A guide to headship handover

✅ Identify the type of transition:

• Outgoing head’s circumstances (retirement, new job, dismissal, etc.)

• Incoming head’s background (first-time head, internal/external, international move)

• Presence of an interim or acting head

✅ Define the role of the outgoing head in the appointment process:

• Ensure governors have a clear strategic vision for the school

• Decide on the use of a recruitment firm or advisor

• Clarify that the outgoing head provides information but does not select candidates

✅ Plan the transition timeline:

• Consider notice periods (typically 2–3 terms)

• Avoid excessive school visits before the official start date

• Respect the outgoing head’s leadership role until their departure

✅ Schedule key meetings and school visits for newly appointed Head:

• Meet with the Bursar/CFO (discuss accommodation, IT, contracts)

• Meet the Head’s PA

• Meet the Director of Admissions/Marketing

• Informal meeting with the Senior Leadership Team

• Attend key admissions events (e.g., open days, new pupil events)

• Hold an informal social meeting with governors

✅ Avoid attending the following events:

• Speech days and leavers’ events (to maintain focus on the outgoing head)

• Governors’ meetings

• Staff meetings

• Parents’ evenings

✅ Maintain a balance of leadership authority:

• Ensure the outgoing head continues running the school effectively

• Avoid making major strategic decisions that could bind the new head

• Prevent a period of inaction where no key decisions are made

✅ Define the governors' role in decision-making:

• Decide on whether the outgoing head can make significant decisions

• Delay major staffing decisions (e.g., restructuring, key leadership appointments)

• Support the new head in relationship-building before their start date

Family considerations

✅ Support the outgoing head’s family:

• Acknowledge the emotional investment in school accommodation and community

• Ensure appropriate support during relocation and transition

✅ Assist the incoming head’s family:

• Provide relocation support (housing, logistics, school search for children)

• Assist partner with job opportunities or school community integration

• Avoid excessive early demands to reduce stress

✅ Plan stakeholder communication carefully:

• Ensure governors communicate stability and continuity

• Avoid unintended criticism of the outgoing head

• Reassure staff about job security and school direction

• Address parental concerns about change and continuity

• Maintain strong relationships with feeder schools

Retirement

✅ Respect the outgoing head’s legacy:

• Allow space for a proper farewell and celebration

• Avoid rushing the handover process

✅ Set boundaries for post-retirement engagement:

• Encourage the outgoing head to avoid returning too soon

• Ensure all authority is clearly transitioned to the new head

Moving to a second/subsequent Headship

✅ Balance transition responsibilities:

• Establish a positive relationship with both the outgoing and incoming head

• Avoid assumptions about cultural or structural similarities between schools

• Adapt leadership style to the new school’s needs

International headship transitions

✅ Manage logistical challenges:

• Plan for accreditation, visas, and legal requirements

• Conduct virtual meetings for handover with key staff

• Compress school visits into strategic, high-impact meetings

Difficult transitions (Mutual Agreement, Dismissal, or Tragedy)

✅ Mutual agreement departures:

• Navigate board dynamics carefully

• Avoid being drawn into past leadership conflicts

✅ Dismissals (including gross misconduct):

• Follow a clear communication strategy

• Maintain professional neutrality in public statements

• Understand increased board involvement in decision-making

✅ Tragic circumstances (e.g., illness, death):

• Prioritize community well-being (counselling, communication)

• Be visible and present for students, staff, and parents

• Establish strong governance support

Acting headships typically involve a Deputy Head or Vice Principal stepping up to lead the school for a temporary period, usually ranging from a term to a year. This transition presents unique challenges for both the acting head and the incoming permanent head.

To ensure a smooth transition, governors must clearly define the acting head’s remit and expectations. Ideally, these should be documented and agreed upon in advance with both the board and the incoming head.

Advice for Acting Heads

Mindset

• Accept the temporary nature of the role, even if you had applied for the permanent position.

• Recognize the board’s confidence in your leadership.

• Focus on maintaining stability while preparing for the new head’s arrival.

• Set clear objectives with the chair of governors and the SLT to measure success.

During the acting period

• Maintain regular contact with the chair of governors and seek guidance as needed.

• Acknowledge the dual responsibility of leading the school while fulfilling previous duties.

• Document your learning experience for potential future headship opportunities.

After the transition

• Step back into your former role with professionalism.

• Identify development areas and seek support for career growth.

• Avoid making impulsive career decisions—wait for the right headship opportunity.

Advice for heads taking over from an Acting Head

• Establish a joint project (e.g., reviewing school values) to foster collaboration.

• Assign specific responsibilities to the acting head post-transition for a smoother adjustment.

• Support the acting head’s career development if they aspire to future headship.