Navigating the transition to a new international school: a senior leadership perspective

Embracing change is an essential part of both personal and professional growth. This article explores the various stages of preparing for this significant transition from a senior leadership perspective, offering insights and strategies to navigate the journey smoothly.

1. The initial decision

After spending the past five years in Cambodia dedicated to growing and developing a young school, I found myself at a crossroads. The decision to move to a new international school stemmed from a deep desire to continue my professional journey, face new challenges, and seize new opportunities. 

The first step was to find a recruitment agency that specialised in leadership positions. The second step was to explore opportunities and begin the recruitment process. I focused on finding an educational institution that lived my values, particularly those of trust, honesty and integrity. A critical aspect was assessing how I could contribute to the school’s mission and vision, and how my skills and experience could support their goals and community. 

The prospect of leading in a diverse, multicultural environment is incredibly appealing. However, it comes with its own set of challenges and uncertainties. To navigate the direction I wanted to take involved:

• Conducting a self-assessment: evaluating my strengths and areas for development to understand how I can contribute effectively to the new school.
• Seeking advice: talking to peers who have made similar moves to gather insights and advice. 
• Analysing my career goals: reflecting on my long-term career aspirations and how this move aligns with them.
• Consulting with my family: discussing the decision with our family to ensure they are supportive and understand the implications of the move.

2. Preparing for the move

The preparation phase is crucial in ensuring a smooth transition. It involves extensive research and planning to understand the new school’s culture, values, and expectations. I spent countless hours reviewing the school’s mission, vision, and strategic plans to align my goals with theirs. Additionally, I met regularly with the Primary Leadership Team (PLT) to build relationships and understand the vision, day-to-day logistics, team dynamics, expectations, and goals. How might this be done?

• Engage with current leaders: have in-depth discussions with the outgoing leader and other senior staff to understand the school’s history and future direction.
• Plan logistics: ensure that all personal and professional logistics are in order, including housing, visa requirements, and family arrangements.
• Understand legal requirements: become familiar with the legal and regulatory requirements of the new country and school.
• Plan for financial transition: assess the financial implications of the move, including salary, cost of living, and potential relocation expenses.

3. First Impressions

First impressions are incredibly important. My first day at the new school will likely set the tone for my tenure. Observing the school’s dynamics and understanding its unique cultural and social norms will be a priority. Helping staff to know who I am as a leader is equally important. My leadership philosophy is built on trust, honesty, and integrity. I aim to set the tone for my leadership style by being approachable, transparent, and supportive from day one. What I plan to do is:

• Be visible: spend the first few days walking around the school, greeting staff and students, and being approachable.
• Listen actively: use initial meetings and conversations to listen more than I speak, gathering valuable insights and building trust.
• Show enthusiasm: demonstrate genuine excitement and enthusiasm for the new role and the school’s mission.
• Share my philosophy: clearly communicate my leadership philosophy and values to the staff through my actions

4. Building relationships

Building strong relationships with staff and students is at the heart of effective leadership. Establishing trust and rapport early on will be crucial in my new role. I plan to spend time listening to staff needs and understanding their perspectives. The activities below are ways to build relationships:

• Host informal meet-and-greets: organise informal gatherings such as coffee mornings or lunch meetings to get to know staff and students in a relaxed setting.
• Establish an open door policy: make it clear that I am available and approachable for any concerns or suggestions.
• Participate in school events: attend and participate in school events to show my support and engagement with the community.
• Learn names quickly: make an effort to learn and remember the names of staff and students to build rapport and show respect.

5. Implementing Change

One of the main responsibilities of senior leadership is to implement positive change. Assessing the school’s strengths and areas for improvement will be a key focus in my initial months. Setting clear goals and priorities will help guide this process. Change is a process, not an event. It’s crucial to involve the entire community in the journey to ensure buy-in and lasting impact. I plan to:

• Conduct surveys and focus groups: gather feedback from staff, students, and parents to identify areas for improvement and understand their priorities.
• Pilot programs: start with small, manageable initiatives to test new ideas and approaches before scaling them up.
• Involve key stakeholders: engage key stakeholders in the planning and implementation of changes to ensure their perspectives are considered.
• Communicate clearly: maintain clear and transparent communication about the reasons for changes and the expected outcomes.

