Building a Strong School Culture

The more time I spend in schools, the clearer it becomes. The biggest weakness in our education system is the lack of trust. Unfortunately for many, we have created a culture where everyone is chasing one hundred per cent, top of the class, perfect marks, perfect outcomes. And the sad thing is, It starts at the very top and rolls all the way down through the system until it lands right in front of the child. You can feel it everywhere. Governments want certainty from the states. The states want results from schools. Principals are pushed to perform and jump through academic hoops and sadly teachers, who joined the profession to make the world a better place, feel the pressure from every direction. And who carries the final weight of all of this? The youngest person in the room. By the time it reaches the child, the pressure is enormous. It steals the joy from learning. It squeezes out curiosity. It makes children feel as if they need to perform instead of explore. And deep down, we all know this is not working. This is what happens when a system stops trusting the people inside it. Instead of trusting teachers to guide learning, it monitors them. Instead of trusting children to grow in their own time, it measures them. It leaves very little space for wonder, creativity or the natural drive to learn. So amongst all the talk of reinvented curriculums and sylibi what we actually want is for our children to thrive and become the citizens our world needs, and in order that to happen clearly something has to change. Not next year. Not after another review. Right now. As a society, we need to bring trust back into our schools. Trust in teachers. Trust in children. Trust in the process of learning itself. When trust rises, pressure falls. And when pressure falls, everything that truly matters begins to flourish. A culture built on growth, purpose and humanity will always outperform a culture built on fear and perfection. That is the shift we need. And it can start today! #education #school #teacher

𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗱𝗼𝗲𝘀 𝗻𝗼𝘁 𝗮𝗽𝗽𝗲𝗮𝗿 𝘄𝗶𝘁𝗵 𝗮 𝗽𝗹𝗮𝗻. 𝗜𝘁 𝗲𝗺𝗲𝗿𝗴𝗲𝘀 𝗮𝘁 𝘁𝗵𝗲 𝗽𝗮𝗰𝗲 𝗼𝗳 𝗼𝘂𝗿 𝗲𝘃𝗲𝗿𝘆𝗱𝗮𝘆 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀. The more I observe teams, the clearer it becomes that culture is shaped across a spectrum of conversation formats: 1️⃣ 𝗧𝗵𝗲 𝗕𝗶𝗴, 𝗦𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲𝗱 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 Townhalls, monthly performance reviews, leadership reviews. These define clarity, ambition, and direction. 2️⃣ 𝗧𝗵𝗲 𝗖𝗼𝗮𝗰𝗵𝗶𝗻𝗴 & 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 1:1s, feedback loops, mentoring moments. These shape mindsets and build capability. 3️⃣ 𝗧𝗵𝗲 “𝗥𝗮𝗶𝘀𝗲-𝘁𝗵𝗲-𝗦𝘁𝗮𝗻𝗱𝗮𝗿𝗱” 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 Calling out lapses, challenging habits, insisting on the right way. These are the conversations where culture actually shifts. 4️⃣ 𝗧𝗵𝗲 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 & 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗶𝗼𝗻 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 Thank-you messages, appreciation rounds, celebrating tough cases. These signal what the organization truly values. 5️⃣ 𝗧𝗵𝗲 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 𝗨𝗻𝗱𝗲𝗿 𝗣𝗿𝗲𝘀𝘀𝘂𝗿𝗲 When emergencies peak and emotions rise. How people speak then reveals the real culture. 6️⃣ 𝗧𝗵𝗲 𝗠𝗶𝗰𝗿𝗼-𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 (𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝘂𝗻𝗱𝗲𝗿𝗿𝗮𝘁𝗲𝗱) The corridor check-ins. The 3-minute post-procedure alignment. The lift-ride assurance. The impromptu “How are we doing?” The late-evening “We’ll fix this tomorrow.” 𝗧𝗵𝗲𝘀𝗲 𝗺𝗶𝗰𝗿𝗼-𝗺𝗼𝗺𝗲𝗻𝘁𝘀 𝗯𝘂𝗶𝗹𝗱 𝘁𝗿𝘂𝘀𝘁, 𝗰𝗵𝗮𝗺𝗽𝗶𝗼𝗻 𝗮𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁, 𝗮𝗻𝗱 𝗰𝗿𝗲𝗮𝘁𝗲 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝗳𝗮𝘀𝘁𝗲𝗿 𝘁𝗵𝗮𝗻 𝗮𝗻𝘆 𝘄𝗼𝗿𝗸𝘀𝗵𝗼𝗽. Because in the end: 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗶𝘀 𝗻𝗼𝘁 𝗱𝗲𝗰𝗹𝗮𝗿𝗲𝗱. 𝗜𝘁 𝗶𝘀 𝗱𝗲𝗳𝗶𝗻𝗲𝗱 𝗯𝘆 𝘁𝗵𝗲 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 𝘄𝗲 𝗵𝗼𝗻𝗼𝘂𝗿, 𝗳𝗼𝗿𝗺𝗮𝗹 𝗼𝗿 𝗳𝗹𝗲𝗲𝘁𝗶𝗻𝗴. #Leadership #OrganizationalCulture #ConversationsThatMatter #LeadWithEmpathy #PeopleAndPerformance #CAREHospitals

