Why Some Schools Never Hit the Right Note — And What Leaders Can Do

A personal reflection from The Educator

 “The hall is silent. The conductor raises the baton. Violins shiver, flutes whisper… and then, from beneath the stage, a mysterious drummer begins tapping — sometimes in rhythm, sometimes in chaos.”

The music falters. The audience doesn’t know whether to applaud or panic. The orchestra teeters on the edge of disaster. This is what struggling schools feel like. Teachers work hard, leaders plan, committees meet, but the rhythm is off. Projects bloom like wildflowers, charts cover the walls, yet the music — the real learning, the real alignment with standards — is missing. And still, somehow, we hope for a miracle.

Playing from Memory Instead of Reading the Framework

Some teachers rely on assumptions. Some leaders depend entirely on coordinators. Departments guess their way through the indicators. Some launch impressive-looking projects that don’t connect to the framework at all. It’s like telling musicians, “Don’t worry about the written notes. Just play something nice,” and then being shocked when the reviewers give poor judgement!

Schools rarely fail because people are lazy. They fail because the framework isn’t clearly understood. Only one or two “experts” know the expectations, and shiny initiatives look good but do nothing for actual performance. Improvement becomes decoration instead of reconstruction.

It is the educational version of the drummer under the stage — tapping chaos, confusing the rhythm, and distracting everyone with side noise.

Understanding the Framework: The Real Music

For a school to survive — truly survive — the whole orchestra must understand the framework. Not just the conductor, not just the quality coordinator, not just the top performers. Everyone must know what each indicator actually measures, what real evidence looks like, how daily teaching connects to national expectations, and what their role is in meeting each part of the framework. Teachers must also learn how to self-evaluate honestly before inspectors arrive.

Because no school can meet a framework it does not understand. And no indicator can be achieved through a last-minute project or a big budget rented stage or very expensive instruments.

The Hidden Problem: Are We Using the Right Tools?

Does the tool we use to evaluate teachers truly reflect the national standards? And if it does, does it specify what each judgement looks like at every indicator? Too often, teachers get generic feedback like “give students feedback” or “improve differentiation” and are left alone to figure it out.

Next week, a teacher shows a model answer and says, “Correct your mistakes,” thinking that counts as feedback. Then they fail again, are told to give “precise feedback,” and get confused. Teachers feel overwhelmed and unsupported — not because they are weak, but because the system left them without a map. We also have to be careful here for those few selfish musicians who know exactly the right tone but choose to play only the note which serves their interest. 

Building the Foundation: Teaching Students How to Learn and Collaborate

Before a school can hit the right note, it must train its students to be independent, capable learners. This is the essential foundation for all stages. Teaching students how to depend on themselves — reading instructions carefully, finding difficult words in the textbook or glossary, checking information from charts around the classroom — is the starting point.

Students also need to learn how to support each other: offering help to a struggling classmate, asking for feedback on their answers when working in groups, or posing thoughtful questions about the lesson using “WH” words. They should be guided to play the role of a model student: greeting teachers and peers, thanking and praising one another, and practicing these behaviors consistently.

This is not about extra cost or fancy programs. It’s about daily, intentional actions. Show them, train them, model the behavior, and reinforce it until it becomes a habit and a culture — inside school and beyond. The impact of this foundation is huge. Students who know how to learn, ask, help, and respect others create a classroom rhythm that allows teaching and learning to flourish. Just like an orchestra that listens to itself and each other, a school with skilled, self-reliant learners can play the real music beautifully.

Stop Creating New Projects — Tune the Old Instruments First

We all know the “emergency projects”: committees formed three weeks before inspection, a forest of colorful charts suddenly covering the walls, last-minute workshops, or fancy initiatives that impress visitors but do not change teaching. Even binders of “evidence” generated the night before are just noise.

Schools don’t need more projects. They need clarity, consistency, and collective literacy in the framework. Improvement comes not from hanging decorations, but from understanding what truly matters. And it only works if all staff commit honestly to making students the best they can be, rather than just working to appear busy.

