a Fresh Approach to Headteacher Appraisal

Our Empowerment Dynamic framework integrates executive coaching into the appraisal process- prioritising growth over Evaluation.

🌟 The Empowered Headteacher (Creator)

Role: Creator of their own development journey.

🤝 The External Adviser (Executive Coach)

Role: Neutral facilitator combining statutory oversight with coaching expertise.

🎯 Governors Appraisal Committee (Challenger)

Role: Supportive challengers balancing accountability with professional development and wellbeing.

Why Choose This Approach?

This fresh and innovative approach transforms appraisals into a powerful pathway for leadership development and school improvement, all while ensuring statutory requirements are met.

LIMITED TIME Bundle offer (Appraisal and 3 hrs 1:1 Executive Coaching) - £600

Small schools offer (<100 students) - £450

Flipping Headteacher Appraisal: From the Drama Triangle to the Empowerment Dynamic

Traditional headteacher appraisal processes can sometimes fall into the drama triangle. Appraisers may unintentionally take on roles like "rescuer" or "persecutor," leaving headteachers feeling like "victims" of the process—judged rather than supported.

What if we flipped the script and embraced the empowerment dynamic instead?

In the empowerment dynamic, the focus shifts to three key roles:

• Creator: The headteacher is empowered to take ownership of their professional growth and strategic vision.

• Coach: Appraisers provide thoughtful support, asking insightful questions to help the headteacher reflect, clarify priorities, and identify solutions.

• Challenger: Appraisers present meaningful challenges, encouraging the headteacher to stretch their leadership skills while holding them accountable in a supportive way.

This approach reframes appraisal from a compliance-driven process into an opportunity for growth and development.

How to Implement the Empowerment Dynamic in Headteacher Appraisal

1. Reflective Dialogue: Replace traditional one-way feedback with open, reflective conversations that empower headteachers to lead their own development.

2. Collaborative Goal-Setting: Co-create appraisal goals that are aligned with the school’s vision while addressing the headteacher’s leadership priorities.

3. Targeted Support: Provide ongoing coaching and resources to help headteachers navigate challenges and achieve sustainable growth.

4. Balanced Accountability: Hold headteachers accountable in a way that fosters trust and focuses on progress rather than criticism.

By adopting the empowerment dynamic, headteacher appraisals can foster a culture of trust, collaboration, and meaningful professional development.

Is your headteacher appraisal process empowering leadership or simply ticking boxes?

Get in touch to discuss how the empowerment dynamic could transform your approach to headteacher appraisal.

NPQ Leadership Development Coach and Facilitator

Registered coach with BPN, LLSE, and Tuopu – offering coaching and facilitation for NPQ courses tailored for UK and international school leaders.

Global Connections: I’ve been fortunate to work in several international schools, and I love the opportunity to meet and collaborate with school staff from around the world.

I am thrilled to be involved in international teacher support services, in collaboration with Tuopu, 21C Education and LLSE - providing NPQ courses and coaching.

We offer high-quality professional development and personalised coaching to international educators.