Succession Planning for a Head of School: What a board should do NOW

As the possibility of a Covid-19 vaccine comes ever more into focus, we can tentatively start thinking about life after the pandemic. Around the world, across our country, and within our schools, we will all need to figure out and adjust to what our “next normal” will be. Those organizations who have taken this time of disruption and change to self-examine as well as think to the future will likely fare the best in the new circumstances. This is particularly true for independent school boards. 

Heads of schools have been put through the ringer these past 9 to 10 months; all educators have. Everyone is tired and some are dispirited. There is speculation that over the next few years we will see a widespread shake-up in school leadership and that many educators will chose to leave the field. Some have already departed. Given what we know about how disruptive leadership change can be in schools, it behooves boards to start thinking about and preparing for the possibility that they may need to find a new head sometime in the next several years. Hopefully, board members have been working diligently to support their heads during this crazy time, and your current head has no plans to leave in the near future. Nonetheless, you never know when you may be faced with the unexpected, and being prepared is always the best course of action.

Here are three areas where boards can focus to prepare for a head transition, whether it is imminent or planned for the future. Paying attention to these areas will set a school up to be as ready as possible for a head transition, whenever it comes.

1. Ensure that your governance practices are effective and that your board is in alignment with the mission, vision, values, and goals of the school.  This is ongoing work that needs constant attention. Too many boards I’ve known have found themselves in the middle of a head search with unclear vision and/or lack of positive and effective board culture. We know that effective governance has a direct impact on the success of a school. Any work that is done now on board professional development, visioning, and articulation of clear goals will help when searching for and transitioning to a new head.
2. Understand what your head does. This seems obvious, but again, too many boards find themselves unable to fully support a new head with the school’s historical context and precedent, policies & procedures, or other information because they didn’t explicitly ask for it from the former head. Having frank and detailed conversations now, and encouraging your current head to put in writing necessary information, will enable the next head to pick up seamlessly where they left off.
3. Start thinking about the leadership skills your school needs next. Boards can get complacent when they have strong, capable, and long-term heads. They can forget that their responsibility is to plan for the future viability of the school and prepare for any eventuality, even head change. Thinking generativity and then strategically about how the school’s needs are changing over time and the skill sets that will be needed to lead it can be beneficial both for the current head and in preparation for a transition. 

Head transitions are challenging for a school community and require a great deal of time, attention, and effort by a board. Significant planning is required. The most prepared boards will be those who have started the preparation process well in advance of a new head search. There is no time like the present to begin setting the stage for the success of your school and the transition to a new head, whenever that may be.