In the competitive world of senior education roles, experiencing unsuccessful applications or facing job loss is a reality that unfortunately, many educational leaders must confront. As the Managing Director of an Australian educational consultancy, with many years of experience in placing principals and senior leaders across Australia, I've observed numerous ways candidates respond to feedback or as part of a performance management process. Facing rejection is a difficult process, however, unfortunately, not all responses are constructive. In this article, I'd like to share some insights on how to cope with such situations gracefully, preserving professional integrity and setting yourself up positively for future opportunities.
I will just say, that with age, comes wisdom. This is an area that I have had to learn to navigate myself!
1. The Unsuccessful Application
When an application is unsuccessful, it's natural to feel disappointed. Applications take time to write, emotional investment and generally a great deal of research. However, it's crucial to manage this disappointment professionally. Some candidates, in their frustration, can blame the recruiter involved, or even the school for not seeing the value of what they can contribute. They will criticise the process, or the people involved in the interviews. This reaction could not only strain relationships but also leave a lasting negative impression. Remember, the educational leadership community is tight knit; maintaining professionalism and seeking constructive feedback is the way forward. Understanding why you weren't selected can be invaluable for growth and improvement. Demonstrating self-awareness and a willingness to reflect and learn from feedback are key qualities of a senior leader.
2. The Role of Referees
Another common yet misguided reaction is blaming referees for an unsuccessful application. Attacking or blaming referees can damage relationships and tarnish your professional reputation. Remember, your referees are part of your professional network; their support and positive references are crucial for your future career prospects. It's essential to maintain a positive relationship with them, regardless of the outcome. If there has been a tricky relationship in place with your direct report, my experience in the education sector, is that it would be a better strategy to seek clarity from your direct report on what they are comfortable speaking about regarding your abilities and ensure there are a range of referees who can qualify a range of perspectives of your leadership. Try to provide a complimentary group of referees who can speak positively to your leadership attributes and capabilities in a variety of areas. Utilising the AITSL standard for Principals and Leaders is a positive guide for identifying areas of leadership that can be qualified through referees.
3. Ignoring Feedback Opportunities
Not accepting offers of feedback after a process is a missed opportunity for growth. Viewing feedback as a personal attack rather than a developmental tool can hinder your progress. As a senior leader, embracing feedback is a testament to your commitment to personal and professional growth. Hopefully as a leader of teams, you are providing consistent feedback to your own team members and are giving feedback in the manner in which you would like to receive it. This demonstrates resilience and a growth mindset, traits highly valued in leadership roles. Often if a leader is not interested in receiving feedback from an application process, it tells us more about the character of the leader and can highlight some of the negative character traits involving self-opinion or a propensity for hubris.
4. Handling Dismissal or Restructuring of your Leadership Role
If the issues are performance related rather than misconduct, or relating to cultural fit, being dismissed from a role or restructured out of your role, can be a particularly challenging experience. Schools are generally close-knit communities, and many of your professional friends are personal friends, making this a potentially stressful situation. When faced with such situations, it's important to handle them with grace. Speaking ill of your current principal or HR team to the staff or expressing your internal frustrations publicly will only harm your reputation. Such actions may portray lack of emotional intelligence that are red flags for the next employer. It is important to maintain confidentiality and draw up boundaries with your professional friends as to what you will and won’t be able to speak about.
Instead, focus on exiting with dignity. A graceful departure can leave a lasting positive impression, showing that you can handle adversity with composure. Again, confidentiality is a key quality in a leader. Recruiting consultants should respect candidates who demonstrate resilience and professionalism, even in difficult circumstances. Taking time to recalibrate and present yourself as an authentic and reflective leader will significantly enhance your future employability. Building an agreed narrative between yourself and the employer is also a key part of moving forward in the process. Additionally, some employing schools, have an external outboarding service that they provide for leaders who are needing extra support in adjusting to their new circumstances, and can assist in setting up the leader for future success.
Additional Suggestions
In addition to managing your reactions, it's beneficial to engage in self-care, attend to your individual wellbeing, and seek support during challenging times. Networking with peers, seeking mentorship, and focusing on personal development can provide valuable perspectives and support. Remember, every setback is an opportunity to learn and grow. Approach each challenge as a stepping stone towards becoming a more resilient and effective leader.
The Value of Emotional Intelligence
Emotional intelligence (EI) plays a critical role in handling professional setbacks. Leaders with high EI can manage their own emotions and understand the emotions of others, allowing them to navigate difficult conversations and decisions with empathy and tact. Enhancing your EI can help you respond to rejection with a balanced perspective, reducing the likelihood of impulsive, damaging reactions.
Cultivating a Growth Mindset
Adopting a growth mindset can transform how you perceive setbacks. Instead of viewing rejection as a personal failure, see it as an opportunity to develop new skills and insights. This mindset shift not only improves resilience but also enhances your attractiveness to future employers who value leaders capable of continuous learning and adaptation.
Building a Resilient Network
Surrounding yourself with a resilient professional network can provide crucial support during challenging times. Colleagues, mentors, and industry peers can offer guidance, share their own experiences of overcoming setbacks, and provide encouragement. A strong network can also open doors to new opportunities, helping you bounce back more quickly.
In conclusion, navigating negative news in the realm of senior education roles requires grace, professionalism, and a growth mindset. By handling disappointments constructively, maintaining positive relationships, and embracing feedback, you can turn setbacks into opportunities for growth and future success. As an experienced executive search consultant, I've seen the long-term benefits of going with grace, and I encourage all candidates to adopt this approach, so that doors can continue to open!
Wishing all our leaders in education a wonderful end to 2024 and look forward to engaging with more members of ISNZ in 2025.
Written by Fiona Hutton, Managing Director of Hutton Consulting Australia