Not All Schools Improve at the Same Pace

Improvement timelines vary dramatically. Some schools rise quickly, some take years, and some remain stuck despite the best efforts. Schools operate in ecosystems full of variables staff cannot control: student profiles, community culture, socioeconomic pressures, parental involvement, attendance patterns, behaviour trends, resources, teacher turnover, or external factors that might disrupt learning.

Even the most dedicated teams may struggle. Certain school categories may fail to meet some indicators simply because national standards require differentiation and inclusion in ways some contexts cannot consistently sustain. This is reality, not an excuse. And yes, miracles happen, but miracles are not strategies — they are exceptions.

The Conductor’s Work: Courage and Strategy

Saving a struggling school requires courage and strategy. Courage to stop pretending, name the real gaps, and silence side-noise. Strategy to align departments, map every indicator, and remove work that doesn’t serve the framework.

This means training teachers deeply, embedding indicators into daily practice rather than last-minute displays, reducing dependency on one coordinator, holding everyone accountable, stopping unnecessary projects, and building rhythm through collaboration, not control.

Can Schools Survive?

Yes — but only when the school stops relying on the “ultimate drummer” types who distract, manipulate, start personal projects, create noise, or build tiny groups under the stage. Real survival begins when the school reads the note, plays to the same rhythm, and uses the national framework not as a threat but as a compass.

A school, like an orchestra, collapses not from noise, but from ignoring the music. Harmony returns when everyone listens, understands, collaborates, and respects the rhythm — especially if every staff member works honestly to improve the students themselves, as we would for our own children.

Questions for Every Educator

I close with the questions that every educator — every school leader — must ask, honestly: Are all schools truly able to meet the national standards? Should improvement speed be expected to be equal across all school contexts? Are we evaluating teachers with tools that genuinely reflect the national framework? Do teachers clearly know what each judgement level looks like? Are we giving them clarity — or confusion? And finally: will the orchestra choose to play the real music at last?

Imagine, though, if all staff worked honestly, not just to tick boxes or look busy, but truly to improve the product — the students. What if every teacher, leader, and coordinator focused on making the students the best they could be, just like we want for our own children? How different would the music sound then?

The Art of Inspiring Educational Leadership: A Personal Perspective

Ever wonder why some schools thrive while others merely survive? The answer often lies in the kind of leadership steering the ship. Great leaders don’t just manage—they inspire, uplift, and ignite a sense of purpose in everyone around them.

In the world of education, leadership isn't just about keeping the wheels turning—it’s about sparking a fire that ignites passion, purpose, and progress in both students and staff. A true educational leader doesn’t just manage the daily grind; they inspire their community to dream bigger, aim higher, and achieve more. From my experience, I’ve crafted a leadership approach that highlights how different strategies can elevate—or unravel—an educational environment.

The Pitfalls of the D+D = D or D Approach

Delegating might seem like the key to unlocking a leader’s potential, but it can quickly turn into a recipe for disaster if you’re not careful. Do you want a default outcome or disaster? The wrong approach can hand you either.

One of the most common mistakes unsuccessful managers make is misunderstanding their role, whether they are a principal, vice principal, senior teacher, or even a school committee team leader. They often adopt what I call the D+D = D or D approach: Deliver + Delegate = Default or Disaster.

This approach might seem efficient at first glance—leaders set strategic goals, deliver tasks to their team, and delegate responsibilities. However, without proper support and follow-up, this method often leads to failure. When tasks are merely delivered and delegated, it can result in a "default" outcome, where progress stalls, or even worse, a "disaster," where tasks are mishandled or overlooked, creating more complex problems down the line.

The root issue with this method is that it ignores the leader’s crucial role in guiding and supporting their team through the process. It creates a disconnect between strategic goals and actual execution, leaving educators feeling unsupported and overwhelmed. This can have a cascading negative effect, ultimately impacting the quality of education that students receive.

Distinctive Results in a Mature Environment

In some rare cases, when the stars align and the team is already at its peak, delegating might not spell disaster. But how often do you walk into a school where everything is already perfect?

