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Identifying and Empowering Instructional Leaders

Zamir J. Santiago Lopez

College of Education, Grand Canyon University

EAD-533

Dr. Jim Hattabaugh

September 13, 2023

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Part One: Analyze the Case

As a new principal, entering any school will present its own set of challenges as you get

acclimated to the school's culture and environment. In this situation, teacher leadership groups

are in disarray because teachers are no longer interested in continuing in their positions. To solve

this problem, I would first have a conversation with my admin team to understand the source of

the issues and to listen to their feedback on past solutions and future. The principal must build

strong relationships with the administrative team to provide a model of leadership and a basis of

trust and collaboration from which to grow.

My next move would be to have a face-to-face conversation with your leadership team to

listen to their concerns and address them in an open and honest way. It’s important to hear them

out in person, to see what they think about their role and what changes they would like to see

made. This would take place in a group setting but I would also encourage teachers to have

private meetings with me as required. Part of this meeting would include informing teachers that

I need to think about who doesn’t want to be part of this team and what needs to be changed to

move towards a better culture that supports and engages teacher leadership. Once the member

sees where this team is headed, they will be asked to resign on their own, or to reapply based on

the new criteria and expectations for team members. On my timeline, I’d give current team

members a month to decide, and then I’d start recruiting and setting new expectations and

supporting new members. New members would then work to develop plans for the rest of the

school year. I’d like to have a mix of veteran members who have experience and wisdom and

new members who have fresh ideas and are willing to adjust to new changes. But there would be

an expectation that things wouldn’t be run the way they used to, and that all members would

have to commit to support the new standards. The way the principal initiates new expectations
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may reinvigorate the team and shift some of the initial teachers’ views on the importance of

being part of a leadership team. Great school leaders understand that they’re not running a “one-

man operation” and that they can’t do it all on their own. They understand that they need to

surround themselves with excellent teachers and colleagues, and not only that, but they need to

fully support their teachers and staff by inspiring them to learn, grow and, perhaps most

importantly, to become leaders. By providing professional growth opportunities and support

services for teachers, and by fostering an environment where teachers can experiment, innovate

and take charge, principals can create a healthy ecosystem for educators that will positively

impact students (Lathan, 2023).

Part 2: Identify the Larger Issues

To honor the work done by the previous year’s leadership team, I would adopt ideas and

programs that they develop that are currently working and evidence exist that they are giving

positive results. I would also keep current leadership team members that want to stay and

continue serving the school but with the new structure and standards established by the new

leadership team.

Not making changes to the team's status would bring negative results that would affect

the school's morale. Thus, perpetuating the lack of motivation and desire to move the school

forward. This will also cause the school environment to not be positive because if you do not

have leaders willing to go the extra mile and strive for positive results, the school will not

improve.
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On the other hand, acting is a necessary change. What does not work must be changed

and in this case the past leadership team was not committed to leading the school to success.

Changes are often necessary to turn a corner and improve as a school entity.

Part 3: Create an Action Plan

The first step in my plan will be to established clear expectations and responsibilities for

my leadership team. When you have clear expectations and responsibilities staff will already

know what is expected and what task they are responsible for. I think this is a good approach to

eliminate the lack of interest and motivation of leaders. Establishing a clear vision is a must as

well, Vision is perhaps one of the most important qualities a leader can have as it provides

momentum and direction, not just for the team leader but for each team member. Of course, for

leaders to be successful in pursuing their vision and enacting their plan, they must pair their

vision with a plan to help them get there (Lathan, 2023).

For selecting my new leaders prospects I will first open the positions and offer them to

qualified teachers that have the traits that I am looking for. After, I would reunite with the

leadership team a create a pool of the best candidates that applied for the position. At last, I will

select the best candidate with my team.

I would include administration, teachers, and district members in the decision-making

process by informing them of the process of selection and of the qualities needed for the job. In

terms of challenges, I would expect the new leadership team to face the following: Anger from

teachers who are resistant to change, Learning curve for new teacher leaders in terms of

recruiting and training, Time for culture to adapt and trust the process and expectations, Gain
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teacher support by ensuring the team is aware of the value and significance of teacher

involvement in decision-making and how it can improve the school.

As stated on the case scenario current leaders didn’t want to be in the positions. I would

meet with them and tell them how they can still be an asset for the school and support our new

members in this way they don’t feel left out.

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References:

Goodwin University. (2022). 10 Essential teacher leadership qualities and skills. Goodwin

University. https://www.goodwin.edu/enews/teacher-leadership-qualities-and-skills/

Lathan, J., PhD. (2023). 10 Traits of successful School Leaders. University of San Diego Online

Degrees. https://onlinedegrees.sandiego.edu/effective-educational-leadership/

Lee, L. (2020). 7 tips for effective school leadership. Edutopia.

https://www.edutopia.org/article/7-tips-effective-school-leadership/