Leadership → Dr Jake Madden

Modern School Leadership That Lasts Beyond the Buzzwords

In the face of rising expectations and constant change, school leaders need more than quick fixes. Better Tomorrow Than You Today offers grounded strategies for modern school leadership focusing on deep change, teacher empowerment, personalised learning, and sustainable improvement. Based on lived experience across schools in Australia and abroad, this book is a practical guide to leading with purpose and making real progress that lasts.

Modern school leadership can feel overwhelming. Rising expectations, shrinking time, and constant demands create pressure that wears down even experienced leaders.

That’s why I wrote Better Tomorrow Than You Today. It’s for those who want school improvement to stick, not just survive another cycle of initiatives.

This book shares real stories from schools in Australia and internationally. Each chapter is a reflection grounded in practice. It is aimed at helping you take action, not just read theory.

Driving real change

Too often, we chase surface-level fixes. A new strategy here, a framework there, yet the core structures of the school remain untouched.

The book argues for second-order change. This means reshaping how your school thinks, learns, and leads. It focuses on building conditions where improvement is part of daily life.

Empowering teachers

Improvement starts with teachers. The book explores how modern school leadership can create job-embedded learning, inquiry-based practice, and shared growth.

Rather than delivering PD, it’s about building a culture where teachers study their impact, test their ideas, and grow together.

Implementing personalised learning

The factory model of education no longer fits. Today’s students need teaching that responds to their needs, interests, and pace.

Through practical examples, I show how schools can redesign timetables, assessments, and team structures to support personalised learning in real ways.

Building a strong foundation

Lasting school improvement isn’t luck, it’s built on five clear pillars:

High quality teaching and learning
Supporting and motivating staff
Servant leadership and community
Aligned systems and structures
A focus on learning and wellbeing

Each pillar includes prompts to assess what’s working, what’s fragile, and what to address next.

The leader’s mindset

A key theme across the book is that leaders must grow, too. Modern school leadership demands study, reflection, and a clear sense of purpose.

By staying grounded, open, and learning-focused, leaders influence others and help shape schools that get better every day.

If you want a practical resource grounded in lived experience, Better Tomorrow Than You Today is for you.

👉 Get the book here:
https://www.amazon.com/Better-Tomorrow-Than-You-Today/dp/B09DN3BV4F

Final thought

What’s one area of school improvement you most want to strengthen this year?

Measuring School Leadership Performance: Key Self-Reflection Strategies

Every school leader needs a process to evaluate their current performance. However, if you really want to improve as a leader, decision-maker, administrator, manager or simply a co-worker, then collecting some data on your performance in your role is essential. Unfortunately many school leaders see the annual performance review as an intrusion or a chore.

Measuring school leadership performance is essential for growth and effectiveness. Every school leader has an intuitive sense of how they are performing, but true improvement requires more than just gut feelings. Leaders must actively evaluate their impact and seek meaningful feedback.

Many school leaders view performance reviews as an administrative task rather than an opportunity for self-reflection. However, evaluating leadership performance doesn’t have to be a chore. It can be a powerful process that drives improvement, informs decision-making, and strengthens a school’s vision.

Here are four practical ways to measure school leadership performance and enhance professional growth.

1. Questionnaires & Self-Assessments

One of the most common tools for measuring school leadership performance is the 360-degree questionnaire. These surveys collect anonymous feedback from staff, providing charts and tables that highlight strengths and weaknesses. While these can be helpful, they often lack depth in identifying actionable steps for improvement.

A more effective approach is engaging in face-to-face conversations with staff. By actively listening and seeking direct feedback, leaders gain insightful perspectives on their impact. Honest discussions with teachers and colleagues can provide valuable reflections that a survey might miss.

2. Intuitive Reflection

Great leaders have strong intuition. They can sense when things are running smoothly and when something feels off. While intuition alone is not a structured measurement, it often signals areas that need attention.

By regularly reflecting on decision-making, staff morale, and school culture, leaders can make timely adjustments. The key is balancing instinct with data, ensuring that gut feelings align with measurable outcomes.

