2021. Already? Well, yes, if you are in the world of independent school education. Search consultants have started responding to RFPs (requests for proposals) for head of school searches for positions that begin on July 1, 2021 and even a few for 2022. Many of those searches will strive to be completed before the end of this academic school year, spring of 2020, leaving the head designee with over a year transition before arriving on campus for their first day of work. While many experts recognize the potential pitfalls of such an extended transition, schools have demonstrated that they are willing to accept those risks in order to position their search in a way that they believe will give them the first chance to hire the most qualified leader.
What does that mean for schools that might be considering a change? For heads who are concerned their contract might not be renewed? For aspiring heads? Let’s take a look.
For boards, it may mean a conversation with one or more search consultants to understand how the market is starting to take shape. The configuration of a school, whether it is PreK-12 or PreK-8, for example, can be a factor in determining the optimal timing of a search. The relative strength of the school and the location also can be factors. It also may mean a frank conversation with your current head of school. Presumably the board has been having honest conversations during the head’s evaluation (right?), but if there are things that have been left unsaid, now may be the time. It is the right thing to do for two reasons. One is that it will give the head time to meet the goals of the board. Secondly, it gives the head a fair shot to find a school that is a more appropriate fit for his or her skills.
For heads, it may mean a conversation with one or more search consultants to understand how the market is taking shape. It isn’t too early to confidentially let consultants know you are open to hearing about opportunities. Perhaps it is a certain type of school, or perhaps it is a preferred location that is important, so it may take a season or two to find the right fit. It may be time for a gut check, too. If you don’t believe things are going as you might have hoped, have that difficult conversation with the board chair. Ignoring the growing storm cloud isn’t going to end well. If you sense that your contract might not be renewed, better to come to grips with it sooner rather than later so you are able to consider the searches that will start shortly. If you wait until June 2020, many positions will have been filled.
For aspiring heads, it is time to update your resume and think seriously about what type of school you might want to lead. Think about what skills and experience you will bring to a new position. Starting now will allow you time to fill in any gaps in your experience, whether it is admissions, development, or teaching. Consultants tend to be very busy this time of year, so this might not be the best time to reach out, but certainly think about setting up an appointment for NAIS. Zero in on a few opportunities. Read the job descriptions carefully. Think about how your skills and experience align with the stated qualities the school is seeking. Pay attention to the search calendar and watch for the announcement of the new head so you can start to get a sense of who is getting appointed.
School leaders need to think strategically about the future of the schools they serve. Starting early can help both boards and heads transition smoothly and fairly.
Need help getting started? I am happy to have a no-obligations conversation.