Educational Directions: Leadership Succession

Leadership Succession

Unrealized Sources of Long Term Leadership

Considering an internal candidate to become your next head of school is an option frequently ignored in independent schools. About 80% of the new CEOs at the top S&P 500 firms are hired internally. Why isn’t a similar practice more frequent at independent schools?

A few benefits an internal candidate brings:

Familiarity with the school and its opportunities and challenges

Established relationships

Clarity about where support may be needed

Avoidance of the cost and disruption of a comprehensive search process

The Board of Trustees has a few options in considering internal candidates:

Don’t do it … because the bench strength isn’t there or “fresh eyes” are needed

Welcome internal candidates into a comprehensive search process, generally with an understanding that internal candidates will be interviewed by the Search Committee

Evaluate and possibly appoint an internal candidate prior to launching a full, comprehensive search

“Thank you for being the firm that thinks creatively about search!“
Former Head of School / Delaware

In EduDx’s experience assisting schools with option #3, we have planned and implemented an evaluation for the internal candidate that left no doubt s/he had experienced a fair, transparent, inclusive, and rigorous process.

However, planning the right process for possible internal succession can be challenging. We welcome your call for a free consultation about what might be the right approach for your school.

Independent School Head of School search firm

We welcome your call for a free consultation; please contact:

Jerry Larson, EdD, MBA, Managing Partner
800-647-2794 (ext. 3)
401-644-2054 (direct)