What is the best advice for new school leaders? As I began taking on teacher leadership roles, little did I know that securing a mentorship would be the most valuable asset in a new leader’s toolbox.
Stepping up to an assistant principal or vice principal role is a milestone, but it’s not without difficulties. Learning the ropes of this leadership role brings daunting new expectations, relationship shifts, and unforeseen challenges that can feel overwhelming.
Navigating new expectations can feel intimidating and stressful, but it can also be an exciting and rewarding journey with the proper support. In my award-winning research, every new assistant principal and vice-principal indicated that mentorship is the key to success in school leadership. As Michael, a new assistant principal, put it, “A mentor is the best thing, as a new leader, that can support us along the way.”
In this post, I explain why securing a mentorship is the best advice for school leaders, the must-have qualities of an effective mentor, and how to secure the right person to ensure your transition to school leadership is as smooth as possible.
Unleashing the Power of Mentorship
Finding the perfect mentor can transform your journey, turning challenges into opportunities for growth. The excitement and nervousness I experienced as a new teacher returned when I navigated teacher leadership roles.
In this role, I provided impartial advice, support, and representation to employees in their dealings with school administration. Sometimes, this involved redirecting teachers to a specific school leader. Other times, it involved much more sensitive matters that required the advice of the previous staff representative.
Unfortunately, I had no true mentors to guide me through the role expectations, leaving me to independently navigate the challenges and uncertainties. Consequently, I was deprived of the benefits of mentorships until I became a staff representative.
I realized first-hand that mentorship is a lifeline for new school leaders, offering crucial support and guidance when needed. Whenever I had questions or concerns about the new and challenging role, I knew I could count on my colleague for coaching. And thankfully, my mentor was patient, understanding, and an excellent listener. It was reassuring that I could sit with him virtually any time to ask questions, verify my actions, and ultimately gain the confidence I needed in the role.
Mastering Leadership with Mentorship
Research suggests that new vice-principals primarily rely on informal mentorship from more experienced administrators to answer burning questions about their new roles leadership roles. Rebecca, an assistant principal featured in my award-winning dissertation research, articulated how a mentorship gap existed in her educational institution.
We support the teachers a lot, and I think it’s not often explained to people who go into administration: ‘This is what we wanted to do. In our school, this is what we expect of you.’ I think that’s one thing, and then having another leader who can come alongside you and mentor me as I walk through this would be helpful.
Alternatively, the lack of a mentor can damage your career and ultimately limit the effectiveness of your school as a whole. Bethany explained how she learned this lesson the hard way while experiencing the early stages of her transition:
One of the critical factors hindering my transition was mentorship. In the beginning, I didn’t have mentorship. Then, I gained mentorship, and things changed. It’s just all about mentorship. It doesn’t have to be formal. It’s just about those you can count on in your leadership position.
Finding the right mentor is, without a doubt, the best advice for new school leaders.
Must-Have Qualities to Seek in a Mentor
1. Experience and Experience
A great mentor has already walked your path. They have real experience and a proven track record of success as a vice-principal or assistant principal. Bethany found securing principals with a grounded vision of their leadership roles most beneficial. Additionally, Michael noted:
Hopefully, that person has experience. If you talk with someone who doesn’t have experience, it’s harder to take what they’re saying and know that’s the correct way to approach something. So, mentorship is one of the most significant parts of being a new administrator.
Access to a mentor with experience in that role helps you understand the nuances and reduces the time spent getting up to speed independently.
2. Stellar Communication Skills
Mentors must be master communicators willing to give the new vice principal or assistant principal their undivided attention to questions or concerns.
Whether the advice is actionable or reflective, the mentor should enable the new vice principal to follow up on their queries and provide immediate support. Clara, a new assistant principal, outlined the value of retaining a mentor who has excellent communication competencies:
I find a colleague, assistant principal, or principal who I know can help me through the situation, reflect on it, and give me feedback. I respect and trust them to help me and tell me what I should or could have done differently.
