Hi!

Another week, another whirlwind. If no one has told you yet—thank you. Thank you for showing up, for leading when it feels impossible, and for making a difference, even when the wins are small, and the challenges feel massive. School leadership is tough, but so are you.

This past week, I had one of those moments where I looked back at an old initiative and thought, ‘How did we ever pull that off?’ Change is hard, especially in schools where initiative fatigue is real. That’s why this week, we’re talking about how to lead change without losing your mind—or your best people. Because let’s be real: getting buy-in is half the battle, and keeping the momentum going is the other half.

And before you dive in, do me a favor—share this with one other educator who could use a little support. Leadership is a lonely road, but it doesn’t have to be.

Let’s build each other up.

🍏 Mike

How to Lead Change Without Losing Your Sanity (or Your Staff)

Ever roll out a new initiative and feel like you just told your staff they have lunch duty for the rest of the year? Leading change in schools is challenging. Teachers have seen it all—the trends, the 'transformational' programs, the ideas that come and go. So, when a new initiative is announced, their first instinct is often skepticism (or, let’s be honest, resistance). And can you blame them?

I’ve been there. I remember implementing educational change when rolling out standards-based grading at my school. The pushback was real. Not because my team didn’t believe in it, but because change is tough. But we pushed through using a few key strategies—ones I’m sharing today so you can lead change in a way that doesn’t make your staff want to run for the exits.

Change Fatigue Is Real—Acknowledge It

Teachers have been through the ringer with new mandates, curriculum shifts, and administrative priorities that seem to shift with the wind. When introducing a change, recognize the exhaustion and make it clear that this isn’t just 'change for change’s sake.'

Pro Tip: Before introducing any change, ask yourself: Will this solve a real problem, or am I just checking a box? If you’re unsure, your staff is too.

Build Buy-In the Right Way

Resistance to change isn’t about being stubborn—it’s about trust. If staff trust that a change is worthwhile (and that you won’t abandon it in six months), they’ll be more likely to get on board. How do you build that trust?

• Be transparent—explain the why behind the change.

• Involve key staff early to create ownership.

• Listen first—don’t roll out a change without taking the pulse of your team.

Pro Tip: Find your early adopters—those teachers who are open to new ideas. They’ll help you create momentum and model buy-in for others.

Implement Change in Phases

Even if a change is great, dropping it all at once is a recipe for failure. Instead, roll it out in manageable phases, setting clear expectations along the way.

• Start small: Pilot the initiative before going all-in.

• Define success: What does 'working' look like?

• Avoid 'initiative dumping': Don’t roll out five big changes at once.

Pro Tip: Day 1 shouldn’t be the first time your staff hears about a change—gradual rollout works best.

Overcome Resistance & Keep Momentum

Even with the best planning, resistance will happen. That’s just human nature. But there’s a difference between normal hesitation and full-blown sabotage. Keep people engaged without forcing compliance by:

• Addressing concerns early.

• Differentiating between skeptics and cynics (and handling both accordingly).

• Celebrating early wins to boost morale.

Pro Tip: If you wait until the end to assess if a change is working, you’ve waited too long. Get feedback early and often.

What’s Next?

Leading change doesn’t have to be painful, and it doesn’t have to fail. Be strategic, transparent, and persistent, and you’ll see change that actually sticks.

On A Recent Episode of The Principal School Podcast…

Some changes are harder than others, and one of the toughest I’ve ever led was shifting to standards-based grading. It wasn’t just a tweak—it was a complete mindset shift. Teachers were hesitant, parents had concerns, and even students weren’t sure what to make of it. But we stayed the course, addressed concerns head-on, and made adjustments along the way. The result? A system that truly reflected student learning.

Want to hear the full story of how we navigated one of the biggest schoolwide changes I’ve ever led? Check out the Grading Gone Wild episode of The Principal School Podcast where I break it all down—what worked, what didn’t, and what I’d do differently.

Listen to Grading Gone Wild and learn how to lead big, bold changes that actually last!