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Successful
Successful principal leadership: principal
Australian case studies leadership
David Gurr and Lawrie Drysdale
The University of Melbourne, Melbourne, Victoria, Australia, and 539
Bill Mulford
The University of Tasmania, Tasmania, Australia

Abstract
Purpose – This paper aims to provide an Australian perspective on successful school leadership.
Design/methodology/approach – The paper focuses on case studies in two Australian states
(Tasmania and Victoria). Case studies for each state were developed independently and are reported
separately.
Findings – The findings show a remarkable degree of commonality demonstrating that the core
aspects of successful school leadership can be identified in ways that can help explain the complexity
of principal leadership that leads to improved student outcomes.
Originality/value – Highlights the importance and contribution of the principal to the quality of
education.
Keywords Education, Australia, Leaders, Leadership, Schools
Paper type Research paper

Introduction
As part of the International Successful School Principalship Project (ISSPP) we
conducted multiple-perspective cases studies in five schools in Tasmania (Mulford and
Johns, 2004) and nine schools in Victoria (Gurr et al., 2003). The focus was on the
leadership of principals that were acknowledged by their peers as being successful,
and who led schools that could demonstrate success through improved student
learning outcomes and through positive school review reports. Findings from these
case studies have been reported previously (Mulford and Johns (2004) for the
Tasmanian case studies and Gurr et al. (2003) for three of the Victorian case studies). In
the next section we provide contextual information on Australian school education
before discussing the methodology and findings.

The Australian context

Australia has a Commonwealth Government that oversees six state and two territory
governments. Education in Australia is a complex interplay between these different
levels of government, and between government and non-government schools.
Approximately, two-thirds of schools in Australia are government schools and
one-third non-government or independent schools. The responsibility for the provision
of government schooling constitutionally rests with the state and territory Journal of Educational
governments, but increasingly there has been Commonwealth Government influence Administration
Vol. 43 No. 6, 2005
especially in terms of grants to both government and non-government schools. The pp. 539-551
non-government sector is dominated by a system of Catholic schools that serve q Emerald Group Publishing Limited
0957-8234
approximately 20 per cent of all school age children, with the remaining children DOI 10.1108/09578230510625647
JEA attending various independent schools that include a range of religious (e.g. Anglican,
43,6 Coptic Orthodox, Greek Orthodox, Islamic, Jewish, Lutheran and Seventh Day
Adventist) and non-religious schools (e.g. Montessori and Steiner). In recent years, the
proportion of students attending non-government schools has increased.

Tasmania
540 The state of Tasmania in Australia has, after many year of decline, recently returned to
growth – in its economy, tourism and population. The current population stands at
475,000 people. The state has the least culturally diverse but most dispersed (i.e.
outside the capital and other cities) population in Australia.
There are 218 government schools made up of eight year 11 and 12 secondary
colleges (a total of 900 teachers), 31 year 7-10 high schools (1,660 teachers),
26 kindergarten to year 10 district high schools (870 teachers), 141 primary schools
(3,110 teachers), and 12 special schools (148 teachers). There are 70 non-government
schools made up of three secondary colleges, 27 high schools and 40 primary schools.
The most recent major education reform is Learning Together (www.education.tas.
gov.au/learningtogether) which articulates Tasmania’s vision statement and strategic
planning framework for the education, training and information services within the
state. The major strategy for educational change and for achieving many of the
Learning Together goals is the introduction of a new curriculum covering from birth to
year 10. A co-constructed framework for curriculum, learning, teaching and
assessment, called Essential Learnings, represents a combination of broad skills
and competencies as well as critical areas of knowledge and understanding
(www.education.tas.gov.au/ocll/publications).

