Mentoring matters! Through San Diego's mentor program, principals address the practical application of instructional issues with the input of a trusted colleague

Leadership, Jan-Feb, 2002 by Carol Kuhl Barry, Jan Kaneko

How does the mentor program nurture and help sustain principals?

Each month, principals met with district instructional leaders. These meetings included focused presentations from successful principals or strategy workshops by instructional consultants. In addition, each member of the mentee group met monthly with their mentor. These monthly meetings, planned and facilitated by the mentor principal, provided selected principals with strategies to improve their ability to become instructional leaders. Each session was designed to meet the collective needs of the site administrators.

Each of the district's site administrators must complete a work plan that details their vision and goals for the coming year. This plan thoroughly examines and assesses the existing strengths and weaknesses of the staff and outlines a plan of action for the school site.

The mentor principal plays a crucial role in the development of the site administrator's work plan because of her close relationship and constant contact with the school. Principals who have been assigned mentors have the luxury of truly discussing their unique site and individual teachers with someone who thoroughly understands the issues so that a comprehensive plan can be developed.

How does the program develop leaders for schools in the future?

The availability of an on-site mentor has provided me with a unique opportunity to develop my skills as an instructional leader. The relationship sponsored by the district's mentor/mentee program created an environment that demanded that principals "think and act around learning for continuous improvement" (Elmore 2000).

Attracting strong, capable people to school site administration is only the first step in building leadership capacity. Successful organizations change and improve because they involve their leaders in continuous growth opportunities. Administrators must be coached and supported in the same way an effective system supports teacher learning.

RELATED ARTICLE: success stories.

"My individual goal for our work together was to learn to be better at providing feedback to teachers after instructional visits. I have completely changed my method of arranging visits and coaching teachers as a result of our work. After an instructional conference I arranged my classroom visits to focus on the topic we were studying. Teachers know exactly what I expect to see when I visit, and sign up for a visit at a time convenient for them. My feedback sessions have become more immediate and my coaching skills have improved with Jan's guidance."

-- Barbara Shaw, principal, Pacific Beach Elementary School

"Jan has been instrumental in helping the leadership team and me chart the course for staff development throughout this school year. She meets with us on a regular basis, helps us set goals for the coming weeks then returns for updates and assists us in analyzing our process and setting new goals for the following month. She also attends our staff conferences and offers feedback to continue our work."