© Academy Educational Consulting. All rights reserved.

Website designed by Creative Instinct

  • Facebook - Grey Circle
  • LinkedIn - Grey Circle
  • YouTube - Grey Circle

One Size DOESN'T Fit All

October 15, 2017


This article, excerpted from Dr. Blane Covert's doctoral dissertation, is fourth in a series about the effects of head of school turnover.  


Based on the size of the school, its location, its challenges, and the values of the current trustees, a head of school/superintendent might be a perfect fit at one school and have a difficult time at another (Glass et al., 2000).  McAdams (1996) argued that the quality of the match between the new leader and the school community is a chief predictor of the new relationship’s success or failure.  In addition, organizational management literature supports a hiring process that attempts to determine whether or not employees’ values and goals correspond to those of the organization (Kristof, 1996).  Schools looking to increase retention rates and capitalize on the leader's strengths should proactively recruit candidates who complement the organization’s values, objectives, and requirements (Sheridan, 1992).


Are you ready to end your turnover troubles once and for all? Help is available. Academy Educational Consulting can help your board take control of the leadership succession process, make hiring decisions with more confidence, and minimize the negative effects of turnover. Contact Academy Educational Consulting at 501-230-0881.

Please reload

Please reload

Recent Posts

October 21, 2019

September 16, 2019

September 3, 2019

May 6, 2019

April 15, 2019

Please reload

Please reload

Follow Us
  • Facebook Social Icon
  • LinkedIn Social Icon
  • YouTube Social  Icon
Search By Tags