Leadership Behaviors
The day-to-day leadership behaviors that most influence whether teachers stay. Open each guide to see what the behavior looks like in practice, a concrete example, and why it strengthens retention — then take the Retention Leadership Pulse to find your highest-leverage moves.
🎓 Why behaviors, not just programs
Dr. Franks' doctoral research, "The Influence of Leadership Behaviors on Teacher Retention," points to leaders' everyday behaviors — trust-building, recognition, voice, and support — as the most direct levers on commitment and staying. The guides below translate those themes into practice. Read the research →
Research themes inform these guides; examples and scenarios are illustrative.
Nine leadership-behavior guides
What it looks like
Following through on commitments, being transparent about decisions and constraints, and admitting what you don't yet know. Trust is built in small, consistent acts of reliability and honesty.
A practical example
A principal promises to revisit the duty schedule after staff concerns, shares the revised draft within two weeks, and explains exactly which suggestions were used and why others weren't yet possible.
Why it aids retention
Teachers stay where they feel they can rely on their leaders. Trust is the foundation other retention behaviors stand on — without it, recognition and voice ring hollow.
What it looks like
Noticing how teachers are doing, asking before assuming, and adjusting expectations during hard seasons. Empathetic leaders treat staff as whole people, not just role-holders.
A practical example
When a teacher returns from family leave, a leader protects their first two weeks from extra committee work and checks in privately about a sustainable re-entry.
Why it aids retention
Feeling genuinely cared for is a powerful reason to stay. Empathy converts a job into a community worth remaining part of.
What it looks like
Specific, timely, growth-oriented feedback that names a concrete strength and one actionable next step — delivered in dialogue, not just on a form.
A practical example
After a walkthrough, a leader notes one effective questioning move by name and co-plans a single adjustment for the next lesson, then follows up to celebrate the change.
Why it aids retention
Meaningful feedback signals investment in a teacher's growth. Teachers who feel they are getting better — and noticed for it — are far more likely to stay.
What it looks like
Protecting planning time, auditing low-value tasks, modeling boundaries, and making it normal to ask for help. Wellbeing is treated as a leadership responsibility, not a personal failing.
A practical example
A leader cancels a recurring meeting that could be an email, returns the time to planning, and names the change publicly as a workload decision.
Why it aids retention
Unsustainable workload is a leading driver of burnout and exit. Protecting wellbeing keeps capable teachers in the profession. Open Wellbeing →
What it looks like
Creating real leadership roles — mentor, team lead, instructional coach — with authority, time, and visibility, and actively sponsoring teachers toward them.
A practical example
A leader invites a strong teacher to design and lead a peer learning walk, gives them release time, and credits them publicly for the resulting improvements.
Why it aids retention
Visible growth pathways keep teachers challenged and invested. Leadership opportunity answers the question "Is there a future for me here?" Open Growth →
What it looks like
Frequent, specific, authentic recognition tied to real impact — not generic praise or once-a-year awards. The best recognition names exactly what was done and why it mattered.
A practical example
A leader sends a short note describing how a teacher's intervention plan moved a struggling reader, and shares the win with the team with the teacher's permission.
Why it aids retention
Feeling valued is among the strongest predictors of staying. Authentic recognition reinforces the behaviors that make a school worth staying in. Open Recognition →
What it looks like
Addressing tension early, listening to all sides, separating people from problems, and resolving issues fairly and transparently rather than letting them fester.
A practical example
When two team members clash over shared materials, a leader brings them together, surfaces the underlying need, and helps them agree on a simple shared protocol.
Why it aids retention
Unresolved conflict erodes the climate and pushes good people out. Skilled, fair conflict management protects the trust and belonging teachers stay for.
What it looks like
Clear, two-way, predictable communication — explaining the "why" behind decisions, inviting questions, and closing the loop on what was heard.
A practical example
A leader sends a brief weekly update that includes one decision, the reasoning behind it, and one question for staff input — then reports back on the responses.
Why it aids retention
Clear communication reduces uncertainty and rumor, both of which drain commitment. Teachers stay where they understand and can shape the direction.
What it looks like
Building a culture where every teacher feels seen, included, and connected — intentional onboarding, inclusive routines, and celebrating the team as a community.
A practical example
A leader pairs each new hire with a buddy, builds a five-minute connection ritual into staff meetings, and ensures quieter voices are invited into shared decisions.
Why it aids retention
Belonging is the felt experience teachers weigh when deciding to stay. People rarely leave a community where they feel they truly belong. Open Voice →
Retention Leadership Pulse
Rate how consistently you demonstrate each behavior. The pulse maps your responses to six retention domains and surfaces your highest-leverage moves. Scale: 1 = Rarely … 5 = Consistently.
🌟 Transformational Leadership
I share an inspiring vision and connect daily work to a larger purpose.
I provide individualized support and intellectual stimulation to teachers.
🛡️ Trust & Psychological Safety
I follow through on commitments and am transparent about decisions.
Teachers feel safe to take risks, disagree, and admit mistakes with me.
🏅 Recognition & Engagement
I recognize teachers' work specifically, authentically, and frequently.
I tie recognition to real impact rather than generic or once-a-year praise.
📈 Professional Growth
Every teacher has a visible growth pathway and access to coaching.
I create and sponsor teacher-leadership opportunities.
🗣️ Teacher Voice
I create real channels for teacher input on decisions that affect their work.
I visibly act on teacher input and close the loop on what I heard.
⚖️ Workload & Wellbeing
I audit and reduce low-value tasks to protect teachers' time.
I model sustainable boundaries and make it normal to ask for help.