The D+D approach may lead to distinctive results in one specific scenario: when it is applied in a school environment where staff members are professionally mature, have achieved a high degree of professional growth, and work in harmony. In such a setting, educators may have the skills, experience, and motivation to carry out delegated tasks effectively without needing extensive guidance. However, this level of professional maturity and cohesion is rare and requires sustained investment in team development.

The T+T+T = T Model: A Recipe for Success

What’s the secret formula for leadership success? It’s all about telling, training, and tracking—creating a roadmap that leads everyone to the top.

In contrast, successful school principals and leaders adopt what I call the T+T+T = T model: Tell + Train + Track = Together to the Top.

1. Tell: Clearly communicate your vision and expectations to your team. It’s essential that everyone understands the strategic goals and their role in achieving them. This creates a shared sense of purpose and direction.

You can’t hit a target if you don’t know what you’re aiming for. So, as a leader, paint a vivid picture of success for your team.

2. Train: Equip your team with the necessary skills and resources. Whether it’s professional development workshops, mentoring sessions, or practical training, investing in your team’s growth is crucial. This step ensures that they have the confidence and competence to tackle their responsibilities effectively.

Imagine giving someone a mission without the tools to complete it. Training bridges the gap between expectation and execution.

3. Track: Monitor progress and provide ongoing support. Regular check-ins, feedback sessions, and collaborative problem-solving keep the team on track and motivated. Tracking isn’t about micromanagement; it’s about being present and responsive to your team’s needs.

Success doesn’t happen by accident. Leaders who track progress can help steer the ship before it veers off course.

When these three elements are combined, they create a cohesive and empowered team that works together toward the top of success. This approach not only fosters a positive and productive work environment but also ensures that strategic goals are met with excellence.

Potential Challenges in the T+T+T = T Model

Even the best recipes can face setbacks. What happens when team members don’t want to shine together?

Despite its strengths, the T+T+T = T approach is not without challenges. Some key members may feel left behind or underrated if they perceive that their contributions are not recognized or valued. The essence of this model is to work together and complement each other, harnessing the power of unity.

But remember: no one light bulb shines brighter by dimming others. A strong team is one where everyone gets a chance to light up the room.

Leaders must navigate these dynamics carefully, ensuring that all team members feel both valued and empowered while also fostering an environment of mutual support and growth. This requires balancing individual recognition with collective achievement, promoting a culture where every member’s contributions are celebrated and everyone is encouraged to contribute their best.

Adding Value, Not Just Showing Value

True leadership isn’t about making yourself look good—it’s about making others feel great.

At the heart of successful leadership is the principle of adding value to others rather than merely showcasing your own value. Too often, leaders fall into the trap of highlighting their own accomplishments and authority. This might impress for a moment, but it rarely inspires lasting loyalty or engagement.

Want to be remembered as a leader? Make your team feel like the real stars of the show.

True leadership is not about proving how valuable you are but about making others feel valuable. When leaders focus on adding value—by providing guidance, resources, and encouragement—they build a foundation of trust and respect. This kind of leadership fosters a culture where everyone is invested in achieving shared goals, leading to a more cohesive and dynamic educational environment.

Accountability as a Lucky Coin

Accountability is a two-sided coin—are you ready to flip it and see what happens?

Accountability in leadership is like a lucky coin with two sides. On one side, a true leader takes responsibility for the decisions they make. This means owning the outcomes—whether positive or negative—of their choices and actions. It’s about standing by your principles, even when things don’t go as planned.

On the other side of the coin, accountability also involves recognizing and valuing the positive impact that individuals bring to the team. It’s not just about holding people accountable for their mistakes, but also about celebrating their successes and the value they add to their peers and students.

Success and responsibility go hand in hand—hold yourself accountable, and your team will follow suit.

Building a Legacy of Success

Want to leave your mark as a leader? Build something that lasts—create a culture of success, collaboration, and mutual respect that will endure long after you’re gone.

Educational leadership is about more than achieving short-term objectives; it’s about building a legacy of success that endures. By avoiding the pitfalls of the D+D approach and embracing the T+T+T model, leaders can create a culture of collaboration, growth, and shared achievement.

