By Dr. Tom Miller | Leaders Building Leaders
From 2020 to 2023, schools around the world were hit hard by what became known as The Great Resignation. Talented educators and staff left the profession in droves, and principals everywhere were left scrambling to fill the gaps—not just in staff, but in morale, trust, and momentum.
While some turnover is inevitable, what’s avoidable is being the cause of it.
As a school leader, I’ve been fortunate to lead teams where staff retention hasn’t been a major issue. But I also know that avoiding retention problems isn’t about luck—it’s about intentional leadership.
If you want to keep your best people and build a culture that attracts high performers, here are two strategies I use regularly—and recommend to every school and organizational leader I coach.
"If you don't prepare on the front end, you’ll spend even more time repairing on the back end."
A stay interview is a proactive, one-on-one conversation w...
By Dr. Tom Miller
When school leaders come to me feeling stuck—burned out, frustrated, or unsure why their team isn’t delivering—I often ask one question:
“Where might you be leading from assumption instead of intention?”
It’s a game-changer.
Because here’s the truth: assumptive leadership is everywhere, and it’s silently destroying school culture, team morale, and leadership effectiveness.
It’s when we assume our staff knows what to do—because they were hired, because they have experience, or because we told them once.
We assume:
They’re good at what we’re good at.
They’re motivated by what motivates us.
They see the school the way we see it.
But they don’t.
And when we lead from assumption, the fallout is real: misalignment, miscommunication, unmet expectations, and a culture of frustration.
When I was a principal, I’d spend hours reading articles and curating resources on school leadership and improvemen...
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