Victoria
The state of Victoria in Australia has a population of over 4.6 million people, with
approximately 3.2 million people living in the large metropolitan city of Melbourne.
The school education system consists of primary schools from preparatory year to year
six (ages 5-12) and secondary schools from year seven to twelve (ages 12-18).
Most students (approximately three-quarters) complete 13 years of school and attain a
year 12 certificate. The government school system has approximately 1,600 schools,
with 1,232 primary schools and 262 secondary schools serving over 500,000 students.
Since the mid-seventies reform of education in Victoria has been relentless, with a
consistent trend to devolution of authority, responsibility and accountability to the school
level. The most recent major education reform, Blueprint for Government Schools, is aimed
at improving literacy and numeracy, retention rates and successful school completion. The
reform program includes (Department of Education and Training, 2003):
.
enhancing student learning through new curriculum frameworks, improved
assessment and reporting, and improved sharing of best practice in teaching
and learning;
.
developing a new resource allocation model;
.
building leadership capacity through improved principal selection, mentoring
and coaching programs, and leadership development programs for new and
experienced school leaders;
.
creating and supporting a performance and development culture;
 .
supporting teachers through focused professional leave and induction and Successful
mentoring programs; principal
.
school improvement through differential school reviews, and enhanced school leadership
performance data; and
.
enhancing school networks.

Methodology
541
School characteristics
The Tasmanian schools included one government primary school, one government
primary/secondary school and three government secondary schools. The Victorian
schools included two government primary schools, one government secondary school,
one government special school, four Catholic primary schools, and one independent
school covering the primary and secondary years. The average student enrolment at
the schools was 466 with a range from 120 to 1,330. There were eight female and six
male principals (see Appendix).

Selection criteria
Criteria for selection of the case studies were similar in both states. The focus of the
investigation was on the leadership of principals with selection criteria based on the
reputation of the schools, the acknowledged success of the principals by peers, and
evidence of improved student outcomes over time. These outcomes were measured on
the basis of comparative state-wide test and examination results (where available),
through positive school review reports, and other data where available such as: staff and
parent opinion; student participation, engagement and satisfaction; student attendance
retention, suspension; and, student transition from school to work. Schools were also
selected to represent diversity in terms of type, location, size, and socio-economic status.

Data collection
As with the other countries involved in the ISSPP, data were collected at each school using
multiple sources including documents illustrating school achievements and student
attainment, and interviews with a variety of people typically including the principal,
school council chairperson, assistant principal, curriculum coordinator, teachers, parents
and students. The focus of the interviews was the exploration of perceptions of the success
of the school, and particularly the principal’s contribution to the success.

Tasmanian findings
The Tasmanian study identified the following themes:
.
context;
. principal’s values and beliefs;
.
providing individual support and building individual capacity;
.
building school capacity;
.
towards a shared school vision/direction;
.
school outcomes; and
.
evidence based monitoring, evaluation, critical reflection and change/transformation.
JEA Context
43,6 Most themes of successful school principalship were found to be embedded in the
context in which they take place. This context included understandings and
requirements of, and support from, the local and global community and employer. Only
the final theme, related to evaluation, stood both within and outside this context.
Successful principals critically reflected on these expectations and supports choosing
542 whether or not to make them part of the school.

Principal’s values and beliefs

Principals in each of the five schools were characterised by beliefs and values that can be
broadly grouped into three categories: innate goodness and passion demonstrated
through honesty, empathy and commitment; equity (everyone matters) demonstrated
through being open and flexible; and other-centred (all can learn) demonstrated through
dispersed leadership and responsibility. Principals’ values were strongly child-centred,
based on the belief that “all children can learn” (Principal at Pleasant Grove), and that
“all children matter” (Principal at Billabong). The Principal of Billabong continued:
Why should kids have to have such a rough trot simply because they’re on the wrong side of
the tracks here or anywhere? Public education ought to always be about justice and giving
kids a chance.
Principals were described by others as “visionary” or “inspirational”, with creativity
and lateral thinking that inspired the same qualities in others. Although differing in
personality and leadership style all displayed a number of similar characteristics,
including honesty and openness, flexibility, commitment, empathy with others, and a
sense of what the Eastman High Assistant Principal described as “innate goodness”.
Passion was another shared characteristic; with the comment from a senior teacher at
Watersedge High that “you need a passionate person in charge” echoed in each of the
case study schools.