In conclusion, effective educational leadership requires more than just delivering tasks and delegating responsibilities. It demands a thoughtful and strategic approach that emphasizes communication, training, and support. By guiding your team through the T+T+T model, focusing on adding value rather than showcasing your own, and embracing accountability as a guiding principle, you can ensure that everyone works together toward a common goal, reaching the pinnacle of success together.

At the end of the day, true leadership isn’t about leading alone—it’s about lifting others up with you.

Messages of Gratitude 

To Ms. Thajba Al-Mansouri, my first principal, whose guidance and leadership inspired me as I took my first steps into the teaching profession, I want to express my heartfelt gratitude on this Teachers' Day. Walking into the classroom for the first time was both exhilarating and daunting, but your calm support and belief in me gave me the confidence I needed to grow.

You showed me, through your leadership, that teaching is about more than just imparting knowledge—it’s about touching lives, creating a sense of belonging, and fostering a deep love for learning. Your wisdom, patience, and dedication were the guiding lights that helped me navigate those early days, and I carry the lessons you taught me in everything I do.

Your influence has shaped my journey as an educator, reminding me to lead with compassion, approach challenges with resilience, and always keep the best interests of my students at heart. I am forever grateful for your mentorship and the strong foundation you helped me build.

On this Teachers’ Day, I celebrate you for being the principal who gave me my start and the inspiration to continue growing as an educator. Thank you for believing in me and for showing me what true leadership looks like. Happy Teachers' Day!

To Ms. Suha Saleh Hamada, former principal of Jidhafs Secondary Girls School (2016–2023) and now Director General of School Affairs, I want to express my deepest gratitude and admiration on this Teachers' Day. Reflecting on your journey, I am reminded of the countless lives you've touched—mine included—with your wisdom, empathy, and quiet strength.

Your leadership wasn’t just about policies and decisions; it was about heart. You were always present, always ready to listen, and always believed in the potential of each individual. I’ve seen firsthand how your support, especially in the hardest moments, had a ripple effect on your team and your students, nurturing both personal and professional growth. It’s this deep care for people, combined with your vision for excellence, that makes you truly exceptional.

In your years at Jidhafs, and now as Director General of School Affairs, your influence goes beyond titles. You've inspired us to lead with compassion, to remain resilient through challenges, and to always hold onto our humanity in the process. Every decision you made was a lesson in grace under pressure, a reminder that leadership is about lifting others up.

On this Teachers' Day, I celebrate the person behind the title—the mentor, the guide, the role model. Your legacy lives on in every one of us who has had the privilege to learn from you. Thank you for the kindness and strength you've shared, and for continuing to inspire me and so many others. Happy Teachers' Day!

"The WhatsApp Group Chronicles: When School Management Went Digital... and Crazy"

 

 

Ah, the modern school: a harmonious blend of technology and tradition. But somewhere along the way, someone decided to throw WhatsApp groups into the mix. What started as an innocent tool for communication soon turned into a wild digital jungle. Teachers, admin, parents—everyone was added to these endless chat threads that ding at all hours like a never-ending bell.

Let’s be honest—WhatsApp groups are like fast food for school communication. Convenient? Yes. Healthy for your sanity? Absolutely not. What began as a tool to “facilitate quick updates” has evolved into a swirling abyss of notifications, over-communication, and, dare I say, chaos.

"Ding, Ding, Ding!"—Your Brain on WhatsApp

First, there’s the sound. The constant ding of a new message. It could be anything: an urgent request for today’s lesson plans, an update on the cafeteria menu, or (my personal favorite) the random meme someone thought was “just too funny not to share.”

And then, of course, there are the "subgroups"—one for lesson planning, one for staff meetings, one for the talent show, one for… why do we have a group for lost-and-found? The messages pile up like ungraded assignments, and by the end of the day, your phone has more unread messages than you’ve got patience. Forget marking exams, you'll need an entire afternoon just to sift through these digital conversations.