Psychological safety – not a concept bandied around much in the 80s when I entered teaching. It entered workplace and organisational discourse in 1999, when Dr. Amy Edmondson, a professor at Harvard Business School, published her foundational research on the topic. This was when I accepted my first principalship. Her research showed that teams with high psychological safety were more likely to engage in learning behaviours, like speaking up with ideas, admitting mistakes, and asking for help, which in turn led to better performance and innovation. Let me clear about what I have come to know and understand since 1999, psychological safety isn’t about comfort, it’s about freedom. The freedom to say, “I’m not sure.” The freedom to raise a concern. The freedom to challenge a decision, without risking reputation or inclusion. In high-performing schools and organisations, psychological safety isn’t a ‘nice to have’. It’s foundational. It’s what gives people permission to take interpersonal risks, without second-guessing whether they’ll be sidelined for doing so. But here’s the misstep I see too often ➡️ Leaders confuse safety with softness. ➡️ Kindness replaces candour. ➡️ Harmony gets prioritised over truth. And when that happens, we create silence, not safety. Real psychological safety is built when people know that robust discussion won’t cost them credibility. 🤔 That disagreement, when offered with respect, won’t be met with defensiveness or quiet punishment. 🤔 That their voice has a place, even when it’s uncomfortable. 🤔 The challenge isn’t “How do I keep the space safe?” The real question is - “Have I built a culture where speaking truth is expected and protected?” We don’t build trust by skirting hard conversations. We build it by showing, consistently, that tough conversations are worth having. That candour is welcome. That honesty will be met with curiosity, not critique. So, a prompt as you reflect this week ❔ Can your people challenge you, without consequence? ❔ Are you mistaking silence for consensus? ❔ Do you model courage, or just ask for it? In leadership, safety and candour aren’t in conflict. They’re interdependent. #LeadershipMatters #PsychologicalSafety #CultureAndCandour #Trust #EducationalLeadership #StrategicLeadership

No amount of hoodies or pizza parties can fix a toxic school environment. What are the non-negotiables of a great school culture? Pizza Fridays, branded hoodies, and ping-pong tables might sound fun—but they're not the true heart of a thriving school. Genuine school culture is built upon: ✅ Zero tolerance for toxicity – fostering an environment where respect and kindness are non-negotiable. ✅ Growth opportunities – creating spaces where staff and students continually learn and advance. ✅ Psychological safety – ensuring everyone feels secure to speak, act, and innovate without fear. ✅ Work-life balance – acknowledging that our best work happens when we are refreshed, balanced, and supported. ✅ Recognition – celebrating contributions, big and small, nurturing a sense of belonging and value. When you nurture the right culture, your team stays, thrives, and gives their very best. If the culture isn’t right? No perk can fix the underlying damage. Principals, what step will you take today to foster an authentic, empowering culture in your school? 🌟

