Mentoring Programs for School Leaders


Why Mentoring/Coaching?

39% of new teachers leave before 5 years.
Providing mentors for new teachers is good practice.
Supporting principals and teachers is cost effective.
Increases job satisfaction
Increases job performance
Reduces isolation of school principals
Dear Superintendent:

Teachers are now or will soon be retiring in record numbers, replaced by young, idealistic teachers who want to make a difference. Studies show that over 39% of these new teachers will leave the profession permanently after less than five years. This situation can and must be prevented. Successful mentoring programs are needed to give new teachers the support necessary to develop their skills and become effective professionals.

All too often mentoring programs are an “add-on” for experienced classroom teachers who work either at the same grade level or close by to the new teacher. These classroom teachers, while well meaning, often do not have the observation or communication skills necessary to successfully mentor a new teacher. In addition, for a small stipend, these mentors must conduct their everyday routines, teach their own classes, and meet with their “mentee” often at less than convenient times.

We encourage you to consider a different model. As independent contractors we offer the expertise to meet the needs of multiple new teachers at a cost that cannot be matched by hiring staff to accomplish the task. By hiring an independent contractor you are freed from issues related to paying social security benefits, workman compensation, retirement costs etc. In addition to cost savings, we can provide an unbiased view capitalizing on our combined fifty plus years of experience and training. We are able to provide classroom support to individuals or meet with groups of new teachers to develop supportive learning communities and collaborative skills.

In addition to work with new teachers we offer mentoring for administrators and veteran teachers. Administrators are in a uniquely isolated role with little support. We can offer regular consultation as a “critical friend” to assist a principal to problem solve a challenging situation or to simply be an understanding “sounding board.” Currently there is a limited pool of quality candidates for leadership roles and we can provide you with the means to reasonably support your current leadership personnel. We can also mentor new leaders in your system.

We ask that you also consider the costs of dismissing a low performing teacher or administrator. It can be more cost efficient to assist in professional growth whenever possible rather than seek to release a staff member. Through our mentoring we can provide remediation for these staff members. Not only does it help the morale of staff to know there is assistance available, it also helps your case should you still need to pursue dismissal of that individual.


A quote from a principal I mentored last year.

As a first time principal I've appreciated the support from other administrators - the ability to call another principal for quick advise or a question. However, what was missing was a more in depth relationship with an experienced administrator. Beginning administrators need a confidant, someone who they can talk with freely without being judged. Through mentoring I've come to appreciate the differences in our respective school cultures and learn that each site has its own issues, but there are many common themes that can be identified and discussed with the help of a mentor. Of benefit is having scheduled, uninterrupted time to meet with an experienced colleague to talk about the daily challenges of the principalship. Time to share as well as time for reflection and inquiry; it's not the answers the mentor provides, but the questions asked that help a beginning principal view a situation from many perspectives and assist in decision making and other leadership issues.