3. Examining Your School Community

A leader’s performance is reflected in the success of the school community. When leadership is effective:

Teachers are engaged and aligned with the school’s vision.
Student outcomes improve, both academically and socially.
Middle leaders and teacher leaders thrive in their roles.
A culture of collaboration and growth is evident.

If these elements are in place, it indicates strong leadership. However, if disengagement, confusion, or stagnation emerge, it may be time to re-evaluate leadership strategies.

4. Looking Beyond Your School

Strong school leadership extends beyond the school gates. Comparing your school’s performance, programs, and initiatives with other institutions offers valuable insights into effectiveness.

Key questions to ask include:

How does our innovation compare to similar schools?
Are our academic results improving in line with expectations?
Are we forward-planning for future challenges?
Are our leadership strategies fostering long-term success?

By keeping an eye on external benchmarks, leaders can adapt, innovate, and drive school improvement.

The First Step: A Desire to Improve

Ultimately, the foundation of measuring school leadership performance is a leader’s internal commitment to growth. No strategy, survey, or comparison will be effective unless there is a genuine desire to improve. Without this drive, leaders risk stagnation—and an absent leader can weaken an entire school community.

True leadership is about reflection, adaptation, and continuous improvement. By embracing self-evaluation and seeking meaningful feedback, school leaders can enhance their impact and create lasting change.

How to Write a Teacher Job Advert that Attracts Quality Staff

This time of year is busy for school leaders as they forward plan for the new academic year. A key task at this time of the school year is the appointment of new staff that are good fits for your school will value add to the school’s teaching and learning agenda.

A teacher job advert often sets the tone for your whole recruitment process. This time of year is busy, and hiring can feel urgent. Yet a rushed advert invites a rushed shortlist. A strong advert helps you attract the right people and avoid poor-fit appointments.

Even if you use a recruitment firm, writing the advert yourself is still valuable. It clarifies what great teaching looks like in your school. It also forces you to be specific about the role, the support, and the expectations.

Why a teacher job advert matters

Your advert is more than a notice. It is a message about your culture and your standards. It also signals how organised your school is.

A well-written advert should help candidates answer three questions quickly:

What is the role, and what will I do each day?
What does good teaching look like in this school?
Why should I choose this school over another?

Teacher job advert steps to secure quality staff

1) Be clear on your needs

Start with the end in mind. If you are not clear, your shortlist becomes guesswork. The Cheshire Cat had it right. If you do not know where you are heading, any road will do.

Define the “must-haves” and the “nice-to-haves”. For example:

strong subject knowledge and planning habits
evidence of impact on learning
skill in collaboration and feedback
commitment to safeguarding and wellbeing

2) Write a headline that earns attention

Most candidates scan before they read. Use a headline that is specific and inviting. Avoid generic phrases like “exciting opportunity”.

Try naming what makes the role matter, such as learning, growth, or curriculum work.

3) Describe the role with precision

Vague adverts create vague applications. Name the key responsibilities and the daily work. Include teaching load, year levels, and any additional duties.

If there is coaching, mentoring, or leadership potential, say so. Clarity reduces misalignment later.

4) Explain what makes the role different

Every school needs a maths teacher. Not every school offers the same professional culture. In your teacher job advert, state what a teacher gains by joining you.

This might include:

a strong induction programme
shared planning routines
coaching cycles and lesson study
time for collaborative work

5) Share the school’s vision and learning agenda

Candidates want purpose, not slogans. Describe your school’s direction in plain language. Link it to teaching and learning priorities.

If you have a school improvement plan, name the focus areas. For example, stronger curriculum alignment, better formative assessment, or improved student agency.

6) Make the application process simple and transparent

A messy process reduces applications and damages trust. In the advert, state exactly what you require and when you need it.

Include:

documents required (CV, cover letter, referees)
closing date and interview window
start date and contract details
safeguarding and reference expectations

7) Distribute the advert with intent

A good teacher job advert still needs strong distribution. Use the channels that match your candidate pool.