The Invisible Power of a School Principal: What No One Talks About When people think of a school principal, they often picture authority, discipline, schedules, meetings, and announcements. But the real power of a principal is far more subtle and far more impactful. It is invisible. A principal’s influence is not only in policies or circulars. It lives quietly in corridors, classrooms, staff rooms, and even in the minds of students long after they leave school. Here is what no one really talks about. 1. The Emotional Climate of the School Starts at the Top The way a principal listens, responds, and reacts sets the emotional temperature of the entire campus. A calm principal creates calm teachers. An anxious principal unintentionally spreads stress. Leadership emotions are contagious.   2. Teachers Teach Better When They Feel Seen A principal’s quiet “I noticed your effort” can matter more than any formal appraisal. When teachers feel trusted rather than monitored, innovation grows. Morale is built in everyday conversations, not annual reviews.   3. Students Learn Leadership by Watching, Not Listening Students may never sit in a leadership workshop, but they observe leadership daily. How a principal handles conflict, respects support staff, speaks to parents, or admits mistakes silently shapes future citizens.   4. Culture Is Built in Small, Repeated Actions Assemblies, corridor greetings, punctuality, and how feedback is given. These small acts slowly become how things are done here. That is culture. And the principal is its chief architect.   5. The Most Powerful Decisions Are Often Unnoticed Choosing empathy over punishment Backing a teacher during a tough moment Protecting student dignity Standing firm on values when it is inconvenient These moments never make it to newsletters, but they define the school.   6. A Principal Carries Invisible Weight The responsibility of children, parents, teachers, management, and society, often all at once. Balancing expectations while staying human is perhaps the most underrated challenge of school leadership. Great principals do not just manage schools. They shape environments where people grow. And that power, quiet, consistent, invisible, is what truly changes lives. If you are a school leader reading this, your influence is deeper than you realize. And it matters more than you know. #SchoolLeadership #PrincipalLife #EducationalLeadership #SchoolCulture #LeadershipMatters #TeachersOfLinkedIn #EducationWithPurpose #LeadingWithEmpathy #InvisibleImpact #SchoolPrincipals

The NEW Ofsted Framework (24/25): Where “Culture” Sits. In the new framework inspectors focus on conditions for success as much as outcomes. LEADERSHIP & MANAGEMENT is about the culture leaders create—the norms, behaviours, expectations, and daily habits that define the lived reality including:  ✔️ Clear strategic direction ✔️ High expectations ✔️ A climate where teachers can teach and pupils can learn ✔️ Responsible stewardship of workload/wellbeing ✔️ A safeguarding culture These expectations are shown through: 🟢 An inclusive culture with high ambition for all. 🟢 A professional culture where staff feel valued, supported, and grown  🟢 A Leadership culture where leaders model the values they expect 🟢 A safeguarding culture where vigilance is routine, and behaviours match. BEHAVIOUR & ATTITUDES are evaluated through “shared norms that pupils and adults live by every day.” This is about the lived culture policy creates: ✔️ Calm, orderly environments ✔️ Respect, kindness, and positive relationships ✔️ Bullying is not tolerated; concerns are resolved quickly ✔️ High attendance and positive attitudes to learning Culture is embedded when pupils know what is expected, staff are consistent and leaders reinforce the culture daily. QUALITY OF EDUCATION shows how curriculum quality is inseparable from the culture in which it is enacted. The best curriculums still requires a culture of thinking, scholarship, reading, high challenge, and inclusive ambition. ✔️ A challenging, coherent curriculum with high expectations ✔️ A culture of reading and a scholarly climate valued PERSONAL DEVELOPMENT is the very expression of a school’s values culture—the way it forms hearts as well as minds. ✔️ How pupils speak about right/wrong, and how differences are respected ✔️ Whether enrichment is offered equitably alongside a culture of service, generosity, leadership, contribution SO WHY IS THE CULTURE PLAYBOOK THE STARTING POINT? The new framework assumes schools cannot secure strong provision without securing the right culture.  A Playbook is foundation to do this through: 🟢 Shared language: Everyone knows what “high expectations”, or “calm corridors” look, sound or feel like, eliminating inconsistency. 🟢 Shared behaviours become observable actions: “We greet every pupil at the door... practice warm-strict... teach routines” 🟢 Shared accountability: We coach, develop, and hold each other to account without ambiguity or emotion 🟢 Cultural coherence across all sections of the framework: ✔️ Leadership & Management → cultural modelling. ✔️ Behaviour & Attitudes → cultural consistency ✔️ Quality of Education → culture of learning ✔️ Personal Development → values in action ✔️ Safeguarding → culture of vigilance Culture survives leadership changes when written, taught, and protected. A playbook strengthens succession, and enables rapid induction. Culture playbooks are the precondition for meeting expectations through consistency of shared understanding.

