Shelly Berlin
The journey to find a new Head of School is a pivotal one for any educational institution. It demands a strategic approach, community involvement, exceptional communication, and careful attention to detail. In my role of Chair of the Head of School Search Committee at St. Michaels University School (SMUS) and now Chair of the Board of Governors, I’m sharing insights and lessons from our 2023-24 search process to help guide you through this critical transition.
1. Start Early to Ensure a Successful Outcome
A global search for a Head of School takes time. By beginning early, you give yourself flexibility to manage the necessary steps—evaluating international candidates, conducting multiple interview rounds, completing reference checks, and honoring notice requirements. This proactive approach also allows for stakeholder engagement and compensation benchmarking, which are essential for informed decision-making.
2. Select the Right Search Committee
The search committee is integral to the process. It’s crucial to select members who can remain involved throughout the search and into the new Head’s tenure. A diverse committee, including both school insiders and external perspectives, helps prevent groupthink and ensures a well-rounded approach to identifying the ideal candidate.
3. Consider Engaging a Search Firm
Engaging a search firm can be highly beneficial, especially if your committee lacks HR expertise. Search firms bring valuable experience, a broad candidate network, and neutrality in sensitive negotiations. However, if your committee is strong in this area, you may choose to manage the process internally. Weigh the benefits against costs to determine the best approach for your school. If you choose external support, develop a Request for Proposal.
4. Announce the Search to Your Community
The search announcement is a significant moment. The Chair of the Board and the current Head of School should present a unified message, introducing the search firm (if applicable) and acknowledging the outgoing head’s contributions. Communicate transparently with the school community through a dedicated webpage featuring updates and FAQs. This will help increase transparency, engagement and trust throughout the process.
5. Engage the Community for Input
Incorporating feedback from faculty, parents, students, alumni, and donors helps align the search with the community’s needs and expectations. Conduct surveys, focus groups, or town halls to understand the leadership qualities and vision the community values. This inclusive approach brings your community into the process, illuminates important information, and eases the transition for all stakeholders.
6. Set Competitive Compensation
To attract top candidates, ensure the compensation package aligns with industry standards and is competitive in your region. Conduct compensation benchmarking to avoid offering too low (which could deter strong candidates) or too high (which could raise concerns within the school). Transparency and fairness in compensation reflect your commitment to attracting the best leadership.
7. Create a Compelling Job Profile
A strong, well-branded job profile is key in attracting candidates who align with your institution’s ethos. This profile should clearly communicate the school’s mission, vision, values, and leadership expectations, as well as the role’s key responsibilities. Incorporate visual elements that reflect your school’s identity to enhance the profile’s appeal.
8. Review the Full Candidate List
While the search firm will present a curated list of candidates, it’s essential for the committee to review the full list. This ensures no promising candidates are overlooked and helps avoid unconscious bias in the selection process. Manage internal candidates carefully.
9. Conduct Virtual Interviews and On-Site Visits
Virtual interviews help narrow the candidate pool efficiently. Once you’ve shortlisted 4-5 candidates, invite them for on-site visits. These visits provide a more authentic sense of their leadership style, fit within your community, and provides a ‘real’ opportunity for the prospective head to evaluate your school. Include interactions with faculty, staff, students, donors, and other key stakeholders to gauge both professional and personal compatibility. Internal candidates will require a nuanced approach at this stage.
10. Conduct Thorough Reference Checks
Before making a final decision, conduct in-depth reference checks to gather insights into each candidate’s leadership style, work ethic, and interpersonal skills. These checks can often reveal red flags or confirm strengths that weren’t apparent during interviews, helping ensure the right fit.
11. Develop a Detailed Term Sheet
A well-drafted term sheet outlining the offer’s key elements—salary, benefits, performance expectations—provides clarity and prevents misunderstandings. This document lays the foundation for the formal contract and helps expedite the negotiation process.
12. Strive for Unanimous Agreement
Achieving consensus within the committee is vital for ensuring a unified recommendation to the Board. A unified decision carries more weight and simplifies negotiations with the candidate, reducing potential conflicts down the line.
13. Manage Communications Strategically
Effective communication is crucial once the decision is made. Ensure timely announcements synched with the new Head’s current employer, and work with your communications team(s) to craft key messages for stakeholders.
14. Utilize Transition Time Effectively
Use the period between selecting the new Head and their start date for onboarding and community introductions. Regular meetings with the new head, chair and current head, along with clear communication, help ensure a smooth transition for the new leader.
15. Transition the Search Committee to Onboarding Support
The search committee can seamlessly transition into an Onboarding and Support Committee, providing continuity and support during the early stages of the new head’s tenure. Their experience with the selection process makes them invaluable in helping the new head adjust to the school’s culture and establish key relationships.
By following these 15 steps, you can structure a Head of School search that not only identifies the best candidate but also supports their success in the role. The process is demanding, but with careful planning, community involvement, and clear communication, your school will be well-positioned for a smooth and successful leadership transition.