As a leadership team, we recognised the importance of
modelling ourselves as learners to all our staff and also
knowing our strengths and areas of development. We
discussed how when observing lessons or triangulating
evidence for teaching, we also give staff feedback on
strengths and areas for development. We felt that it
was important to do the same for our leadership. We
used LM 360 tool that was available on the
Leadership Matters website to provide us with our
individual strengths and areas for development. We
initially spent some time digesting the report on our
own, giving us time to consider and reflect on our areas
for development. We then agreed to publish our next
steps for all staff to see. We displayed our areas for
development in the staffroom and the then asked any
staff across the school to sign up to mentor us for six
weeks on each of our specific areas for development.
We met our mentors weekly and they coached us and
gave us feedback. We used the feedback sandwich to
structure the feedback. After six weeks, we completed
LM360 again to see if we had improved our leadership.
We then celebrated and shared this with the school. We
all felt that LM 360 helped us to develop our leadership
and also our credibility as leaders across the school.
Rupinder’s Leadership Matters 3 Top Tips
1. We completed the persona survey and used this for performance management for leaders
2. We have a reading group in our leadership team meeting and use articles from the website to discuss and see how this related to us
3. We have an article of the week in the staffroom and have used articles from the website for this
Share your story with us; we want to hear how Leadership Matters has supported leadership development in your school!
Send us an email at [email protected]
We look forward to hearing from you soon.
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