Walk into a school reception for five minutes and you’ll learn more about its culture than you will from its website. Before you read a prospectus, look at examination results or admire the facilities, spend a few moments simply observing what happens in reception. Watch how visitors are welcomed. Notice how staff speak to one another and how children walk through the doors. Pay attention to whether people smile because they genuinely want to, not because they feel they should. Culture isn’t created by mission statements displayed on a wall. It’s revealed through the hundreds of small interactions that take place every single day. Does someone stop to help a child who looks unsure? Do staff greet students by name? Does the receptionist make visitors feel genuinely welcome before asking who they are? Does the Principal know what’s happening at the front door? Individually, these moments may seem insignificant. Together, they tell you almost everything you need to know about a school. Academic results matter. Facilities matter. Curriculum matters. But culture is what determines whether children flourish, whether staff enjoy coming to work and whether parents feel they have chosen the right school. As school leaders, we invest a great deal of time in strategic plans, improvement priorities and ambitious targets. Yet culture is built through the conversations we have, the behaviours we model and the standards we refuse to compromise. Every child, every parent and every visitor begins forming an opinion long before they step into a classroom. Sometimes, the most important room in a school isn’t the classroom. It’s the reception. What is the first thing you notice when you walk into a school? #SchoolLeadership #SchoolCulture #EducationLeadership #InternationalEducation #SchoolImprovement #Leadership #Education #GoBeyond

Don’t just hand out the staff handbook—hand out clarity, connection, and culture. Too many schools waste the most powerful days of the year: orientation. If you’re a school leader, those first few days with your staff set the tone for everything that follows. This is what I’ve learned after 20+ years as a school head and now leading the Hive Schools International network: How to Start the Year Strong: 1. Set Expectations Clearly Avoid confusion. Confirm schedules, workloads, calendar dates, report card deadlines, working times, committee roles, and marketing duties (yes, have them sign up for the different events at the start of the year). Clarity builds trust. To be frank, work your ass off to ensure all of the logistics are ready to go for your team. Give them everything they need to plan for the year. 2. Align on a Shared Vision You’ll never hit a target that you aren’t aiming for. Almost as bad is when everyone is aiming at different targets. Ask: • What are we aiming to accomplish this year? • What are our non-negotiables in teaching and relationships? • What is our common enemy—low literacy, student apathy, bullying? 3. Build Belonging—Intentionally Great schools don’t happen by accident. • Everyone wants to feel like they belong - this includes support staff, security guards, cleaners, and even that jerk teacher who annoys you. • Give them time to laugh, connect, and set up. • model vulnerability, connection, and authenticity. • Repost the hugs, the high-fives, the laughter. 4. Build Culture - from Day 1 Orientation and training is crazy busy with so many “must get through things” but in the end, your team will remember how you made them feel during the week. • Meet new staff at the airport and help them settle in. • Feed them well. Start on time. Capture the joy. • Repost the hugs, the high-fives, the laughter. Because in the end, it’s not just about starting school. It’s about starting strong as a team. ⸻ I’d love to hear your ideas and experiences as well: What’s your theme? What’s your vision? What’s your “enemy” this year? What’s a great way to build belonging and culture? #SchoolLeadership #AuthenticLeadership #BackToSchool #EducationLeadership #InternationalSchools HIVE Schools International Canadian Overseas Schools Association The International School of Macao Canadian International School of Phnom Penh (CIS) Lighthouse International School Phuket British Columbia International School of Bangkok 21st Century Learning