Providing individual support and building individual capacity

Broadly, all leaders demonstrated a balance between the provision of three types of
support: one-off or crisis support, support for individuals as they undergo change
processes, and ongoing support in the form of acknowledging others. The Principal at
Watersedge summed it up when he described how important it is to:
. . . tap into teachers’ skills and be a sounding board, to be the magma plasm for their boil [a term
his grandmother used]. Let them purge, purge what they want to purge out and then utilise their
skills and let them build, build their confidence, build their ego, build their self esteem.
Case study evidence also indicated that individual capacity building is a three-stage
process through which leaders support/encourage others to undertake leadership roles,
encourage staff to accept responsibility for their own professional learning, and foster
and support professional learning for groups (for example, senior staff). These actions
result in staff feeling valued and cared for. The context in which support and capacity
building occurs is important, in that successful leaders match the level and type of
support to staff needs and staffing profile. The following comment from the Principal
of Windmill is typical of other Principal’s comments:
 . . . it’s a matter of getting the best out of your staff and understanding how they tick and Successful
being able to support them and showing the right sort of leadership at the right sort of time,
it’s all that . . . judgment and compassion and understanding of the stresses that staff principal
experience here, and how they need to be supported in different ways and how the leadership
community needs support in different ways.

Building school capacity

School capacity was built through good communication and a carefully managed 543
process of change. Building school capacity involved attention to two key areas: school
culture, and school structure.
School culture. Case study evidence indicated that successful school leaders
promoted a culture of collegiality, collaboration, support and trust, and that this culture
was firmly rooted in their democratic and social justice values and beliefs. This links
directly to a broadening of the outcomes of schooling that were valued by each of the
five case study school communities. These successful leaders also promoted a culture
in which innovation and risk taking were encouraged and supported. The following
comment from the Principal of Windmill High was typical:
I think you get a much more real and lively kind of school if people really are engaged and . . .
can express their views at a staff meeting without any fear that there’s going to be any
repercussions whatsoever, and that debate is welcome as something that’s good.
Principals in each school fostered a learning culture. For example, on her arrival at
Billabong Primary, the Principal focused explicitly on addressing the generally
unfavourable attitudes of parents to education, and on turning around a prevailing
school culture in which “the naughty kids were put in front of a computer” and
teaching was more about containment than education. At other schools, Principals
worked on strengthening the existing learning culture.
School structure. The findings in relation to the influence of leaders on school structure
can be broadly categorised into shared decision making, distributed leadership, and school
wide professional learning. From all case study sites there was evidence that successful
leaders foster shared decision making to motivate and empower others. Their focus is on
distributed leadership, which is facilitated by providing support for distributed leadership
processes and practices, promoting a culture of trust which encourages enthusiasm and a
sense of agency amongst staff, students and parents, and by careful planning to ensure
distributed leadership practices are integral to teaching and learning, and other key areas
of school operation. Successful leaders also facilitate school wide professional learning,
which is central to the change process. The following comment from a staff member at
Pleasant Grove describing how shared decision-making creates a trusting and supportive
environment conducive to change was typical:
. . . how you’re treated creates the culture here in the school, if your leaders are consultative
and they look after you and they listen to you . . . it tends to flow down, it just creates an
ambience in the school of being listened to and being valued.

Towards a shared school vision/direction

Evidence from the case studies indicated that school success derives from the
development of a shared or collective vision for the school. In most schools the vision
comprised four aspects of school direction: focus (individual focus on each child);
environment (safe, caring, positive relationships); expectations (school values regarding
JEA actions/behaviours of students, staff, parents); and, scope (lifelong learning, community
43,6 social capital). The focus of the school vision/direction was reflected in the school
curriculum and in teaching/learning strategies, and was underpinned by a pastoral care
or similar supportive school environment strategy evident within each school. Evidence
from the case studies indicated that each school’s mission and vision was articulated and
reinforced on a regular basis to ensure a cohesive and holistic school focus. The Principal
544 of Pleasant Grove described an approach to developing a shared vision and direction
that is similar to that described by the other Principals:
[It is] a deliberate strategy to talk . . . so that slowly you get a common view evolving. It is not
about me going out there saying this is the direction in which I think we should be going.
. . .it’s about building the structures in the school so that people feel that they can have their
say about where we’re going and to listen to them, and to make sure that it is as much as
possible we and not I. . .

