Effective Communication for Leaders – Navigating Challenges with Staff and Senior Leadership Teams
Effective communication is at the heart of strong leadership. As school leaders, we regularly engage in conversations that require clarity, sensitivity, and purpose—whether it's motivating staff, addressing performance concerns, or collaborating with peers. While holding staff accountable is part of our role, one of the more nuanced challenges arises when working with other members of the Senior Leadership Team (SLT)—particularly when we do not directly line manage them. Here, I reflect on strategies for leading conversations, fostering collaboration, and building effective partnerships across teams.
1. Leading Difficult Conversations and Holding Staff to Account
Effective leaders recognise that avoiding difficult conversations can harm both staff morale and student outcomes. Research by Douglas Stone, Bruce Patton, and Sheila Heen in Difficult Conversations highlights the importance of separating the person from the problem, focusing on facts, and encouraging a dialogue rather than a monologue.
Key Strategies for Successful Conversations:
Prepare and Stay Focused: Before initiating a conversation, clarify the purpose, identify desired outcomes, and gather evidence where needed. Stick to observable facts rather than opinions to keep discussions constructive.
Listen Actively: Actively listening to staff shows respect and ensures you understand their perspective. Paraphrase their concerns to demonstrate you’ve heard them.
Offer Support and Next Steps: Difficult conversations should not feel punitive; they are opportunities for growth. Provide clear expectations, offer support (e.g., mentoring, professional development), and set agreed timelines for improvement.
Example: A conversation with a teacher about underperformance can focus on their strengths first, followed by identifying specific areas for improvement with actionable next steps: "I appreciate the engaging way you connect with students during discussions. I’d like us to work together on improving differentiation strategies to ensure all pupils achieve."
This approach fosters accountability while maintaining trust and professional respect.
2. Navigating Collaboration with Peers in the SLT
Working with fellow SLT members poses a unique challenge, as the hierarchical lines are often blurred. Unlike with line-managed staff, we cannot simply "tell" other leaders what to do. Instead, collaboration must be built on mutual respect, shared goals, and trust.
Key Principles for Effective Collaboration:
Build Relationships First: Strong professional relationships underpin effective teamwork. Take time to understand your colleagues’ leadership styles, strengths, and pressures. Regular one-to-one meetings or informal check-ins can strengthen trust.
Focus on Shared Vision and Goals: The school’s vision and values should always be the "North Star" guiding collaboration. Use the shared goals as leverage during conversations. For example:
"We both want to ensure consistency across departments. How can we align our approaches to curriculum planning?"
Influence, Don’t Command: Leadership with peers requires influence rather than authority. Use evidence, shared data, and thoughtful questioning to encourage collaboration:
"I noticed in the data that KS2 reading outcomes are slightly below target. What strategies do you think we could explore together to address this?"
This approach opens dialogue, invites ownership, and avoids a directive tone.Acknowledge Expertise: Recognise and value the expertise that other SLT members bring. Acknowledging someone’s strengths fosters goodwill and enhances collaboration:
"Your work on improving behaviour management has been impactful. I’d love to explore how we could apply some of those strategies to enhance pupil engagement in my area."
Establish Clear Agreements: When working on shared initiatives, clarify roles, expectations, and timelines. Collaboration improves when responsibilities are clear, reducing misunderstandings or conflicts.
3. Facilitating Effective Meetings and Communication
Meetings are a cornerstone of SLT collaboration, but they can easily become unproductive without clear structure and focus. Michael Fullan, in Leading in a Culture of Change, emphasises the importance of leaders fostering a culture of collaboration through well-facilitated dialogue and purposeful meetings.
Practical Tips for Effective SLT Communication:
Set Clear Agendas: Ensure every meeting has a defined purpose, with action items and outcomes articulated in advance.
Encourage Open Dialogue: Create an environment where all voices are heard, but maintain focus on outcomes. Use protocols like round-robin feedback or parking-lots for off-topic ideas.
Follow-up: Summarize decisions, responsibilities, and deadlines after meetings to ensure accountability.
4. Resolving Tensions with SLT Peers
Disagreements or tensions within SLT teams are inevitable. The key is to address these respectfully and constructively. Patrick Lencioni, in The Five Dysfunctions of a Team, highlights how avoiding conflict can be more harmful than addressing it head-on.
Steps to Address Tensions:
Address Issues Privately: Avoid airing disagreements in front of staff or during larger SLT meetings. A private conversation can help resolve issues without escalating them.
Focus on the Goal, Not the Person: Keep discussions tied to the shared vision. Use language that emphasizes the "we" rather than "you."
Seek Feedback: If you feel your communication isn’t effective, invite feedback: "Is there anything I can do differently to make our collaboration smoother?"
5. Leading Without Line-Management Authority
When you don’t line-manage another leader, influencing change becomes a matter of fostering shared responsibility and inspiring collaboration. This aligns with the concept of "distributed leadership" highlighted in research by Viviane Robinson.
Key Tools for Leading Laterally:
Be Solution-Oriented: Approach challenges collaboratively and constructively. Instead of presenting problems, offer potential solutions.
Create Shared Accountability: Use shared data or evidence to highlight issues that affect the whole school, encouraging collective ownership.
Model Leadership: By consistently modelling integrity, openness, and accountability, you earn respect and influence others' approaches.
Final Thoughts
Effective communication with staff and fellow leaders is essential for driving school improvement. Holding staff to account requires clarity, empathy, and a solutions-focused approach. Collaboration with SLT members, particularly those outside your line management, relies on trust, shared goals, and the ability to influence without authority.
As leaders, we set the tone for a culture of transparency, respect, and high expectations. By prioritizing relationships, fostering open dialogue, and keeping the school’s vision at the centre of all conversations, we can navigate even the most challenging interactions effectively.
References:
Stone, D., Patton, B., & Heen, S. (2010). Difficult Conversations: How to Discuss What Matters Most. Penguin Books.
Fullan, M. (2001). Leading in a Culture of Change. Jossey-Bass.
Lencioni, P. (2002). The Five Dysfunctions of a Team: A Leadership Fable. Jossey-Bass.
Robinson, V. M. J. (2008). Forging the Links Between Leadership and Student Outcomes. Educational Leadership Journal.