Problems Solved? More Like Problems Created!

Sure, WhatsApp was supposed to streamline communication. But it’s become more of a digital black hole where problems breed. Remember the good ol’ days when you’d pop into the staff room to ask a quick question? Now, it’s buried under 45 comments debating the exact color of next week's classroom decorations.

And then there’s the misunderstandings. Oh, the drama that comes from misreading a text! A simple, “Can you help with this project?” sounds like a passive-aggressive jab at your entire work ethic. One emoji sent by mistake, and suddenly, you’re embroiled in a full-on war that could have been avoided with a quick face-to-face chat.

Not to mention the dreaded typing indicator—you know, when you see someone typing for an eternity, and all they send is “K.” Now you're left wondering: are they mad, busy, or just not a fan of full sentences?

Not Everyone Needs to Be in Every Group (Seriously, We Beg You)

Here’s a wild idea: not everyone needs to be in every single group. Do the admin team really need to be in the teachers’ "Field Trip Planning Committee" group? Does the PE teacher need updates on the school play's costume design? Do we really need that secret WhatsApp group just to discuss the other WhatsApp group? Let’s face it: too many people in a group chat is like having too many cooks in the kitchen. Except instead of gourmet meals, we get a recipe for a mental breakdown.

If you weren’t involved in the conversation before, chances are you don’t need to be involved now. Imagine the serenity of having only relevant notifications—like when lunch is ready. Isn’t that the dream?

Time to Sift the Groups—For Our Own Mental Health

It's time for a WhatsApp detox, people. Let’s sift through these groups like we’re Marie Kondo*-ing our digital lives. If a group doesn't spark joy (or at least keep us informed without clogging up our phones), it’s time to let it go. Who knows, reducing those cortisol-inducing notifications might actually prevent that constant feeling like your heart’s about to jump out of your chest every time your phone dings.

Think of it as a school-wide effort to reduce our collective stress levels. Lower cortisol, healthier minds. Fewer “urgent” midnight messages, better sleep. Everyone wins!

Why I Don’t Need a WhatsApp Group to Know Everything (And Neither You if You Dare Not to; )

Here’s the kicker: I’m not even part of a single WhatsApp group at school. And guess what? I still know everything—before it even hits the admin chats! I’m just sitting there, sipping my detox tea, correcting a mountain of student essays, when suddenly... I know about a meeting that hasn’t even been announced yet. How? Let’s just say, every school has its own version of "Wikileaks"—a colleague here, a casual hallway chat there, and of course, the legendary circulars.

It’s like I’ve tapped into the school’s secret network of information, all while staying blissfully out of WhatsApp group chaos. In fact, sometimes I even know about upcoming events before the WhatsApp groups do. It’s like magic, except it’s just school gossip—served with a side of chamomile tea and zero cortisol spikes.

The Power of Hard Copy Signatures: Healing the “I Didn’t See That” Syndrome

Let’s talk about a little gem we’ve all forgotten in the digital age: paper. Yup, that old-school hard copy with ink and actual signatures. Because let’s face it—there’s always that one person who, despite being in every group chat since the dawn of time, somehow manages to avoid responsibility by claiming, “Oh, I didn’t see that message!” or my personal favorite, “Wait, was I involved in this?”

Well, here’s where we borrow a trick from the banks: signatures, people! Ever tried walking out of a bank without signing every single line on a form? Impossible! And that’s exactly the kind of meticulous planning we need in schools. Every plan, every task, every project should come with a sign here line. You sign it, you own it. No more escaping under the cover of “WhatsApp didn’t notify me” or “I thought someone else was doing that.” The denial syndrome? Cured.

Just imagine the joy: staff physically signing off on their responsibilities, knowing full well they can’t hit the mute button on paper. We’d finally be free of the “Was I supposed to help with that?” confusion. It’s a written commitment, and last I checked, paper doesn’t come with a “leave group” option.