School outcomes
The individual and school capacity building activities described earlier, as well as a
clearly articulated and shared school vision/direction, were linked to a range of
successful outcomes for the school communities. Successful school outcomes that were
valued by the communities can be categorised into three groups: teaching and learning
outcomes, student outcomes, and community social capital outcomes.
Teaching and learning outcomes. Findings in relation to teaching and learning
outcomes illustrate clear links to the Principals’ values and the school vision/mission,
in that successful teaching and learning outcomes derive from a social justice
framework, and focus on student responsibility for their own learning. In addition to
leadership, a range of other factors also influence teaching/learning. Of these, school
context is at the forefront. In schools serving low SES communities, the “very nature
of their constituency” is a powerful force for pedagogical change. The Principal of
Billabong Primary explained:
. . . our kids have low tolerance for didactic teaching, they have to have constructivist
learning. So it’s got to be something that grabs their attention and interest and then the
technicalities of literacy and numeracy can be taught.
Student outcomes. The findings indicated that a broad range of student outcomes were
relevant across all the school contexts: achieving individual potential, student
engagement, self-confidence and self-direction, sense of identity, sense of community
and belonging, and literacy and numeracy outcomes.
Community social capital outcomes. While the findings from each site indicated that
successful school leadership focused on building social capital within the school, in
terms of facilitating collective action based on shared values, norms, and
understandings, there was also evidence to indicate that these outcomes extended
well beyond the school, to include the school community and the broader geographical
community in which the school was located. For example, community-based learning at
Eastman High extends well beyond the immediate local community to include two other
schools and their communities. Eastman High, located in the lowest SES area of the city,
was also successful in winning Australian government funding to implement a one-stop
shop for all young people (12-25 years of age) in the local and surrounding suburbs,
allowing them to access a range of public services including health, welfare, legal
services, and education and training. The project officer employed by the school Successful
explained that although it was beyond the scope of “what a school would normally apply principal
for”, given the school’s ethos as a “community-centred organisation . . . we applied for
that money because no-one else was going to and we knew there was a need here”. leadership

Evidence based monitoring, evaluation, critical reflection and change/transformation

Evidence from the case studies suggests that successful leadership is more than 545
continuing to do the same thing well. In addition to continually reflecting on their own
values and actions, successful leaders facilitate monitoring, reflection and evaluation
through broad-based governance structures, individual and school wide professional
learning, and by utilising external drivers such as Departmental policy. Critical
reflection on the “why”, “how” and “what” of leadership is then used to inform change if
needed. For example, in terms of the process of introducing pedagogical and structural
changes at Windmill High, the Assistant Principal described how the Principal:
led . . . change, it hasn’t been rushed, it’s been a process that’s deliberately set out over a
period of time and I just think the thoroughness of it has impressed me because policies and
changes that we’ve had have actually had some substance to them.