Consider:

recruitment platforms and agencies
professional networks and associations
LinkedIn and school social media
internal referrals from current staff

Do not underestimate word of mouth. Great staff often know other great staff.

8) Interview strategically and follow up well

The advert gets attention. The interview confirms fit. Build questions from the role description and your teaching expectations.

Look for evidence, not charm. Ask for examples, student work, planning samples, or reflections on impact. Take structured notes so you can compare fairly.

Follow up with every candidate. A respectful process protects your reputation and strengthens future recruitment.

Final thought

Recruitment can feel draining, but it is one of your highest-impact leadership tasks. The right staff lift learning, culture, and momentum. A clear teacher job advert is a practical first step towards that outcome.

Innovation and Creativity

In recent times the push towards innovation and creativity as a vehicle to both lift educational standards as well as meet the future skills required of the knowledge economy workforce, is an admirable stance. It appears that the Sir Ken Robinson crusade is finally gaining traction with education agencies beginning to require schools to provide evidence of innovation being enacted (for example, see the new UAE unified School Inspection process).

The push for creativity and innovation in schools continues to grow. This shift, driven by the need to prepare students for the knowledge economy, is finally gaining traction. Education systems are now requiring schools to show evidence of innovation in practice. For example, the new UAE unified School Inspection process now highlights innovation as a key performance measure.

Search online for innovative schools and you’ll find countless articles linking innovation to uniqueness. But innovation is more than being different. It’s about rethinking how learning happens.

4 Traits of Innovative Schools

In a popular blog post, 4 Things Innovative Schools Have In Common, Steve Wheeler outlines key features of forward-thinking schools. These include:

Valuing students as individuals, not just groups
Connecting learning to the outside world
Teaching in ways that encourage critical and creative thinking
Designing learning spaces that promote exploration and creativity

Each of these points challenges traditional schooling structures and pushes us to rethink how students engage with learning.

Innovation Starts in the Classroom

At its core, innovation comes to life through teachers. It’s in the decisions they make every day. That is, how they plan, how they teach, and how they respond to learners. That’s why professional expertise and teacher agency matter.

But two other elements are crucial: a bold vision and strong leadership.

Vision gives purpose and direction. Leadership brings it to life. Without these, even the most creative ideas can stall. With them, schools can move beyond surface-level change and redesign learning for the future.

What Makes an Outstanding School?

While every school is concerned with school improvement initiatives as a means to improve student learning, research would suggest that the vast majority of these fail. The problem lies in the emphasis on what teachers believe ought to work rather than investigating and using evidence of what does work. It is not simply the programs that schools offer.

Every school strives for improvement, yet research suggests that many school improvement initiatives fail. Too often, schools rely on what they believe should work rather than focusing on evidence-based practices that do work.

Improvement is not simply about programmes, textbooks, or commercial solutions. Instead, when we look at what makes an outstanding school, certain key characteristics emerge.

1. Knowing What Outstanding Looks Like

If school leaders and teachers cannot define excellence, they are unlikely to achieve it. Many educators continue doing what they’ve always done, hoping for better results. Outstanding schools:
✔ Have a clear vision of success
✔ Define high standards for teaching and learning
✔ Continually assess and refine their practices

Without a shared understanding of what makes an outstanding school, progress remains stagnant.

2. Teachers Working in Teams

Collaboration is a key driver of success. In outstanding schools, teachers:
📌 Work in professional learning communities
📌 Share best practices and strategies
📌 Support each other in raising student achievement

A collegiate culture allows schools to tap into collective expertise, leading to more effective teaching and learning.

3. Responding to Student and School Data

Data-driven teaching is essential. Outstanding schools use student data to:
✔ Identify learning gaps and strengths
✔ Differentiate instruction to meet individual needs
✔ Adjust teaching strategies based on real evidence

Instead of guesswork or intuition, these schools make informed decisions that drive student success.