Less WhatsApp, More Real Talk (and Real Signatures)

At the end of the day, WhatsApp isn’t the villain here. It’s us. We’ve got to step back and realize that no app can replace real, human interaction. Limit the group chats to actual emergencies. Next time, instead of texting, “Can you help me with this lesson plan?” try walking over to your colleague’s desk. You might be surprised how much faster—and more pleasant—it is to resolve things in person. And hey, don’t forget to get them to sign something while you’re there.

Let’s nourish our school environments with more face-to-face time, more laughter in the staff room, fewer frantic WhatsApp messages, and maybe a few more signed papers. We’ll all feel a little less stressed—and our phones might finally get a break.

After all, no one ever said, “I wish I spent more time on WhatsApp.” But plenty of people have said, “I didn’t see that WhatsApp message!"

* Marie Kondo is a famous Japanese professional organizer and consultant

The Leadership Diet: Nourishing Positive School Culture

Ever feel like being a school leader is a bit like managing your daily diet? Too much drama and your “work-life waistline” starts expanding. Office politics can be like the never-ending buffet of tension—one bite too many, and you’re in a spiral of regret. We’ve all had moments where misunderstandings felt like indulging in too much coffee: jittery, unfocused, and eventually crashing. Once, I walked into a meeting, ready to discuss strategy, and somehow left with a three-page memo on who’s been drinking the Arabic coffee from the administration kitchen!

Leadership can be draining if we’re not careful about what we “consume.” So, I’ve crafted my very own Leadership Diet, a no-nonsense approach to handling misunderstandings and office politics. Trust me, this diet is easier to stick to than giving up sweets during Ramadan!

1. Stay Away from Empty Calories (a.k.a. Gossip)

Gossip is like that leftover maamoul in the staff room: it’s tempting, it’s everywhere, and it feels good in the moment. But indulge too much, and you’ll feel sick to your stomach. I remember one time while I was collecting copies in the admin office, a colleague leaned over and whispered, “Did you hear about our new principal?” I paused and replied, “We have always worked hard and we will keep working; why should we bother ourselves?” It was a lighthearted reminder that our energy is better spent on our work than on unnecessary chatter. Stay away from the gossip buffet, and instead, nourish relationships with positive and constructive conversations.

2. Avoid Overindulging in Opinions

Too many opinions are like too many dishes at a family gathering. Sure, you love hearing everyone’s input, but before you know it, you’re stuffed with conflicting ideas and can’t make a decision. I once attended a school meeting which supposed to seek staff feedback on when to schedule the upcoming parents' meeting, and let me tell you, it turned into a 45-minute “discussion” that involved everyone’s busy schedules, holiday plans, and even the best day to serve tea! I left that meeting more confused than when I started. Take in only what’s helpful and aligns with your goals. Avoid overindulging and prioritize the feedback that helps you move forward.

3. Cut Down on Drama Calories

If office politics were a food, they’d be sweets: sweet but addictive and bad for you in large quantities. I once found myself mediating a heated conflict between two groups of teachers over making coffee in the department. It was like the spark of a small war! On one side, you had the die-hard coffee lovers, insisting on their right to brew a cup whenever the mood struck. On the other side, the coffee haters were passionately arguing that the smell disrupted their concentration during lessons.

Addressing the issue personally, rather than in a meeting, was key; otherwise, the war would have burned us all! I reminded both sides that the staff room is a public space. I explained that coffee could be made during breaks or when others were teaching, and suggested that if coffee was served, those who disliked it could simply open a window for fresh air. It took a bit of humor and compromise, but cutting down on the drama allowed us to focus on what really matters: student success, not caffeine conflicts.

4. Stop the Cycle of Misunderstanding

Miscommunication is like that last-minute dinner of leftovers—rushed and often disappointing. I’ve found that most misunderstandings can spiral from something simple. During a mid-term exam, the CDs we were supposed to use suddenly didn’t work. What started as a debate over who was supposed to check the CDs quickly shifted to “Let’s just use our laptops!”

Some easily panicked staff were watching the person responsible for copying the CDs, adding to the tension in the room. Amid the chaos, I realized I had completely forgotten to photocopy a large A3 paper for a special needs student. It felt like judgment day with all eyes on me. In a panic, I rushed to the student copy service center, paying extra for a large copy while hoping I wouldn’t keep everyone waiting too long.

