Members' library

• Leading schools
  • Governing schools
    • Recruiting headteachers
    • Retaining headteachers
    • Developing leadership talent
    • Models and partnerships
    • Training materials and support
    • Governing schools with a religious character

Developing leadership talent

Developing the next generation of leaders is more important than ever as increasing numbers of headteachers reach retirement age. Governing bodies need to work with their schools, local authorities and dioceses to build a supply of good leaders by identifying and developing those with leadership potential.

There is clear evidence that individuals who get to experience headship become more positive about taking on the role. So initiatives that bring aspiring leaders closer to the reality of headship and give them real-life experience can have a positive impact.

Why invest in leadership development?

Developing leadership ability is a significant commitment, so why is it important? Here are three compelling reasons:

The demographic challenge

We need to increase the number of people reaching headship by around 15-20 per cent to replace experienced headteachers who are retiring from the profession.

Doing nothing is not an option

Effective leaders will not be available in sufficient numbers in the timescale that we anticipate they will be required unless their development is accelerated. The ability of potential leaders needs to be cultivated - they need to receive support tailored to their context.

Immediate benefits to the school

Identification and development of leadership potential is motivating to staff. This can have the following effect:

• raising the quality of subject and senior leadership
• establishing an ethos of responsibility and initiative through the school
• creating the space for the current senior team to be more strategic by raising the capacity for operational leadership at other levels
• attracting and retaining talented staff by offering progression and development

How to identify and develop future leaders

Lots of practical advice and resources are available to help you identify and develop those with leadership potential, including mentoring, coaching, or opportunities for a job-shadow. Schools might collaborate to provide a structured pathway of development opportunities for aspiring leaders..

• Find out more in the identifying and developing talent section of the leadership library

Action checklist to develop talent

We have also developed a checklist to help you identify short and longer-term actions. Questions to consider include: "How do we currently identify talent in our school?" and "Are we offering specific development opportunities?"

• Download the action checklist

Related publications and resources

Publications and websites

• Succession planning: key themes for school governors - practical advice on leadership succession
• Greenhouse schools: lessons from schools that grow their own leaders - how some schools are developing leadership potential
• Identifying and developing talent - practical advice and resources, including professional development courses offered by the College
• A framework for action: seven local actions - actions you can take to secure the supply of talented leaders
• National Professional Qualification for Headship (NPQH) - the recommended qualification for headship

Interactive tools and videos

• Growing internal talent - Doris Neville-Davies, director of the National Governors' Association, on growing internal talent
• Personal training needs analysis - self-assessment tool for aspiring heads to identify training needs
• School self-evaluation form - available from Ofsted

Useful contacts

• National College Succession Planning team - email successionplanning@nationalcollege.org.uk
• National Governors’ Association
• GovernorLine - confidential governor email and telephone advice
• GovernorNet
• Your local authority, or diocese, if appropriate, may also have online or hard-copy resources available on leadership planning in your local area