4. Focusing on Effective Teaching

The quality of teaching is one of the most significant factors in student achievement. In outstanding schools, teachers:
📌 Know their craft deeply
📌 Continuously refine their skills
📌 Adapt to student needs and changing educational landscapes

Responsive teaching ensures that students remain engaged, challenged, and supported.

5. Going Beyond Classroom Teaching

Outstanding schools attract and retain highly motivated teachers—those who go beyond just teaching. These educators:
✔ Take on extracurricular activities
✔ Identify student needs and develop solutions
✔ Show a commitment to student growth beyond the curriculum

This culture of initiative helps schools create well-rounded learning experiences for students.

The Journey to Outstanding Takes Time

There is no quick fix or silver bullet for creating an outstanding school. It requires:
📌 A strong leadership vision
📌 A culture of continuous improvement
📌 A commitment to collaboration and innovation

One useful resource for leadership teams is “The Leadership Triangle: From Compliance to Innovation” by Paul Kimmelman. This book explores how schools can navigate compliance requirements while fostering true innovation and improvement.

Ultimately, what makes an outstanding school is its ability to stay focused, work collectively, and commit to long-term excellence.

What steps is your school taking towards outstanding?

The Role of Teachers as Researchers in Student Success

As a principal focused on improving student learning I was heartened by the recent presentations at the Dubai International Education Conference recently held at Al Ghurair University, Dubai. With the key message that the teacher is the centre of improving student attainment, the various keynote and concurrent presentations offered insight into the effective impact of the role of the “Teacher as researcher.”

The teacher as researcher can be distinguished from their colleagues as they attempt to better understand their TEACHing practice and how it impacts upon their students. In researching the relationship between teaching and learning the teacher researcher actively contributes to the conversation of what makes a difference to student learning. This is an evidenced based process and involves reflective inquiry, working in collaboration with other teachers, their students, parents and the community.

Interpreting real time data, analysing the data and them making informed decisions based upon this information is pivotal to improving the school outcomes. The challenge is ensuring that all schools improve. However, as shared by Professor David Lynch (Southern Cross University):

“It is interesting to note that the latest figures released by the Knowledge and Human Development Authority (Dubai’s education authority) show that the number of private schools in Dubai will reach 250 by the year 2020 or 16 per year. There are currently 169 private schools in Dubai as of last year, but this number will increase by almost 50% in the next six years to accommodate the projected 50% increase in student population from the current 243,000 level to 366,000 by 2020 or by 24,000 per year. One of the big challenges for the UAE is to prepare or engage enough teachers to meet this demand profile.”

With the rapid increase in the number of schools in Dubai to meet the increasing demand and the KHDA prescribed inspection process identifying what makes an “outstanding school” on what constitutes an outstanding school will continue to create much debate. To help foster the dialogue perhaps our latest publication “Creating the Outstanding School” will help.

Effective Professional Development for Teachers

Schools today are charged with addressing ever-increasing demands: reducing the achievement gap, adopting evidence-based practices, meeting improvement in attainment levels, managing the requirements of special-needs students, and (most importantly) being up to date with changes in pedagogical approaches. Teachers must keep in front of the important developments that are occurring in education. This is where professional development is needed.

Professional development for teachers is essential in today’s rapidly evolving education landscape. Schools must address growing demands—reducing achievement gaps, implementing evidence-based teaching, supporting special needs students, and adapting to new teaching strategies. To keep up, teachers need continuous professional learning opportunities.

One of the most effective ways to foster ongoing learning is through professional reading circles. These structured discussions help teachers stay updated with new research, strategies, and best practices, ultimately improving student outcomes.

Why Reading Circles Enhance Professional Development

Professional reading shouldn’t be a solo activity—it should be a collaborative experience. Professional development for teachers thrives when educators:
✔ Engage in regular professional reading
✔ Discuss key insights with colleagues
✔ Apply new strategies in their classrooms

Here’s how schools can implement reading circles effectively.