6. Supporting and developing others

As a leader, my role extends beyond managing day-to-day operations; it’s about supporting, developing, and growing others. This involves creating opportunities for professional development, mentoring staff, and fostering a culture of continuous improvement. Leadership is about empowering others to reach their full potential. By investing in their growth, we create a stronger, more resilient school community. The following elements will form part of my strategy:

• Professional development plans: develop individualised professional development plans for staff, aligned with their career goals and the school’s needs.
• Recognise and celebrate success: regularly acknowledge and celebrate the achievements and contributions of staff and students.
• Offer coaching and mentoring: provide coaching and mentoring opportunities to help staff develop their skills and advance their careers.
• Encourage collaboration: foster a collaborative environment where staff can share ideas and best practices.

7. Overcoming challenges

Challenges are an inevitable part of any transition. Common obstacles may include language barriers, resistance to change, and homesickness. Developing practical solutions and support systems will be essential to overcoming these hurdles. Below are some ways in which you as a leader might support these challenges:

• Language barriers:
  Moving to a new country often means adjusting to a different language, which can be daunting. To address this, you could implement language support programs for both staff and students. These could include language classes, conversational groups, and bilingual resources to help ease communication difficulties. Additionally, employing translation tools and services can assist in bridging any initial language gaps.

• Cultural adaptation:
  Each country has its own unique cultural norms and expectations, which can be challenging to navigate. Facilitate cultural awareness workshops to educate staff and students about local customs, traditions, and social norms. Encouraging cultural exchange activities and celebrating diverse cultural events within the school can also promote a deeper understanding and appreciation of different backgrounds.

• Resistance to change:
  Change can be met with resistance, particularly when it involves altering established practices. To mitigate this, it is crucial to involve the school community in the change process. By seeking input and feedback from staff, students, and parents, and clearly communicating the benefits and rationale behind changes, we can foster a sense of ownership and collaboration. You could also plan to provide training and support to help staff adapt to new initiatives and approaches.

• Homesickness and adjustment issues:
  Moving to a new country and environment can trigger feelings of homesickness and adjustment difficulties. Establishing a support network is vital to help staff and students acclimate. This could include mentoring programs, buddy systems, and counselling services to provide emotional support. Creating a welcoming and inclusive school culture where everyone feels valued and supported is essential for easing the transition.

• Administrative and logistical hurdles:
  The logistical aspects of relocating can be overwhelming. Ensuring that all administrative tasks, such as securing visas, housing, and health care, are handled efficiently is critical. Work closely with the school’s administrative team to streamline these processes and provide clear guidance and support to staff and families during their transition.

8. Reflecting on the experience

Although I have yet to fully experience my new role, I am optimistic about the journey ahead. This transition is an opportunity for both personal and professional growth. I am eager to see the positive changes that will unfold and the impact they will have on the school community. To achieve this, I will:

• Regularly reflect: set aside regular time for reflection on my experiences, noting successes, challenges, and areas for improvement.
• Seek feedback: continuously seek feedback from staff, students, and parents to understand the impact of my leadership and make necessary adjustments.
• Document the journey: keep a journal or notes about my experiences and lessons learned to track your growth and insights.
• Celebrate milestones: recognise and celebrate milestones and achievements along the way to maintain motivation and morale.

Conclusion

As I prepare to embark on this new chapter, I am filled with anticipation and a sense of purpose. Moving to a new international school is a transformative experience, one that requires careful planning, strong relationships, and a willingness to embrace change. For those considering a similar move, my advice is simple: embrace the challenges, cherish the moments, and enjoy the journey.

You can connect with our guest blog author, Wanita Woithe, on: LinkedIn

Written by Wanita Woithe

Wanita brings over 15 years of experience in early childhood and primary education. She holds a Bachelor's Degree in Early Childhood Development, an Honours Degree in Education, and a Master of Science. Throughout her career in South Africa, Cambodia, and Mozambique, she has thrived in both corporate and educational settings. She has worn many hats – Teacher, PYP Coordinator, Head of Early Years, Education leader, CIS Accreditation Coordinator, and CIS Team Evaluation Facilitator – all fueled by a passion for creating a dynamic, nurturing, and equitable learning environment. Wanita’s core belief is in fostering well-being and strong relationships. She envisions a school where every learner flourishes academically and emotionally, equipped with resilience and empathy to face the future. She is deeply inspired by the philosophy of Ubuntu – "I am because we are" – and believes in the power of collaboration to achieve collective success. After spending the past 5 years in Cambodia, Wanita is thrilled to be joining GEMS International School Al Khail as Deputy Head of Primary in August.