SUPPORTING NEW ADMINISTRATORS IN AND OUT OF SCHOOL

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SUPPORTING NEW ADMINISTRATORS IN AND OUT OF SCHOOL

April 7, 2022

By Fayge Safran Novogroder and Rabbi Dr. Maury Grebenau

Imagine yourself, for a moment, as a veteran, experienced teacher who has been invited to become the assistant principal. Other than being an effective, well regarded teacher, and having served under an array of administrators, you have had no training or preparation for this job. You may have a real sense of the changes that the school needs, but questions and challenges loom large:

Who am I to assume this leadership over others?
How will more senior teachers, ones I had as my own teacher, or those who are friends, accept me in this role?
Can I do this job and still take care of my family?
Can I actually be a boss?

Over the last ten years of our work in the Jewish New Teacher Project’s (JNTP) Administrator Support Program (ASP), we have worked with administrators new to the profession across all denominations and geography who ask these very questions in some form or another. In response, we provide them with non-judgemental spaces, a cohort of colleagues and professional development to support them as they navigate, together, this difficult transition.

Notably, about 70% of the 120 administrators we have supported are women. Some of the challenges they all encounter, especially the women, include:

Balancing authority, power and compassion
Balancing family, self and work

The impact of Covid has, of course, exacerbated many challenges. School communities have not been immune to society’s
great resignation” culture. Some teachers have left the profession; others remain but feel burned out. That, coupled with a dearth of people entering the field, has created the perfect storm. Administrators are exhausted.

What follows are some of the many challenges facing new day school administrators and ways in which heads of school can support them.

Balancing Authority, Power and Compassion

Let’s first define the difference between authority and power, as referenced here. Authority is grounded in expertise, knowledge and skills such as communication and collaboration, and is at the core of a successful leader’s practice. Power is the ability, and responsibility, to ensure that there is enforced accountability for policies, procedures, systems and expectations.

Many new administrators bring solid pedagogy and are eager to learn how to adapt their knowledge and skill set to lead and share with others, thereby establishing their authority. When administrators invest time in building trust and positioning themselves as value added, many teachers respond with appreciation for the support offered. Other teachers may be resistant, whether to authority in general, the new administrator in particular or to any change.

Many new administrators, especially women, view power, on the other hand, as out of their comfort zone. Some experience the “imposter syndrome,” some are “people pleasers,” some are intimidated at having to administer consequences to adults, and some take every reaction personally. Many resist having hard conversations and struggle with their inner voice that counsels sympathy and enabling. As one female administrator in our program explained: “My compassion can get in the way.”

An area of compassion that does need to be encouraged in new administrators is compassion for themselves.

Balancing Family, Self and Work

These past few years have forced many of us to reevaluate and realign how we balance our home lives with our jobs. Even before Covid, administrators frequently worked long after the school day was over or on weekends. Not only is the volume and complexity of their role overwhelming, but, additionally, new administrators may not have yet mastered the skills of delegation and time management.

Compounding this, new administrators, especially women, are frequently concerned that they may be perceived as “slacking off” if they attend to family matters during the day, despite the fact that many work on school issues in the evening. The recent years have only intensified the frenetic pace of administration, and for those who are new, it has been extremely challenging to maintain a healthy balance of work and home life.

What Heads of School Can Do

Heads of school can provide invaluable support in helping new administrators establish their authority and power, as well as balancing their work with home. A rich, growth-minded relationship with a head of school can be the major determining factor of a new administrator’s success. Based on our experience, these areas can be high impact for new administrators.

ROLE CLARITY

During the hiring process, be clear about the roles and responsibilities. Name some of the challenges. Offer support.

CONNECT THEM

Formally introduce the new administrators to the whole school community. Be clear about the roles and authority of the new administrator. Publicly express faith and confidence.

PROTECT THEIR TIME

Provide a schedule that enables new administrators to do teacher observations and give feedback. This may mean keeping a teaching load to a minimum.

COACH THEM

Schedule regular meetings so they can share data from their teacher observations and other aspects of their role. Spend time together looking for patterns in the data and identifying strategies for support. Offer help in dealing with challenging cases.

COMMUNICATE

Communicate transparently and directly. Include the administrator in the team meetings.

GIVE AUTHORITY

Provide a healthy balance of autonomy and support. Be open to possible changes the new administrator wants to make. Anticipate some of the challenges and look for areas for them to lead. Encourage self-advocacy.

GIVE FEEDBACK

Give constant, consistent and honest feedback. Research shows that leaders, especially women and minorities, do not get sufficient feedback necessary for their growth. Consider scheduling meeting times specifically to recognize accomplishments and discuss areas of needed growth.

BALANCE

Heads of school can be a source of guidance in the area of balancing home and school. Sometimes the head needs to be the voice of reason telling administrators, especially female ones, that they need to take time for themselves. Consider dividing up responsibilities such as arrival, morning routines, and dismissal that most directly conflict with family needs.

In addition to the internal support provided by the head of school, we have found that new administrators need to be fortified with external support in establishing their authority. This includes arming them with structures, standards and tools designed specifically for the job of day school administrator, preparing them to handle the many situations that arise. External coaching also helps them demonstrate their leadership in ways that are gradual and achievable, even if it feels like a stretch, as it does for many women.