1. Select Readings Aligned with Teacher Needs

Leaders should choose readings that focus on:
✔ School-wide goals (e.g., student engagement, assessment strategies)
✔ Teacher interests (e.g., classroom management, subject-specific techniques)

Giving teachers some choice in their readings allows them to engage more deeply and apply insights more effectively.

2. Keep Discussion Groups Small

Smaller reading groups ensure:
📌 Everyone has time to share insights
📌 Discussions remain focused
📌 Teachers feel comfortable participating

A more personalised approach fosters deeper conversations and stronger connections among colleagues.

3. Schedule Meetings Consistently

While monthly or termly discussions work well in busy school environments, flexibility is key. If departments are large, breakout groups can allow more teachers to engage meaningfully.

4. Encourage Teachers to Share Insights

Teachers should report on what they’ve learned through:
✔ Short presentations at staff meetings
✔ Written reflections shared via team platforms
✔ Collaborative discussions during planning sessions

By sharing insights, professional development for teachers becomes a school-wide learning experience.

5. Create a Comfortable Learning Environment

A relaxed setting fosters open discussion and idea-sharing. Providing snacks (“nibblies”) at meetings can make professional learning more enjoyable and encourage participation.

When teachers feel comfortable, they are more likely to engage, ask questions, and contribute to discussions.

6. Develop Action Plans for Classroom Application

Professional development is only effective when it translates into real classroom impact. Leaders should help teachers:
📌 Apply reading insights to their teaching
📌 Define success in student learning
📌 Set measurable goals for implementing new strategies

By creating clear action plans, teachers ensure that professional learning leads to meaningful classroom improvements.

Making Professional Development for Teachers Meaningful

As a new academic year begins, professional development for teachers must remain purpose-driven and actionable. Reading circles offer a simple yet powerful way to:
✔ Keep educators engaged in best practices
✔ Foster collaboration among colleagues
✔ Improve teaching strategies for student success

By making professional reading a shared journey, schools can create a culture of continuous growth and excellence.

How does your school promote professional development for teachers?

Developing a Strong School Leadership Vision

As a principal in a new school it is important that my school community is clear on what I stand for. This is not just about brainstorming a list of strategies and putting it into a plan. Its about exploring ideas and developing a clear vision.

“You have brains in your head. You have feet in your shoes. You can steer yourself any direction you choose.”
— Dr. Seuss, Oh, the Places You’ll Go!

A school leadership vision is the foundation of a successful school. As a principal, my school community must understand what I stand for. A vision is more than a strategy—it’s a guiding force that shapes decision-making, school culture, and student success.

Why a School Leadership Vision Matters

Great school leaders visualise and articulate a clear future for their schools. A well-defined school leadership vision:
✔ Aligns staff, students, and parents around a shared purpose
✔ Provides direction for all decisions and actions
✔ Motivates the school community during challenges

Without a school leadership vision, schools risk drifting aimlessly—jumping from one initiative to another without a clear sense of purpose.

How to Develop a School Leadership Vision

A strong school leadership vision should:
📌 Be specific—outlining what the school will and won’t do
📌 Be future-focused—guiding progress over 3 to 5 years
📌 Be inspiring—helping staff and students stay motivated

The Danger of Leadership Without Vision

When I take on a new leadership role, I always think of Lewis Carroll’s Alice in Wonderland:

“Would you tell me, please, which way I ought to go from here?”
“That depends a good deal on where you want to get to.”
“I don’t much care where –”
“Then it doesn’t matter which way you go.”

Without a school leadership vision, any path seems acceptable—but none lead to real improvement.

Vision Comes Before Strategy—Always

“If you have a clear vision, you will eventually attract the right strategy. If you don’t have a clear vision, no strategy will save you.”

Many schools focus on strategy first, leading to fragmented efforts. But a principal must first define a vision, then align strategies to achieve it.

The Leadership Challenge: What Do You Stand For?

As a school leader, defining your school leadership vision is essential. A clear vision attracts the right people, strategies, and decisions—ensuring every action supports long-term success.

