The project focused on developing the skills of two aspiring Aboriginal leaders, Penny and Karen, to enhance their prospects for leadership roles in schools, informed by the Australian Professional Standard for Principals. Key successes included increased leadership capacity, effective mentoring, networking opportunities, and positive participant feedback, while challenges involved managing operational logistics. The program aims to sustain itself and broaden its impact through strategic integration into mainstream leadership training and a focus on clear career pathways for aspiring leaders.

1. / ourmobteach
Continuing the journey for education workforce diversity
School leadership development pathways

2. School leadership development pathways
 What the project did
 Successes
 Challenges
 What will continue
 Lessons for others

3. The project
Dr Alitja Rigney Aboriginal
Leadership Scholarships pilot
program

4. What the project did
…. Supported two aspiring Aboriginal
leaders to develop their skills,
knowledge and experience in school
leadership …..

5. Why ……
…. to better position Penny
and Karen for winning
leadership jobs in schools ….

6. Why
…….. to inform future workforce planning
strategies to increase development and
employment outcomes for aspiring and
current Aboriginal leaders.

7. HOW…….. Overview ….Semi-structured
The Australian Professional Standard
for Principals provided the framework
for project activity and reflection

8. HOW…….. Detail …….over 2 years ……
Funding to enable:
Karen and Penny release (0.4 & 0.2 )
Backfill to workplace
principal mentors release (0.1)
targeted professional development – Leadership team
Supported leadership experience -response to feedback

9. Successes
Achieved major goal of building leadership
capacity and confidence - participant
feedback
Principal mentors - a great initiative …very
successful from my perspective … inspired by
their passion

10. Successes
Program features… overall effective
model
Provides a platform for review and
sustainability ……….. light bulb moments!

11. Successes continued
 Mentoring has been a most important aspect of the program,
building a relationship with someone who operates at a high level
has been so valuable.
 Experience … huge benefits in learning about the day to day
business of being a leader … helped me to understand the
complexity of the role.
 Confidence … I applied for the program being hopeful about
leadership, now I know I will get there.

12. Successes continued ….
Three major highlights have been …
 Opportunities to identify professional growth and
development areas relevant to my career path
 Inspired to set new goals, strategies and processes
 Capitalise from excellent networking opportunities.

13. Successes continued ….
The major enabler for this program has been the
opportunity to have the TIME and PLACE for
professional learning conversations and attending
professional learning programs.

14. Challenges - operational
Managing release and backfill for non-
school based participants.

15. What will continue
the program model with a broader
reach ……… for sustainability and
increased effectiveness …… how?…

16. Strategic: Incorporate into mainstream leadership
programs with targeted approach
Operational: via recognised pathways into leadership
including accredited training
System: identify and target aspiring leaders
o Policy: Strengthen the process from development to
winning leadership positions …. MISSING LINK

17. Lessons for others …. and self
 Flexibility within program design - build into
planning
 Promote and communicate early via range of
forums to increase potential uptake
 Link to a career pathway with direct
employment outcomes – the elephant in the
room!