Victorian findings
The Victorian study identified the following themes:
.
the principal’s contribution to success;
.
values and beliefs;
.
personal characteristics;
.
styles of leadership;
.
understanding the context and the situation; and
.
leadership interventions in the areas of teaching and learning, student outcomes,
school capacity building, other factors.
The principal’s contribution to success
An important finding was that each principal made a positive difference to the quality of
education. Positive contributions included: engendering a sense of confidence; providing
a positive direction through their vision and enthusiasm; holding high expectations of
staff and students; focusing on students and families; empowering staff; aligning the
community, staff and school goals; promoting change in teaching and learning; and
building school capacity. All the principals were recognised for their contributions to the
success of their school and were regarded as the “engine rooms” of this success.
The school communities were able to clearly articulate the positive impact of the
principal. For Principal A these included: establishing a “high expectation” culture;
developing a school-wide pedagogy, raising student achievement levels; increasing
enrolments; and, gaining the support of parents and the wider community. Principal A
commented:
Continuous improvement is emphasised – we will continually set goals to improve. It is now
part of the culture of the school. Teachers now come with new goals, because we have
changed our view of students and believe that they have the capacity to learn. We will need to
continually “up the bar” [aim higher]. It also comes with a philosophy that kids are giant
sponges and a school can continually improve the way it delivers its curriculum.
JEA For Principal B these included: establishing of the first “Fully Service” school for
43,6 special students in Australia; developing the school’s reputation as being one of
Australia’s leading special schools; and gaining sponsorship that resulted in extensive
new resources and facilities. Principal B described her vision and success:
I embarked on a plan to protect the rights of students to have a quality specialist education. First
by ensuring the school’s viability as an educational option in the eyes of policy makers and then
546 by harnessing support from the corporate world both financially and philosophically. Eight
years later we now have an enrolment of 105 students and 50 staff, as well as a new school.

Values and beliefs

Each principal in the study was able to articulate a set of educational values and beliefs
that guided their vision and actions. A strong personal philosophy of education was
evident. Values were both local and universal, with Gospel values strongly evident in
the Catholic schools. The principals clearly wanted the best for their school, and held
strong beliefs about the importance of a sound education for all children. Common
values and beliefs across the principals included:
.
every child is important;
.
every child can succeed;
.
every child has unrealised potential;
.
all members of the school community need to be supported;
.
schools should focus on what was in the best interests of the children; and
. principals can and should make a difference.

Personal characteristics and qualities

All the principals were recognised for their distinctive personal characteristics and
qualities. Common traits identified included being passionate, enthusiastic and highly
motivated towards helping children achieve their best. They were described as being
persistent, determined and assertive. The researchers found them to be excellent
communicators who had excellent interpersonal and communication skills. They were
achievement oriented, not only personally, but also for the whole school community.
High standards and expectations were set for themselves and the community. None
were content with the status quo as they continually “raised the bar”, seeing “barriers”
as “challenges” rather impediments. Most importantly, these principals were able to
build trust based on the integrity, care and respect they demonstrated.

Leadership style
The majority of the principals were seen as “strong” leaders. They used a combination of
influence and support strategies to achieve school goals. These could be both top-down and
bottom-up. The principals were characteristically “hands-on”, and acted as role models.
Their leadership style was inclusive in the way they were able to bring people along. They
cleared a pathway for people to be involved and achieve by removing blockages and
providing a clear vision serviced by adequate resources. Staff felt empowered within a
structured yet supportive environment. They established good relationships with a range
of stakeholders that allowed them to develop strong support networks and alliances. The
principals were excellent at remaining focused on enhancing the quality of education for
students and families. For example, a teacher at school C observed:
 I think she has changed the culture of the school [by] having an understanding of what a Successful
school is meant to achieve, and having high expectations of students and staff. Also having
lots of compassion for students and staff so that when there are problems they are dealt with principal
very professionally. . . Her leadership, her openness to listen, her sense of humour I think leadership
contributes a lot. You can be frank with her.

Understanding the context 547

The school and community context in which all principals operated was clearly
understood. The principals were able to successfully analyse situations and contexts,
and plan and act accordingly. For example, Principal E understood that the school was
coasting and not in accord with the high community expectations:
I sought to change the culture by setting high expectations and encouraging academic
rigour. . . I set about recruitment of new staff as a priority and attempted to create a culture of
continuous learning through professional learning teams.
Principal C found that the community was less than supportive of the school as
evidenced by poor attendance, late arrival at school and general tardiness. She quickly
acted to raise expectations, clarify appropriate behaviour and encourage adoption of
new school rules. When Principal C began at the school she noted:
In the first couple of years I had to forget about curriculum. I mean literally I had to get kids
sitting in classrooms. . . I would look out into the yard at 25 past nine in the morning and there
were kids wandering around outside thinking about whether they would go to the library or
whether perhaps they might go to their classroom. I was just appalled.

