When your headlights aren’t on, the best rearview mirror available isn’t likely to improve your driving (Marth Rogers)

Photo by Yosef Futsum on Unsplash

Post a holiday weekend in Taupo, and still on my study break - my mind has turned towards my Teacher Inquiry.

I'm a big fan of the self-directed Teacher Inquiry method of professional development.

As an Edutopia article indicates: Adults have fully developed interests and methods through which they like to learn or obtain new information. Training in which the individual is allowed to explore a topic on their own time, and with their own methods, results in better information retention and application.

My particular topic is around exploring the purpose of the District Principal model that OneSchool Global has adopted as it relates to NZ.

According to the one-size-fits-all broad policy document:

• The primary objective is to strategically and operationally lead the work of Campus Principals (this fits for the UK version, but doesn't wholly apply to NZ as the Campus Principals are individually responsible for operational leadership of their individual campuses)
• Provide line management, mentoring and coaching to Campus Principals that is individualized, value-adding and fully aligned to the OSG vision, values and strategy (this appears to be the main purpose for the NZ version, although appraisal is not part of the line-management)
• Support the Campus Principal in all critical incidents (also part of the NZ purpose).

So. Where to from here?

Next - I think I need to spend some time analysing key words/ concepts like:

• Strategic leadership of the CP
• Line-management of the CP
• Mentoring the CP
• Coaching the CP
• Supporting the CP