 | The Shift. Once in a leadership role, you will quickly notice a shift in your relationship with your former colleagues or individuals with a role like your previous position. You are very comfortable with their responsibilities because they were once your responsibilities. Sometimes, it is difficult to let go of tasks that we are comfortable doing even though they are no longer a part of our new leadership role. Your team members are no longer peers; you now must manage, support, and sometimes make difficult decisions that affect them. |
I remember when I first became the CTO in my last district. I would go to lunch with the school tech coordinator across the street at one of the elementary schools. I enjoyed our conversations since we were similar in age and had similar outside interests. I enjoyed the company of the other school coordinators; however, she was conveniently located across the street, and we could walk to lunch.
Little did I know that regularly having lunch with one team member could cause so much friction. I soon learned that I could drive and have lunch with each team member individually, with different groups of team members, or lunch with the entire team, but I should not consistently single out one team member for lunch, no matter how convenient it was!
Little did I know that regularly having lunch with one team member could cause so much friction. I soon learned that I could drive and have lunch with each team member individually, with different groups of team members, or lunch with the entire team, but I should not consistently single out one team member for lunch, no matter how convenient it was!
 | The Realignment. Once, you perhaps were in the group that outwardly questioned the decisions of the administrative team or cabinet, often referring to them as “they,” but you are now a part of “they.” You will have background knowledge of WHY the decisions are made and be part of the discussions surrounding those decisions. You will be expected to align your work and support with those of other members of the district leadership team and superintendent. If you have concerns about decisions, those concerns should be addressed privately and not with your team. |
| The Evolution. Authentic leadership involves continuously evaluating and refining your leadership style and skill set.
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Practice reflection by asking yourself the following questions:
- Am I adding value to my organization?
- Am I adding value to my organization?
- Do I build and support an inclusive, skilled, and balanced team?
- Do I communicate clearly and concisely?
- Do I respect the time of others?
- Can I manage conflicts with fairness and respect?
- Do I foster resilience and encourage growth, even through failure?
- Do I truly listen and value the input of my team?
- Am I making well-informed, data-driven decisions?
- Do I build and support an inclusive, skilled, and balanced team?
- Do I communicate clearly and concisely?
- Do I respect the time of others?
- Can I manage conflicts with fairness and respect?
- Do I foster resilience and encourage growth, even through failure?
- Do I truly listen and value the input of my team?
- Am I making well-informed, data-driven decisions?
The Key. Adaptation is key in any leadership role. A growth mindset allows you to embrace change, learn from challenges, and support your team in their development. In many cases, your job has shifted from being a “doer” to a “supporter.” In everything you do or say, you are a “we” and not an “I.” Authentic leaders lead people and manage equipment and processes. Equipment and processes do not care if you listen, are ethical, fair, or communicate clearly; people do.
| Inspire, guide, and empower your team! Take ownership not just of your work but also of the well-being and productivity of your team. If you are new to the role, we wish you a smooth transition! Be aware of your department’s specific strengths and challenges. Take time to listen, learn, and acknowledge the legacy of your predecessors, whether you have stepped into a well-functioning department or one in need of major change. Recognizing your success is measured not just by your own accomplishments but by the effectiveness of your team. By maintaining clarity, confidence, and a commitment to authentic leadership, you set the foundation for lasting impact. |  |