Some school years feel harder than they “should” be. You walk into the building and you can sense it right away. Teachers look tired. Students feel unsettled. Small issues turn into big ones faster than usual. Even families who normally stay calm start asking more questions. In years like this, a school leader can feel pulled in ten directions before the first bell rings. And the pressure is personal. If routines break down, learning suffers. If staff morale drops, everything gets harder. But strong leadership during a tough year isn’t about being the loudest voice or having the perfect plan. It’s about making steady choices that protect your people, keep expectations clear, and help the school move forward one day at a time.
1. They share the weight early
Strong school leaders don’t wait until they feel overwhelmed to ask for help. They share responsibilities early because tough years create nonstop demands. When one person tries to handle discipline, parent concerns, staffing gaps, and instructional support alone, decisions get rushed and follow-through gets messy. Strong leaders build a small leadership team they trust and use it daily, not just for formal meetings. They assign clear roles so teachers know who to go to, and problems don’t sit in one inbox for days. This also helps staff feel supported because they get quicker answers and consistent direction.
Some leaders build this mindset through advanced training. For example, professionals who have pursued online doctorate of education programs often focus on leadership strategies that improve real school systems. These programs include courses that focus on leadership theory and practice, ethical leadership and social justice, leading organizational change, and research methods. When leaders learn how to share leadership the right way, they build stronger teams and a more stable school culture.
2. They choose a few clear priorities
During a tough school year, it’s easy to react to every problem that pops up. Strong leaders pause and decide what matters most right now. They know the school can’t do ten things well at the same time, especially when staff feel stretched thin. Instead, they pick a few priorities that will make the biggest difference day to day. That might mean improving attendance, tightening behavior routines, or protecting learning time in key subjects. The point is focus. When staff hear the same goals repeated clearly, they feel less confused and less stressed. Strong leaders also stop taking on extra projects that don’t match the moment. Saying no becomes a leadership skill, not a weakness.
3. They protect teacher time on purpose
Teacher time disappears quickly in a hard year. Extra coverage, more behavior incidents, more paperwork, and more meetings can take over the week. Strong school leaders treat teacher time like something worth defending. They look closely at what steals time and decide what needs to stop. They cancel meetings that don’t solve a real problem. They shorten updates that could be handled in an email. They organize schedules so teachers don’t get pulled away constantly. They also limit last-minute requests that add stress without improving learning. Protecting time sends a strong message to staff that their work matters. It also helps teachers plan better lessons, respond to students with more patience, and stay in the profession longer.
4. They check morale in real time
Strong leaders don’t guess how staff are feeling. They ask, and they do it regularly. In a tough year, small frustrations build quickly, and people stop speaking up when they think nothing will change. Leaders who stay connected create quick ways to hear what’s going on. That can be a short weekly question, a few informal check-ins during the day, or a rotating schedule of listening meetings with teams. The key is making it safe for people to be honest. Morale doesn’t improve from motivational speeches. It improves when teachers see problems get addressed. Even small fixes help, like improving duty coverage, simplifying a process, or stopping a meeting that wastes time. When leaders respond early, they prevent bigger breakdowns later.
5. They support new teachers more closely
New teachers feel pressure in any year, but a tough school year can push them out quickly. Strong leaders don’t assume a new teacher will “figure it out” with time. They offer steady guidance, especially in the first months. They make expectations clear, like classroom routines, behavior steps, and lesson planning basics. They also check in often enough to catch problems early instead of waiting for a crisis. Support should feel practical, not judgmental. A quick classroom visit followed by one helpful tip can do more than a long evaluation later. Leaders can also pair new teachers with strong teammates who share real resources, not just advice. When new teachers feel supported, they improve faster, and students get a more stable learning experience.
6. They run meetings that solve problems
During challenging years, meetings can drain energy if they turn into long updates or repeated complaints. Strong leaders use meeting time to create clarity and move people forward. They show up with a clear purpose, a short agenda, and a goal that can be reached in the time available. They focus the conversation on what the team can control, not what everyone wishes would change. When staff bring up problems, strong leaders guide the group toward next steps, not blame. They ask simple questions like, “What’s the real barrier?” and “What support would make this easier?” Before the meeting ends, they confirm who is doing what and when. This creates action, reduces confusion, and helps staff feel heard.
Tough school years can make even experienced leaders question their decisions. The strongest leaders don’t panic or pretend everything is fine. They stay steady, focus on what matters most, and protect the people doing the daily work. They share leadership, communicate clearly, and build routines that reduce stress instead of adding to it. They listen to staff early and follow through with real changes. They support new teachers in practical ways and make meetings feel useful again. Most importantly, they keep the school moving forward without overwhelming everyone. You don’t need a perfect year to lead well. You need clear priorities, consistent actions, and the willingness to adjust as you learn. Strong leadership doesn’t remove every challenge, but it makes the work feel possible again.
Pallavi Singal is the Vice President of Content at ztudium, where she leads innovative content strategies and oversees the development of high-impact editorial initiatives. With a strong background in digital media and a passion for storytelling, Pallavi plays a pivotal role in scaling the content operations for ztudium’s platforms, including Businessabc, Citiesabc, and IntelligentHQ, Wisdomia.ai, MStores, and many others. Her expertise spans content creation, SEO, and digital marketing, driving engagement and growth across multiple channels. Pallavi’s work is characterised by a keen insight into emerging trends in business, technologies like AI, blockchain, metaverse and others, and society, making her a trusted voice in the industry.