The next wave of school improvement won’t be structural (It’ll be cultural) For too long, improvement has meant reorganisation.  → New systems.   → New frameworks.   → New initiatives. But here’s the truth: You can’t restructure your way to a better culture. Because what schools really need isn’t another policy. It’s a shared sense of purpose. The next phase of improvement will be cultural built on trust, belonging, and behaviour that feels consistent, not coerced. Here’s how to lead that shift: 1. Start with stories, not spreadsheets.  → Ask staff and pupils what “a great day here” looks like.  → Data shows patterns, stories reveal meaning. 2. Reconnect routines with purpose.  → Don’t just enforce behaviour systems, explain why they exist.  → When people understand purpose, consistency follows naturally. 3. Model before you mandate.  → Walk the talk. Calm leadership sets the emotional tone.  → People mirror what they experience more than what they’re told. 4. Create psychological safety.  → Give staff permission to question, reflect and innovate..  → Innovation thrives in trust, not tension. 5. Strengthen belonging.  → Prioritise connection over compliance.  → A sense of belonging turns rules into relationships. 6. Make feedback visible.  → Close the loop when staff share ideas or concerns.  → When people see their voice acted upon, they invest more deeply.  7. Celebrate progress over perfection.  → Spotlight small wins and daily consistency.  → Culture grows through what leaders notice and nurture. The most powerful school improvement doesn’t come from structure. It comes from shared humanity. Because when culture strengthens, everything else follows. Follow me for more evidence-informed insights on building calm, inclusive, and future-ready schools.

Culture isn't built with perks. It's built with behavior. Not the ping pong tables. Not the free snacks. Not the team retreats or motivational posters. Culture is what happens when nobody's watching. It's how you respond when someone admits they screwed up. It's whether you listen or interrupt when someone pitches an idea. It's how you treat people when you're stressed. And behind schedule. Three moments that define culture: 👉 Sarah from marketing accidentally sends the wrong email to 1,000 customers. Option A: "How did this happen? We need to prevent this." Option B: "What can we learn? Let's fix it together." 👉 Tom presents an idea in the meeting that doesn't land well. Option A: Move on quickly. Avoid eye contact. Option B: "Tell me more about your thinking here." 👉 You're running late to back-to-back meetings. You pass a teammate in the hallway. Option A: Quick nod. Keep walking. Option B: "Hey, how's your project going?" Small moments. Big impact. 🫵 Here's how to build culture starting today: 1. When someone makes a mistake, ask "What did we learn?" instead of "Why did this happen?" 2. Start meetings by asking one person how they're doing. And actually listen. 3. Say "thank you" for the effort. Not just results. 4. When someone brings you a problem, ask "What do you think we should do?" before giving your solution. 5. Respond to emails within 24 hours. Even if it's just "Got it, will respond by Friday." 6. Walk to someone's desk. Instead of sending another email. 7. When you disagree, say "Help me understand your perspective" first. 8. End meetings 5 minutes early. So people aren't rushing to their next commitment. 9. Share credit publicly. Give feedback privately. 10. When you don't know something, say "I don't know." Instead of pretending. 💡 Remember: None of these costs money. All of them build trust. 🙌 Consistency beats grand gestures every time. ✅ Here is what you can do: - Stop planning culture initiatives. - Start practicing culture behaviors. - Pick one thing from this list. Do it today. Do it tomorrow. Do it until it becomes who you are. ❓ What's the first behavior you'll change? 👇 💚 Like and ♻️ re-share if this resonates Follow Dr. Angela Kerek MBA for more on leadership and culture 🔔 Grab my free workbook to Make it Happen in 2026: https://lnkd.in/d6vYf2qd