Click to read FROM US TO YOU: Leadership Matters One Year On

As a leadership team, we recognised the importance of

modelling ourselves as learners to all our staff and also

knowing our strengths and areas of development. We

discussed how when observing lessons or triangulating

evidence for teaching, we also give staff feedback on

strengths and areas for development. We felt that it

was important to do the same for our leadership. We

used LM 360 tool that was available on the

Leadership Matters website to provide us with our

individual strengths and areas for development. We

initially spent some time digesting the report on our

own, giving us time to consider and reflect on our areas

for development. We then agreed to publish our next

steps for all staff to see. We displayed our areas for

development in the staffroom and the then asked any

staff across the school to sign up to mentor us for six

weeks on each of our specific areas for development. 

We met our mentors weekly and they coached us and

gave us feedback. We used the feedback sandwich to

structure the feedback. After six weeks, we completed

LM360 again to see if we had improved our leadership.

We then celebrated and shared this with the school. We

all felt that LM 360 helped us to develop our leadership

and also our credibility as leaders across the school.





Rupinder’s Leadership Matters 3 Top Tips

 1.  We completed the persona survey and used this for performance management for leaders

2. We have a reading group in our leadership team meeting and use articles from the website to discuss and see how this related to us

3.  We have an article of the week in the staffroom and have used articles from the website for this


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