From Aspiration to Retirement

The development and sustainability of effective school leadership is more important than ever. While much attention is paid to teacher recruitment and retention, the principalship demands an equal, if not greater, focus.

NAESP has prioritized an approach to strengthening the educator pipeline, believing that true educational transformation exists only with strong, capable leaders at the helm.

Rethinking the Principal Pipeline

Traditionally, the focus on school leadership has been fragmented, emphasizing either hiring or retention. However, this myopic view fails to address the complexities of the principalship and the assistant principalship. Research commissioned by The Wallace Foundation has illuminated the need for an integrated approach that encompasses the entire life cycle of a school leader’s career. This shift challenges us to view the principalship not as a static position but as a dynamic journey from aspiration to retirement.

Integrated Elements of Success

The Wallace-commissioned report, “A Culturally Responsive School Leadership Approach to Developing Equity-Centered Principals,” outlines seven domains of a comprehensive and aligned principal pipeline, including leader standards that inform high-quality principal preparation, selective hiring and placement, and on-the-job support and evaluation.

NAESP has embraced this model, positioning the association as a vital support system throughout a school leader’s entire career trajectory for:

• Aspiring principals. We provide mentorship programs, leadership academies, and networking opportunities to nurture the next generation of school leaders.
• Assistant principals (APs). Through tailored resources and the AP community of practice, NAESP supports the growth and development of APs in their roles, and we offer professional learning to help APs excel should they step into the principalship.
• Early career principals. Our communities of practice offer peer-to-peer support networks to help new leaders navigate the challenges of their first years.
• Mid-career and veteran principals. Through advanced professional development, recognition programs, and executive coaching, we ensure continued growth and innovation.

For school leaders in each of these career stages, we develop valuable, research-backed resources; provide virtual and in-person opportunities to connect and grow; and work hard to lift up your voices.

Diversifying the Profession

Perhaps most critically, NAESP is committed to addressing systemic inequities in school leadership. Through initiatives such as our Principals of Color Network and Latino+ Network communities of practice, we’re working to diversify the principalship, ensuring that school leaders reflect the communities they serve and that students of color are appropriately supported.

As we look to the future, the principalship faces unprecedented challenges. But these challenges present opportunities for innovation and growth. NAESP stands ready to support school leaders at every stage of their journey, equipping them with the tools, knowledge, and networks needed to thrive.

The principal pipeline isn’t just a pathway; it’s a lifeline of educational excellence. And NAESP is committed to keeping it flowing, from the first spark of aspiration to the legacy of retirement. 

L. Earl Franks, Ed.D., CAE, is executive director of the National Association of Elementary School Principals.