school year.

It would be ideal for a new team to be in place prior to the school year in order to hit the ground

running when the school year starts.

Identify the Larger Issues

One issue that could arise is that the current leadership team members will not want to

step down from their current position. It could cause a problem when they are removed and

eventually replaced by others, especially if they wanted to continue to be on the team. Another

issue can come from making changes to current school protocol and ideas that have been

implemented for many years. When there are unwanted changes made, problems can show up

and cause larger issues. Making changes that are measurable, can be proven to be positive, and

that will fit the current climate and culture of the school is important when creating positive

change in an organization.
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Create an Action Plan – Steps, Stakeholders, Challenges

Offering teachers and staff a stipend is one step that will help to encourage teachers to

take on leadership roles within the school. Another step can be to change leadership team

members every 2-3 years so that there are new and fresh ideas being shared by the group,

inspiring others to join in years to come. One final step will be to give the leadership team

authority to make decisions and create change. Having this group of people get together to

collaborate and create change within a school can empower them to take on a leadership role

(TUIO, 2018).

Create and Action Plan – Support and Professional Growth

Choosing teachers with a growth-mindset, respect from colleagues and those who are

invested in the school’s vision and mission are who I will be looking for when choosing

members of the leadership team (Building Your Instructional Leadership Team: 5 Qualities to

Look For, 2023). Implementing the new plan of a 2-3-year leadership team member will help to

release the current members without offending them. Administration could also offer them new

leadership roles in a different area to show appreciation for what they have done for the school.

Providing continued growth opportunities for all teachers and staff is a way to support

new and veteran leadership team members, as well as those professionals who will be on the

team in the future.

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References

Building Your Instructional Leadership Team: 5 Qualities to Look For. (2023, February 9).

Newleaders.org; New Leaders. https://www.newleaders.org/blog/building-your-

instructional-leadership-team-5-qualities-to-look-for

TUIO. (2018, August 19). TUIO. https://tuiopay.com/blog/how-administrators-can-support-

teachers/#:~:text=If%20you're%20wondering%20how,low%20turnover%20and%20high

%20achievement.