Three Ways to Stop the School Leader Exodus

COVID-19 has ushered in a massive exit of school leaders. Here's how to stop it.

Two months into the COVID-19 pandemic, I determined that my job was unsustainable as a school leader. Not only had I worked non-stop for 12 months, but also managed homeschooling my own children and caring for aging parents. THIS was the proverbial straw that broke the camel's back.

What were the key factors? Making sweeping changes to our way of work on a moment's notice, managing health decisions for hundreds of people and still somehow attempting to provide academic instruction seemed daunting and inspiring at times. During hard days, decision fatigue set it, but the thought of new, innovative instructional models was electrifying for me, a veteran educator.

However, when my state determined that we would still participate in student achievement testing with possible consequences- I could no longer hold it together. I had nothing left in the tank to give. I literally became numb. Was this how burnout felt? Was I alone in my thinking? Clearly I wasn't because Education Week shared that a whopping 42% of school leaders left or had a desire (read that as planning their escape) the profession during this same time.

Is there anything that can be done to keep them? How should we approach this exodus and keep the people who impact school culture the most!? I have three options that would have made a difference during this tenuous season.

First, give them a real vacation.

That's right. I'm advocating for a true, blue vacation. Not just a few days where the staff still sends text messages and they check their emails. School leaders need a deep 7-14 days away and unplugged. Why so many days? It will take them 3-4 days to just unwind and stop thinking about the work. They will start working on other activities. They may engage in something physical like hiking, golf or swimming. They may finish those nagging "honey do" lists that have been piling on. Heaven forbid if they read a non-work related book! What is most important is that they are NOT working.

Let me say this again for emphasis. Make sure that your school leaders are not working while they are on vacation. Why?

Because we are most creative in our thinking when we are NOT engaged in the actual task. Are you like so many who get inspiration while in the shower? Scientists at the University of Guelph, found that engaging in activities with a lighter cognitive focus allows our brains to be flexible enough to allow other parts of our mind to develop inspirational ideas. If you want inspired leaders, encourage rest and relaxation.

Then, invest in professional learning for your school leaders.

As educators we are committed to be life-long learners. Somehow, we've forgotten to create true professional development pathways after we've given people the keys to the buildings. I don't mean a pathway to becoming a superintendent. Aren't there skills that school leaders need to develop in the job? Whether is it how to be a better instructional teams coach or community champion, the support that a coordinated professional learning plan. Skip the one-and-done, "sit and get" professional development that comes at a conference. Truly invest in your people over the long haul because "a rising tide lifts all boats". When the leader grows, so does the school!

The final thing really isn't earth shattering at all, but it rarely happens.

Build a mastermind.

School leaders need a safe space to be vulnerable and heard. The principalship, superintendent-ship and all high level leadership position are incredibly lonely. The isolation at the top can be soul crushing. Dealing with constant complaints and transitions can lead to decision fatigue and burn out. I don't mean create a clique or echo-chamber with peers who you commiserate with, but a group of folks that listen and can validate and pressure test ideas and thoughts.

We've all heard the Jim Rohn quote that "we are the average of the five people we spend the most time around". I love Warren Buffet's take on it, " hang out with people who are better than you. If you drift, you'll drift in the right direction." School leaders should step out of their buildings and find other persons, not just in education, who they can build strong relationships that provide accountability, brainstorming and critical non-invested feedback.

Maybe if we plan cycles of rest, learning and community, we can slow the exodus of leadership. These solutions are not expensive, but they will demand the gift of time to enact them well. We cannot continue to churn almost 50% of the leadership in this critical juncture in the state of education. There is too much at risk to ignore these statistics and our students deserve better. Let's close the gap through providing unprecedented support for those who support everyone else.

References:

https://www.edweek.org/leadership/opinion-42-of-principals-want-to-leave-their-position-will-you-let-them/2021/04

https://www.rd.com/article/best-ideas-in-shower?_cmp=stf