How can Christian school leaders maximize their leadership capital to get things done, improving the overall quality of the Christian school? We queried 156,000+ Christian school survey respondent comments on each of David Ulrich’s ten dimensions of leadership capital – five individual and five organizational. Then we organized the results in a clear, non-redundant way. 

(Readers: We are using this same capability to help you determine next steps to improve your Christian school’s educational program based on the results of your Christian School Comprehensive Survey.)

Personal Dimensions of Leadership Capital

Individual Qualities

• Empathy and Humility: Build trust by addressing concerns sincerely and with humility. Create a positive environment where everyone feels valued.

• Strong Communication: Maintain trust through clear, consistent communication, active listening, and effectively sharing the school’s vision.

• Integrity and Fairness: Ensure unbiased leadership, avoid favoritism, and address inappropriate relationships.

• Vision and Decisiveness: Guide the school with clear plans and well-informed decisions.

• Visibility and Engagement: Foster strong connections by being accessible and involved in school activities.

• Competence and Expertise: Ensure high-quality education through effective leadership and qualified teachers.

Strategic Prowess

• Christ-Centered Approach: Integrate faith into all aspects of the school, including curriculum, teaching, and daily life.

• Moral and Character Development: Prioritize teaching Biblical principles and nurturing personal growth.

• Community and Family Focus: Foster close relationships and involve parents to reinforce classroom values.

• Spiritual Growth Opportunities: Provide opportunities for spiritual development and a Christian worldview.

• Consider uniqueness-adding alternatives: Classical Christian, Kingdom Education, Teaching for Transformation. 

Execution Proficiency

• Strategic Planning: Develop clear, long-range plans for curriculum, facilities, and financial stability. Share plans with parents and the church.

• Performance Goals: Establish metrics for key areas to ensure focused growth.

• Financial Management: Create long-term financial stability plans and effective fundraising strategies.

• Effective Communication: Use various channels to foster transparency and trust with parents.

• Curriculum and Teacher Development: Strengthen curriculum, support teacher development, and enhance extracurricular activities.

Interpersonal Skills

• Open Communication: Maintain clear communication across all levels. Listen actively and respond promptly.

• Engagement: Attend classes, school events, and interact with students, faculty, and parents.

• Emotional Intelligence: Show genuine care, be approachable, handle conflicts gracefully, and maintain confidentiality.

• Teamwork: Encourage teamwork and professional growth among staff.

• Christian Mentorship: Lead with a servant’s heart and exemplify Christian values.

Fit Between Leader’s Style and Organization’s Market Promises

• Positive Christian Atmosphere: Foster an authentic Christian environment, maintaining order and professionalism.

• Valuing Relationships: Prioritize effective communication to enhance community outreach.

• Consistency and Accountability: Ensure consistent rule enforcement and support for all students.

• Align Leadership with Goals: Align leadership behaviors with the school’s goals, maintaining open communication and genuine care for students.

Organizational Dimensions of Leadership Capital

Attracting Skilled and Motivated Teachers

• Recruit Well-Qualified Teachers: Hire certified teachers with strong subject mastery. Prioritize those with high assessment standards.

• Improved Hiring Practices: Focus on candidates who embrace the school’s mission. Seek teachers eager to engage with students and families.

• Competitive Compensation: Offer competitive salaries and benefits. Explore corporate sponsorships for parity wages.

Developing Talented Educators

• Comprehensive Onboarding: Provide curriculum guides and onboarding for new teachers.

• Ongoing Professional Development: Ensure regular training opportunities, including inservices focused on learning.

• Leadership Development: Develop energetic leaders for diverse student bodies.

• Mentorship Programs: Implement mentorship programs, particularly focusing on male mentors.

Retaining Quality Staff

• Enhance Work Environment: Make the school an enjoyable workplace, focusing on quality of life. Offer annual bonuses (e.g. Christian).

• Retention Strategies: Develop plans to retain strong faculty with improved salaries and benefits.

• Supportive Work Culture: Foster a supportive environment, encourage creative teaching methods, and provide necessary support.

Ensuring Alignment with School Values

• Emphasize School Values in Hiring: Hire teachers who align with the school’s values.

• Transparent Evaluation: Evaluate teachers based on effectiveness and subject mastery. Address poor performance.

• Fostering a Positive School Culture: Value teachers for creating a nurturing environment. Encourage teamwork and accountability.

Creating a Shared Sense of Purpose, Values, and Norms

• Positive Environment: Foster a positive atmosphere where teachers and staff feel valued.

• Community and Belonging: Cultivate a sense of belonging and camaraderie among staff.

• Camaraderie and Shared Purpose: Promote unity in goals for Christlikeness.

• Communication and Voice: Ensure teachers have a voice at the Board level. Improve communication across administration.

• Unity and Harmony: Address staff dynamics and promote unity.

• Christian Values: Balance spiritual and academic standards.

• Diversity and Acceptance: Increase racial diversity and acceptance of various ethnic perspectives.

• Community Involvement: Enhance parent involvement and promote unity. Organize events and create a family school album.

• Bullying and Behavior: Implement discipline for bullies and promote respect.

• Leadership and Role Models: Improve teacher satisfaction and ensure coaches are good role models.

• Communication Styles: Maintain a friendly and approachable communication style.

The dimensions of leadership capital here come from David Ulrich’s The Leadership Capital Index. The ideas themselves are from survey respondents to GraceWorks’ surveys since 2007, querying each dimension separately.  

This resource can serve as a checklist of what can be, or perhaps, what should be.