Interventions
The principals acted purposefully and strategically. They engaged in a series of
interventions that reflected the contexts and the needs of their schools. These
interventions were sometimes focussed on specific areas, while others had a
whole-school focus. We have categorised the interventions as: student outcomes;
teaching and learning; school capacity building; and, other influences.
Student outcomes. All principals were concerned to improve student learning
outcomes in traditional areas such as literacy and numeracy. They did this by setting
specific goals and continuously raising standards and expectations. For example,
whilst school A is located in a low socio-economic area, the principal set an expectation
that every child would achieve above the state average in literacy. Others principals
focused on achieving other educational and social outcomes. For example, Principal D
developed a values education policy program that targeted social competencies as a
school priority and which was built into the curriculum at every year level.
Teaching and learning. This intervention often targeted classroom teaching
practices and school curriculum. Principal A noted that he was the “curriculum leader”
and purposefully aligned teachers to a particular teaching pedagogy. A teacher at
school A described the principal’s success:
Principal A had a reputation as an excellent teacher and this helps in his leadership. He is the
curriculum coordinator of the school – he maintains his interest and knowledge whilst many
principals let this go. He doesn’t see his job as a lot of principals do – it is not only running a
school, but also the kids and the curriculum. He talks to every teacher every day, he is in
classrooms, he is aware of what is going on and speaks about curriculum with passion.
JEA His knowledge of curriculum and how education works has been a key to teachers taking
on-board change so well. He has real credibility because he practices what he preaches.
43,6
Principal E set about getting behind the often closed classroom doors of the secondary
school in order to challenge current teaching practices. Principal C focused on
restructuring the curriculum to maximise time on task.
School capacity. School capacity includes many interventions that can be clustered
548 into the areas of personal, professional, organisational and community capacity. All
principals encouraged individual teacher growth and provided opportunities for
professional development. Principals B and D set about building community support
and acquiring resources and facilities. Principals A, C, D, E and I took steps to make
the school environment psychological and physically safe. A student at school A
described the school environment:
It is definitely a safe school, and I don’t think there are many people who don’t like coming to
school. From my personal experiences I have never felt unsafe or unhappy here. All staff and
students are friendly here.
Other areas of influence. Principals were aware of the many other influences that can
impact on their schools. Many of the principals were actively involved outside their
school to ensure that knowledge and ideas were brought into the school, and to
promote and protect their schools within the wider community. Many principals were
on government or systemic committees in areas such as curriculum, facilities, resource
allocation, or special projects. Most of the principals were influential in professional
and community networks.

Conclusion
In conclusion, the two studies highlight the importance and contribution of the principal to
the quality of education in a school. From an Australian perspective the principal remains
an important and significant figure in determining the success of a school. From the
Australian case studies two leadership models have been developed (Gurr et al., 2003;
Mulford and Johns, 2004). The themes and models from the two studies show a
remarkable similarity. Both studies showed the significant contribution of the principal to
the school’s educational program. The characteristics and qualities of the principal
identified in both studies showed a common and consistent set of personal traits and
behaviours. The importance of the principals’ values and beliefs as a theme is equally
captured in each study, as is their contribution to the areas of capacity building, and
teaching and learning. In forthcoming papers we will be attempting to combine these
models to demonstrate that principals’ values and beliefs, leadership styles, and personal
characteristics all contribute to their ability to influence and succeed in encouraging a
range of powerful interventions that can positively impact on a range of student outcomes.