Additionally, connecting with other new administrators who are experiencing similar challenges is validating and enables them to extend their own thinking and examine their assumptions. New administrators are most successful when they give themselves permission to lead and launch their transition by building trust and credibility within their school community. When empowered to become reflective leaders and continue their growth they, in turn, will be able to support new administrators in the future.

Published by:

Aligning instructional leadership to advance student learning

https://prizmah.org/blog/supporting-new-administrators-and-out-school

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Judith is a Program Consultant at JNTP, where she serves as a facilitator and coach to early career administrators through the Administrator Support Program. Judith has been collaborating with NY-area Day School and Yeshiva educators and leaders to provide tailored professional learning and growth, across both General and Judaic Studies, for 20 years. She is passionate about understanding each learner’s context and co-creating solutions that make sense in their setting. Prior to her current focus on leadership and Professional Development (PD) at The Jewish Education Project, Judith was a K-8 classroom teacher and later a Principal at Westchester Day School. She can be reached at jtalesnick@newteachercenter.org.

Lisa Peloquin is a Senior Instructional Designer and Coach at JNTP, where she focuses on content development and materials preparation for JNTP’s Early Childhood and Administrator Support Programs.. Lisa holds a B.A. in Psychology, with a concentration in child development, from Penn State and a Masters in Education from the University of Illinois at Chicago. She is currently working on her Ph.D. in community psychology, with a research interest in understanding how school communities can impact educational equity. Lisa can be reached at lpeloquin@newteachercenter.org.

Rabbi Tavi Koslowe is a Program Consultant at JNTP, where he provides coaching to early career administrators through the Administrator Support Program. Tavi has been a teacher and educational leader for the last twenty years in lower, middle, and high school settings. He is currently serving as the High School Dean at the Leffell School in Westchester, NY and the co-director of The Idea Institute, where he supports teachers, administrators, and school leaders in furthering educational practice in Project Based Learning. Most recently, Tavi served as the Judaic Studies Principal of The Idea School in Tenafly, NJ and has held other school leadership positions at the Ramaz School in Manhattan, NY and Yeshivat Noam in Paramus, NJ. Tavi participated in JNTP’s Teacher Induction and Administrator Support Programs. He can be reached at tkoslowe@newteachercenter.org.

Eva is a Program Consultant for JNTP, where she facilitates professional development training for early childhood mentors. Eva has served as a teacher in private schools throughout the NY area for over 15 years. During this time, she has provided support as a teacher mentor, working with individuals and groups to enhance their teaching practice, and has facilitated and trained teachers in the use of Professional Learning Communities. Eva currently works as a School Consultant for Professional Development at the Hebrew Academy of Long Beach (HALB). She holds a B.A. in Psychology from Yeshiva University and an M.S. in Special and General Education from Bank Street College. Eva trained as a mentor with JNTP in 2017-18. She can be reached at ebroder@newteachercenter.org.

Evan Weiner is an Associate Program Consultant at JNTP, where he facilitates mentor training. He has been involved with Jewish Education for over 20 years. Evan began his connection with JNTP as a new teacher and eventually became a mentor himself, mentoring teachers in both General and Judaic Studies departments. He has been an educational leader in both formal and informal educational settings, and has brought his JNTP training to elicit the best in his staff partners. Most recently, Evan served as Judaic Studies Principal, Curriculum Coordinator, and Instructional Coach at Ohr Chadash Academy in Baltimore before joining the JNTP staff. Evan participated in the YOU Lead Educational Leadership Program and JETSIsrael Edtech Incubator Program, and he holds an M.Ed. from Azrieli School of Education. Evan can be reached at eweiner@newteachercenter.org.

Rachel Harari is an Associate Program Consultant at JNTP, where she co-facilitates new teacher training. She is also an Associate Lecturer at Columbia University and a middle school English Language Arts teacher at Yeshivah of Flatbush. Rachel is currently working on her PhD at Teachers College, Columbia University, within their Educational Leadership program. Through her work as a Department Chair for six years at Magen David Yeshivah High School in Brooklyn, New York, Rachel was inspired to study the role of the high school department chair in Modern Orthodox schools in New York City. Rachel received her M.S. in Special Education from Brooklyn College, and her B.S. in English Education from New York University, where she published her research on mathematics anxiety in elementary school students: “Mathematics Anxiety in Young Children: An Exploratory Study.” Rachel is a 2016 recipient of The Covenant Foundation’s Pomegranate Prize, which recognizes emerging leaders in the field of Jewish Education.

Lauren Katz is JNTP’s Director of Development, where she oversees the organization’s fundraising efforts and marketing and communications initiatives in an effort to advance JNTP’s mission and strategic goals. Lauren’s portfolio includes strategic planning, donor cultivation, engagement, and gift acquisition. She has an extensive background in Jewish non-profit management with a specific focus on fundraising and development, most recently serving as the Director of Marketing & Communications and Alumni Relations at SAR High School for over four years and at the Ramaz School for seven years as the Director of Alumni Relations. In addition, Lauren worked at the Jewish Federation of Metropolitan Detroit and UJA-Federation of MetroWest, NJ in the campaign and planning and allocations departments. Lauren holds a B.A. in Political Science from the University of Michigan and attended the University of Michigan School of Social Work and Jewish Communal Leadership Program. Lauren can be reached at lkatz@newteachercenter.org.