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Share In a quest to redefine the role of managers and foster a supportive environment, Ted Wragg Multi-Academy Trust is spearheading a transformative approach to management.
We spoke with Tamsin Frances, Executive Director of People, Strategy & IT at Ted Wragg Trust, to learn more about their work. In this spotlight, we delve into three ideas that can benefit the leadership strategy in your school or trust.
This spotlight will focus on:
- Advice on how to build a comprehensive management strategy
- Redefining the key role of managers through a “How can I help?” culture
- Resources that managers can use to manage workload
Before we review the leadership strategy at Ted Wragg Trust, let’s first reflect on why this matters.
Why does great leadership matter?
The Edurio national data set shows that feeling appreciated by their leadership is the element of staff experience with the strongest relationship with resignation. The less a staff member feels appreciated, the more likely they will consider resigning.
Tamsin eloquently summarised the importance of great leadership in the sector,
“We know the biggest issue in the sector is workload, but if you do not get the management style right, that is when you reach a breaking point: a high workload plus a lack of effective support to get you through that.”
Furthermore, our data show a gap in staff experience between line management and leadership. 68% of staff responded that their line manager takes their professional needs into account always or most of the time. However, only 39% are completely or very confident that the leadership actively work to address their professional needs.
Developing a comprehensive leadership strategy
Ted Wragg Trust is committed to bridging the gap between staff and leadership through a comprehensive leadership development strategy. This includes training managers in core habits, developing individual success plans, and fostering a culture of trust. By aligning leadership with the challenges faced by individual staff members, the trust aims to create a more supportive work environment.
To empower managers, Ted Wragg Trust has identified three core areas for training:
- Building strong relationships,
- Enhancing personal effectiveness,
- Supporting the highest standards.
The organisation is piloting a training program this year and next, with the intention of a phased rollout across the entire organisation over the next two years. These training sessions will equip managers with the skills and habits necessary to create a positive and impactful work environment.
Beyond training, the trust is actively building vulnerability-based trust throughout the organisation. This involves addressing mission and values, celebrating diversity, and recognising achievements. By focusing on creating a fantastic culture, managers are empowered to cultivate a sense of belonging and connection among team members.
Here is how Tamsin explains the work of helping managers create a culture of belonging:
Redefining the appraisal process: How can I help?
A fundamental shift is taking place in the appraisal process at Ted Wragg Trust. Instead of traditional line management meetings, the focus is now on planning for success. Managers are encouraged to ask, “How can I help you be successful in your job?” This approach includes timely feedback, regular meetings, and providing clarity on priorities.
Ted Wragg Trust aims to redefine the manager’s role as a supporter and facilitator rather than merely a directive authority figure. This shift addresses the critical connection between management style and wellbeing, particularly in high-stress situations.
Resources to manage workload
Ted Wragg Trust pays particular attention to equipping managers with the skills to help staff handle workload and navigate unexpected challenges. It is clear that the education sector often grapples with significant workload pressures, a potential catalyst for stress and wellbeing concerns.
To address this, the Trust recognises the importance of explicitly supporting managers in developing skills for workload management. In our conversation, Tamsin emphasised that, despite a considerable emphasis on pedagogy for teachers, there is a need for dedicated training on managing workload effectively for managers.
Below are some tangible resources that Tamsin recommended for managing workload. To access the resources in an editable format, fill out the form and have them in your inbox today:
- Eat That Frog! by Brian Tracy is a practical and impactful guide to managing workload and boosting productivity. The key thesis of the book is that each morning, you should tackle your most challenging task; everything else in your day will seem more manageable.
- Important/urgent matrix. This matrix can be used in meetings to help staff members structure priorities during times of high workload.
- Weekly Round-Up. This resource can be used if staff need a structure for planning their week ahead, and it also serves as a reflection on the week that has passed.