Mentoring Heads and Leadership Transitions

Heads of school, who are new to the career or have moved from one headship to another, often need the outside perspective provided by a consulting firm that can help view issues in ways that are supportive of both the head and the school.

Eighty percent of all heads of schools are fired; they do not leave of their own volition. Yet, it is the longevity of a head that usually determines that person’s effective and long-term contributions.

A new head faces a variety of demands from the Board, the faculty, the parents and the students. Heads new to a school need to be very careful about managing the pace of change in a way that does not harm the school’s climate, faculty morale or the school culture. Sudden changes can undermine the new head’s credibility and legitimacy.

Even experienced heads who move into a new environment may find themselves surprised by a different set of personalities, circumstances and political history that can blindside even the most experienced leader.

Littleford & Associates has experience with hundreds of schools in helping to guide heads who are new to the profession or in a new setting. Our work in this area can be accomplished either by an on-site visit (preferred) or by teleconference and ongoing e mail and phone support. Our Firm has actually saved the headship of a number of school heads and in so doing helps to ensure institutional stability and success.


Currently the following webinar sessions can be scheduled:

"Marketing the Mission"

This webinar will discuss strategies to retain current students and recruit new ones, even while the campus is closed. It will include steps to develop a parent ambassador/advocate program. Current parents, when recruited, motivated, mobilized and trained, are a school’s most powerful advocates. 

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The Head of School and Board Partnership during the COVID-19 Crisis: In Support of the Shifting Landscape/Strengthening Governance

The almost ongoing, high stress job of crisis management in schools has filled the space that was once full of organizational charts, contracts, training, legal protection, salaries and other the expectations and demands.The Head of School has needed to refocus and reframe to reflect the new reality. How do the head and the board partner together respond to and manage this uncharted territory? The job is now high stress nearly all the time.

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Please contact us today for availability and to book a time slot in your time zone!

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