Date Published: May 26, 2025
At Satchel, we talk a lot about the kind of culture we want to build. As our team grows, I’ve been reflecting on what really makes a difference in leadership—especially in schools. It’s more than performance reviews or line management check-ins. It’s about creating the kind of culture where mistakes are part of learning, where decisions come from a place of trust, and where leaders model empathy, integrity, and courage.
That reflection took me back to one defining moment early in my teaching career—an experience that shaped not just how I see leadership, but how I strive to lead today.
The Opportunity That Changed Everything
Fresh out of my NQT year at Northumberland Park Community School, I applied for the role of Director of E-learning at Henry Compton School. I didn’t expect to get the job—every other candidate had more experience, and I was easily the youngest in the room. But I had ideas. I had vision. And I had a deep desire to make a difference.
To my surprise, the headteacher at the time, Mr Ramjee, offered me the job. It was a bold move—one made despite resistance from senior staff and even a governor. But he saw something in me and was willing to take a risk. That single act of belief changed the course of my career.
Leading From the Deep End
The challenges hit quickly. ICT results were dire, in the low 20% range. The curriculum was uninspiring—essentially a crash course in Microsoft Office. The school culture around technology was defined by locked doors and a lack of trust in students. It was clear things had to change.
I began with the basics: building trust and setting expectations. I hosted assemblies for every year group, laying out my plans to transform ICT into something exciting and relevant. I introduced contracts for students and parents, launched a repair ticketing system for staff, and set up a student-led help desk. The lunchtime labs were opened—with only two rules: no food or drink, and first-come, first-served.
It was hard work. Line managing staff, rewriting the curriculum, and managing the school’s ICT strategy—all within a year of my NQT—was overwhelming. I was exhausted and, at times, close to quitting.
What Effective Leadership Looks Like
But I didn’t quit. That’s because Mr Ramjee didn’t just offer me the job—he offered me support. His leadership was consistent, human, and strategic. He coached me through the tough days and reminded me that every leader hits their limits at some point.
He gave me space to fail—and to succeed. He helped me reflect and recalibrate. He made expectations clear, and praised me publicly even when others doubted his decision to hire me. He encouraged me to toughen up when needed, but always with empathy.
His approach taught me that great leadership isn’t about control. It’s about scaffolding—setting the structure that enables others to grow. The execution may come from the individual, but it’s the support behind the scenes that ensures they don’t collapse under pressure.
Leadership Lessons for Schools
So what does this mean for school leaders today? At its core, school leadership is about creating the conditions for others to thrive. Here are five strategies I’ve taken from that experience—strategies that I believe can drive meaningful change in any school:
1. Hire for Potential, Not Just Experience
Sometimes the right person on paper isn’t the right person for your school. Look for passion, clarity of purpose, and growth mindset. Take risks when the fit feels right—even if others don’t see it.
2. Coach, Don’t Just Manage
Leadership isn’t about fixing people—it’s about guiding them. Use your experience to coach your team through challenges rather than criticising outcomes. Check-ins should be developmental, not judgmental.
3. Normalise Failure and Risk
Create a culture where making mistakes is part of learning. Encourage experimentation and back your staff when things don’t go to plan. Failure is less frightening when it’s shared and supported.
4. Be Clear and Compassionate
Communicate expectations with absolute clarity, but do so with compassion. Being honest about areas for improvement is far easier to hear when the person delivering it genuinely cares.
5. Build Trust Through Action
Trust is built by what you do, not what you say. Be consistent, stay open, and show your team you have their back—even when things go wrong. It’s what turns compliance into commitment.
Culture Starts with Leadership
Every school talks about culture. But the truth is, school culture isn’t written in a policy—it’s lived through leadership. It’s how your team feels when they walk into the staffroom. It’s how safe they feel to ask for help or admit they’re struggling. It’s the tone you set when someone gets it wrong.
And it’s not just about helping individuals grow. It’s about retention, recruitment, innovation, and ultimately, better outcomes for students. Because when teachers feel safe, supported, and seen, they’re better able to do the same for the pupils in their care.
Looking Ahead
Now, as I lead my own team, I often reflect on those early lessons. I try to pass them on—by giving others the space to lead, by staying approachable, and by reminding them that they won’t always get it right. And that’s OK.
Empathy is still at the heart of it all. It’s the one quality I always look for when hiring. Because without it, we’re not really leading—we’re just managing.
Leadership isn’t a role you arrive at—it’s something you grow into. And that growth is never finished.
Author: Naimish Gohi