References
Department of Education and Training (2003), Blueprint for Government Schools, DEandT,
Melbourne.
Gurr, D., Drysdale, L., Di Natale, E., Ford, P., Hardy, R. and Swann, R. (2003), “Successful school
leadership in Victoria: three case studies”, Leading and Managing, Vol. 9 No. 1, pp. 18-37.
Mulford, B. and Johns, S. (2004), “Successful school principalship”, Leading and Managing,
Vol. 10 No. 1, pp. 45-76.
Schools Principal
(Pseudonym) School type School context School size male/female Leadership team (size)

Pleasant 4-16 government district high Rural 520 students Male 7 (principal, two assistant
Grove school Medium Anglo Saxon (little cultural principals, four senior teachers)
wealth diversity)
35 teachers
Watersedge 12-16 government high Metropolitan 490 students Male 9 (principal, two assistant
school High wealth Anglo Saxon, with 6% principals, six senior teachers)
international students (mainly
Asian)
30 teachers
Billabong 4-12 government primary Regional 225 students Female 2 (principal, one senior teacher)
school Low wealth Anglo Saxon, with approx 17%
Indigenous Australian students
Appendix. School characteristics

17 teachers
Eastman 12-16 government high Regional 551 students Male 8 (principal, two assistant
school Low wealth Anglo Saxon, with approx 5% principals, five senior teachers)
Indigenous Australian students
44 teachers
Windmill 12-16 government high Metropolitan 263 students Female 6 (principal, one assistant
school Low wealth Anglo Saxon, with approx 7% principal, four senior teachers)
Indigenous Australian students
21 teachers
School A 5-11 government primary Inner 218 students Male 4 (principal, assistant principal
school suburban Mainly Anglo Saxon. 20% of and two leading teachers)
Low wealth families have a background other
than English
15 teachers
School B 5-18 government special Inner 120 students Female 5 (principal, assistant principal
school suburban Diverse cultural mix although and three leading teachers)
Low to high predominantly Anglo Saxon
wealth background
50 teachers
(continued)
leadership
Successful
principal

Table AI.
549
 43,6
JEA

550

Table AI.
Schools Principal
(Pseudonym) School type School context School size male/female Leadership team (size)

School C 5-11 catholic primary school Outer 146 students Female 5 (principal, deputy principal,
suburban Anglo Saxon. Only 2% from a religious education coordinator,
Low wealth language background other than literacy coordinator, curriculum
English coordinator)
11 teachers
School D 5-11 government primary Outer 580 students Female 5 (principal, assistant principal
school suburban Mainly Anglo Saxon. Less than and three leading teachers)
Medium 5% come from a language
wealth background other than English
52 teachers
School E 12-18 government secondary Suburban 1,000 students Female 13 (principal, 2 assistant
school Medium Mainly Anglo Saxon. Less than principals and 10 leading
wealth 25% from language backgrounds teachers)
other than English
70 teachers
School F 5-11 Catholic primary school Suburban 388 students Female 8 (principal, deputy principal,
Low wealth 73% Italian 8% Asian 7% Arabic coordinators of religious
4% Anglo/Celt 4% Greek 3% education, learning and teaching,
European 1% South American literacy, Mathematics,
20 teachers Information Technology)
School G 5-11 Catholic primary school Suburban 385 students Female 6 (principal, deputy principal,
Medium Diverse cultural mix 51% Anglo coordinators of religious
wealth (35% 3rd generation Italian). 11% education, curriculum,
parents born in Italy, 14% China, Information Technology, student
8% other Asian Countries, and welfare)
small numbers from 22 other
countries
18 teachers
(continued)
Schools Principal
(Pseudonym) School type School context School size male/female Leadership team (size)

School H 5-11 Catholic primary school Suburban 435 students Male 5 (principal, deputy principal,
Medium to Majority English speaking coordinators of religious
high wealth backgrounds. The rest from 20 education, curriculum,
different cultures with Italian information and communication)
being the major one
22 teachers
School I 3-18 independent boys’ Suburban 1,330 students Male 9 (headmaster, deputy
school kinder-year 12 High wealth Mainly Anglo Saxon. 30 full-fee headmaster (school
overseas students management), deputy
128 teachers headmaster (school liaison), head
of junior school, director of
curriculum, director of daily
administration, assistant to HM
(head of computing), assistant to
HM (student leadership), business
manager)
leadership
Successful
principal

Table AI.
551