What is your school leadership vision?

Experience is a Great Teacher

Principal impact on teachers shapes the heart of every successful school. Experienced leaders know that while experience delivers enduring lessons, great teaching stems from inspiration, opportunity, and support. Principals stand at the centre, fostering environments where teachers thrive and students excel.

Great teachers spark inquiry. They give students reasons to learn, chances to demonstrate mastery, and daily discoveries that make school exciting.

The Central Role of Principals

Principals build teacher capacity. They take risks alongside staff. They offer support in tough times. They hold steady when doubt creeps in.

Research confirms this. Effective principals retain high-quality teachers and improve instructional practices. Their influence on student achievement rivals that of classroom teaching, often working indirectly through teacher development and school conditions.

The Role of Principals in Addressing Teacher Shortages | Learning …

John Hattie’s Visible Learning synthesis shows teachers as the biggest in-school factor for student gains. Yet principals enable those teachers to shine.

Encouraging Inquiry and Risk-Taking

Great teachers create inquiry-based learning. Principals must model this for staff.

Support measured risks. Work side-by-side in planning and discussion. Communicate belief in innovation.

This builds confidence. Teachers experiment with new approaches, knowing leadership backs them.

Fostering Reflective Practice

Move beyond one-off professional development courses. Create ongoing learning experiences.

Seek justification for practices. Engage in deliberate reflection. This instills a desire for self-improvement.

Teachers examine their impact. They grow continuously. Principals facilitate these conversations.

The Evidence Behind Principal Impact on Teachers

Studies show principals drive teacher quality and retention. A highly effective principal can boost student learning by nearly three months annually.

They shape school climate, resource allocation, and professional growth. Supporting principals may determine an education system’s overall success.

Here are key findings:

Principals influence teacher hiring, development, and retention.
Strong leadership reduces turnover and enhances collective efficacy.
Equity-focused practices improve outcomes for marginalised students.

Practical Steps for Principals

Apply these ideas daily.

Communicate support explicitly — Affirm risk-taking in meetings and feedback.
Collaborate closely — Join lesson planning and co-teach occasionally.
Build reflection routines — Use protocols for peer observation and dialogue.
Prioritise teacher learning — Design school-based experiences over external courses.
Anchor in evidence — Discuss research on teacher impact during reviews.

These actions amplify principal impact on teachers.

Key Takeaways

Principals are pivotal in developing great teachers.
Support risk-taking and reflection to foster inquiry in classrooms.
Principal impact on teachers drives student achievement.
Invest in leaders to transform systems.

Experience teaches enduring lessons. Intentional principal leadership ensures those lessons benefit everyone.

Albert Einstein once said “Experience is a hard teacher because she gives the test first, the lesson afterwards”. I think the success of experience can be determined by how we implement the lessons learnt.

Focusing on the Big Picture – Setting the Scene

I’ve been in Dubai for eight weeks and have been struck by many things including the climate, the rapid growth, and the energy people bring to learning. It’s a place on the move, filled with ambition.

One of my first priorities was meeting my new leadership team. We began by getting to know one another, setting expectations for how we’ll work together, and sharing our hopes for the school. As a principal leading a school in a new country, building that mutual understanding was essential.

When stepping into a new system, context matters. Your team needs to know how you think not only on what drives your decisions and where you see the school heading, but also how you view your role. At the same time, you need to understand their aspirations and ideas. Leadership doesn’t work in isolation. Connection and clarity come first.

For me, that started with the bigger picture. I wanted to ensure that we had a shared sense of direction: where the school is heading, whether the right culture and capabilities are in place, and if the learning model supports long-term goals. It’s easy to get caught in the day-to-day, but strategy demands a broader view.

This is especially true in a young school. When the early phase of ‘setting up’ is done, the real work begins, building sustainability, deepening learning, and shaping identity. As the leader, your role is to keep the vision clear while building the capacity to get there.

The early days of a new appointment set the tone. With the right focus, they become the foundation for growth.