3. Approachable and Supportive
The ideal mentor creates a safe space for the new school leader to connect. Little is worse than having to second-guess the validity of your questions or concerns. Rebecca explained how her mentor’s approachability allowed her to ask questions without hesitation:
It’s been great. I know I can always go to my principal and say, ‘Hey, I’m confused about this.’ And so I think there’s kind of this grace period where I’m still learning, not learning—yes, learning to be a leader, but learning how systems flow at the school. So I think he’s great because he’ll be like, ‘Hey, just come in and ask a question if you have it.’
In addition to approachability, Michael emphasized the importance of trust in a mentorship:
So having that mentor—someone you can work well with, someone you trust enough to have—someone who will call you out if needed, someone who’s going to praise you if you need praise, but someone who’s not afraid to tell you how it is sometimes—is crucial.
A solid mentorship, with trust and approachability, can reassure you about your progress as a new leader and ultimately help you gain confidence as the transition progresses.
4. Willingness to Invest Time
Although an individual might possess all the qualities of an effective mentor, they must be willing to make themselves available. This availability includes participating in regular coaching sessions or dedicating time to quick hits about specific topics, such as dealing with parent complaints.
Meredith benefitted from her principal’s continuing dedication to their mentorship. She noted:
My principal spends as much time as he can at our campus to ensure that I am well-informed and guided. In the beginning, I had pages of questions and concerns, and he would talk me through them and guide me on what to do, how to solve problems, etc. So, he became an essential part of the transition.
5. Shared Values
Even the most willing mentor can’t be helpful unless their values align with yours. For example, if you work in a progressive setting that promotes a flatter hierarchy and more autonomy, you should avoid connecting with an educator who is more traditional in their approach to leading.
Rebecca described how she needed a mentor who could take the time to go beyond the basics of the role while sharing an alignment of values and expectations:
I would have loved to review the job description and discover my role’s boundaries. Where do I need to work? What is important? How do we work together? I would have liked a time when we talked through those things and for me to hear the principal’s expectations.
How to Find the Right Mentor
Don’t hesitate to seek out a mentor who truly understands your role—someone who can inspire and empower you every step of the way. Here is how to get started:
Your Principal
The principal in your building is usually the best candidate and, therefore, the first person you should approach. Explain that you are excited about your new role and would value his or her mentorship as a key to a successful transition.
- Consider Other School Leaders: Experienced assistant principals within your school or school district can be excellent mentors due to their current working knowledge of the role. Additionally, research indicates that teachers and support staff, such as guidance counsellors and social workers, can provide invaluable insight by offering different viewpoints and having more in-depth knowledge about specific students and situations.
- Seek Support from Human Resources: Contact your human resources department for any recommendations they may have.
- Attend Leadership Conferences and Workshops: It could be helpful to find a mentor from another school, attend a leadership conference, or attend a professional development workshop.
- Just Ask: Don’t be afraid to approach potential mentors and ask for their guidance. They, too, were in new school administration roles.
- Set expectations from the get-go:
The best bet for securing a productive mentorship is to agree to clear expectations. Refer to the section above: Essential Qualities to Look for in a Mentor.
Finding the right mentor is worthwhile and can smoothen your transition to school leadership.
References
Craft, H. M., Malveaux, R., Lopez, S. A., & Combs, J. P. (2016). The acclimation of new assistant principals. Journal of School Administration Research and Development, 1(2), 9–18. https://doi.org/10.32674/jsard.v1i2.1914
Irvine, J. (2022). Practice and theory: Ten lessons that I have learned about being a vice principal. Journal of Practical Studies in Education, 3(3), 7-16. https://doi.org/10.46809/jpse.v3i3.46
Kraken Images. (2020). [Two middle-aged business workers smiling, happy, and confident. Working together with a smile on their face hand, giving high five at the office]. Unsplash. https://unsplash.com/photos/KPBdFgezRgk
Norbraten, T. (2020). The transition from teacher to vice-principal in international schools in China [Unpublished doctoral dissertation]. Nova Southeastern University.