This paper examines a number of promising principal preparation programs to identify lessons for improving the impact of principals on student perrmance.
A new approach to principal preparation: Innovative programs share their practices and lessons learned. Rainwater Leadership Alliance, 2010.
This study used within-program comparison of follow-up survey responses from two sets of program graduates from a university-based leadership preparation program to determine differences in program features and outcome measures.
Ballenger, J., Alford, B., McCune, S. L., & McCune, E. D. (2010). Obtaining validation from graduates on a restructured principal preparation program. Jsl Vol 19-N5, 19 533.
Over the past 10 years, the Southern Regional Education Board has helped states and public universities across the region evaluate their state policies for preparing school principals who are leaders of instruction. This benchmark report reviews the past decade and looks at 10 learning-centered leadership indicators to gauge how far states have come and how far they need to go in selecting, preparing and supporting leaders of change.
Bottoms, G., Egelson, P., & Bussey, L. H. (2012). Progress over a decade in preparing more effective school principals. Atlanta, GA: Southern Regional Education Board.
This study examined principal preparation programs within the Pennsylvania State System of Higher Education to ascertain whether their programs were structured in a way that would equip principal candidates with the leadership roles deemed essential for 21st century school leadership.
Burks, Karlin. (2014). An Analysis of Principal Preparation Programs at Pennsylvania State Schools. Seton Hall University Dissertations and Theses (ETDs) Paper 1934.
This report consists of two parts: a survey of 67 public school systems district staff serving as principal supervisors and on-site analysis of six districts pre-service training and support systems for new principals.
Corcoran, A., et al. (2013). Rethinking Leadership: The Changing Role of Principal Supervisors. The Wallace Foundation.
Conducted 2 laboratory and 1 field experiment with 24, 24, and 8 undergraduates to investigate the effects of external rewards on intrinsic motivation to perform an activity. In each experiment, Ss performed an activity during 3 different periods, and observations relevant to their motivation were made. External rewards were given to the experimental Ss during the 2nd period only, while the control Ss received no rewards. Results indicate that (a) when money was used as an external reward, intrinsic motivation tended to decrease; whereas (b) when verbal reinforcement and positive feedback were used, intrinsic motivation tended to increase. Discrepant findings in the literature are reconciled using a new theoretical framework which employs a cognitive approach and concentrates on the nature of the external reward.
Deci, E. L. (1971). Effects of externally mediated rewards on intrinsic motivation. Journal of Personality and Social Psychology, 18,105–115.
The purpose of this study was to determine principals' perceptions of how effective mentoring programs and university-based principal preparation programs are in developing the skills necessary to carry out the 13 critical success factors identified by the Southern Regional Education Board (SREB). A review of the literature addressed what it means to be an effective principal and what an effective mentoring program should look like.
Dodson, R. B. (2006). The Effectiveness of Principal Training and Formal Principal Mentoring Programs.
In this report, the Southern Regional Education Board evaluates some 60 internship programs within its states and finds them lacking in a number of ways, including failing to provide real experiences in leadership. It urges policymakers, universities and school districts to create apprenticeships that better prepare aspiring principals for the demands they will face.
Fry, B., Bottoms, G., & O’neill, K. (2005). The principal internship: How can we get it right. Atlanta, GA: Southern Regional Education Board.
This study examines the influence of administrator credential programs, on-the-job experiences, and the standards in the development of urban public school principals.
Fultz, M. Assessing the Relationship Between Administrator Preparation Programs and Job Performance.
This report describes how Denver Public Schools hired personnel to coach and evaluate its principals.
Gill, J., (2013). Make Room for the Principal Supervisors. The Wallace Foundation.
This Article introduces implicit bias-an aspect of the new science of unconscious mental processes that has substantial bearing on discrimination law.
Greenwald, A. G., & Krieger, L. H. (2006). Implicit bias: Scientific foundations. California Law Review, 94(4), 945-967.
This report is a comprehensive and research-based framework outlining the conditions necessary for transformational school leaders to succeed. It offers a framework of conditions that can help districts enable great school leadership.
Ikemoto, G., Taliaferro, L., Fenton, B., Davis, J. (2014)Great Principals at Scale: Creating Districts That Enable All Principals to be Effective. New Leaders
This report provides an overview of NYCLA’s flagship principal preparation program. Intended to help others involved in principal preparation think through important elements of principal preparation, including candidate selection, developing experiential learning opportunities, and funding, staffing and sustaining the program, the guide shares NYCLA’s successes and lessons learned during the 11 years we have delivered the Aspiring Principals Program in New York City, as well as through our work with various state and district partners nationally to adapt the program.
NYC Leadership Academy (2014). Taking Charge of Principal Preparation-A Guide to NYC Leadership Academy's Aspiring Principals Program. Retrieved from http://www.nycleadershipacademy.org/news-and-resources/tools-and-publications/pdfs/app-guide-full-guide.
This paper describes Auburn University's story of developing an innovative field-based master's level principal preparation program. The program’s goal was to align the program's curriculum and internship experiences with state and other accrediting agency standards, current leadership preparation research, and local educational agency (LEA) partner input and support. 0
Reames, E. (2010). Shifting Paradigms: Redesigning a Principal Preparation Program's Curriculum. Journal of Research on Leadership Education, 5, 436-459.
In this report, the Southern Regional Education Board outlines critical actions that states, districts, universities and principals themselves should take as part of a systematic plan to address principal succession. The report makes the case for principal succession planning and describes six steps for succession planning that states and districts can implement to ensure they have the right principals for the job.
Schmidt-Davis, J., & Bottoms, G. (2011). Who's Next? Let's Stop Gambling on School Performance and Plan for Principal Succession. Southern Regional Education Board (SREB).
This study focuses on the experiences of ten novice principals involved in a principal mentoring program in a large urban school district to examine the connections of theory and practice from training received in their administrative preparation program. It sought to understand the impact of receiving support and mentoring in retaining principals. Three themes emerged from the data: (1) the importance of networking with other principals, (2) individualized support with mentors, and (3) continuous development and professional growth. The research presented will contribute to the agenda of retaining quality administrators in the field.
Simieou, F., Decman, J., Grigsby, B., & Schumacher, G. (2010). Lean on me: Peer mentoring for novice principals. International Journal of Educational Leadership Preparation, 5(1), 1-9.
This paper addresses null effects and publication bias, two important issues that are impediments to improving our knowledge of what works and what doesn’t in education. Despite great progress over the past twenty years in establishing empirical evidence for interventions and instructional practices in the field of education, more needs to be accomplished in identifying not only what works, but also what research can inform us about inaccurate evidence that can lead us down a blind alley. This key element in the scientific process has often been over looked in the body of research that is published. Therrien and Cook examine how the contingencies that control publication of research are limiting our knowledge by excluding results of research that suggest practices that don’t produce positive outcomes and conditions under which practices work. The paper highlights the fact that not all negative results are equal. One such instance is when research results are mixed, some revealing positive results and other studies offering negative outcomes. Negative effects in these situations can be of assistance in identifying the boundary conditions as to where and when the practice can be used effectively. Another benefit of null effects research is when popular opinion is such that everyone believes something to be, true-sugar increases hyperactivity, but rigorous research reveals there to be no significant cause and effect relationship.
Therrien, W. J. and Cook, Brian. G. (2018). Introduction to Special Issue: Null Effects and Publication Bias in Learning Disabilities Research. Learning Disabilities Research and Practice. DOI10.1111/ldrp.12163
This report represents the first systematic comparison of student outcomes in schools led by the Aspiring Principals Program (APP) graduates after three years to those in comparable schools led by other new principals.
Weinstein, M., Schwartz, A. E., & Corcoran, S. P. (2009). The New York City Aspiring Principals Program: A School-Level Evaluation. NYU Wagner Research Paper, (2011-07).