However, looking at it from a positive angle, we succeeded as a team by focusing on how to overcome the challenge rather than dwelling on the miscommunication. That day taught me the importance of stopping the cycle early. If I had communicated more clearly beforehand, we could have avoided the last-minute scramble. A quick conversation could have saved us from a chaotic exam situation! 

5. Reduce Stress by Collaborating

Leadership burnout is real—like overeating at an iftar feast. I’ve had my fair share of “I’ll just do it myself” moments, only to end up with a to-do list longer than the last faculty meeting.

When we were preparing for a BQA visit, we realized that sharing the load was crucial. Since some of us were teaching two different curricula, we decided to divide ourselves into groups each planning a course as , focusing on all at the same time. This collaboration allowed us to divide tasks effectively. Preparing the feast for the BQA visit was one of our secrets; each family teaching a course prepared a menu, creating a sense of unity among us. Some team members stayed late until 10 PM to photocopy and pack the worksheets, while those with family commitments and little kids went home earlier to prepare lesson plans and do other tasks. By working together, we not only lightened the workload but also built a stronger team spirit—saving us all from the stress of a full stomach and conserving our energy to please the guests for their three-day stay!

6. Nourish Relationships

Healthy relationships are the fiber of your leadership diet—they keep everything running smoothly. Invest time in real conversations. I once spent five minutes just checking in on a colleague during a chaotic week, sending her a quick WhatsApp message and a voice note to cheer her up. That small act nourished a relationship that helped us navigate a much bigger challenge later.

One of the most impactful habits we started as a team was forming prayer circles during hard times. Whether it was personal struggles or professional challenges, we supported each other through the power of prayer. These moments of connection and faith nourished our relationships and created a sense of unity that helped us face whatever came our way. Nourish those connections with trust and mutual respect, and you’ll find your team more productive and unified.

7. Dehydrate Negative Energy

Negativity is like that mystery dish at the family gathering—no one’s quite sure what’s in it, but it smells funny. When I see negativity brewing, I take the oxygen out of the room by focusing on solutions, not complaints. There was a time when the meeting room was buzzing with frustration over a new grading policy. Instead of joining in, I grabbed my chamomile tea, sniffed a drop of eucalyptus oil to relieve the loud discussion headache, and shifted the conversation to how we could adapt and support one another through the transition. Starve the negativity by not feeding into it, and soon enough, it’ll dry up on its own.

8. Avoid Live Conflicts by Intermittent Fasting

Sometimes the best way to handle conflict is to step back and “fast” from the argument. I learned this the hard way when I encountered a senior staff who shouted at me from her office, “I don’t like liars, you hear me!” as I stood about 20 meters away at the admin entrance. The glass windows were shaking, and the doors seemed to tremble with her anger. It was all because she had heard something about me but hadn’t heard my side of the story. Instead of engaging, I chose to fast from that conflict; it wasn’t my battle. Sometimes, the best approach is to let the storm pass rather than jump into the fray.

9. Laugh, Often and Freely

Laughter is the ultimate superfood for the soul. In a job filled with deadlines, difficult decisions, and the occasional chaotic school assembly, laughter helps lighten the load. I once found myself explaining a particularly difficult lesson to an overcrowded class, and the room was eerily silent. Eager for engagement, I called on a student who raised her hand. To my surprise, she asked, “Ms., I have a question: does having dimples ever hurt your cheeks when you laugh?” The room erupted in laughter, and in that moment, the tension lifted. Don’t underestimate the power of a good laugh—sometimes it’s all you need to keep things in perspective.

10. Stay Hydrated with Acts of Kindness

Acts of kindness are the water that hydrates your leadership journey. One of my favorite moments was planning an after-school gathering where we all sat on the floor, sharing a traditional dish of Em'mowash (a mouthwatering dried prawns cooked with rice in fried onions sauce with spices and mung beans best eaten with leafy veggies). Our giggles still echo in my heart, reminding me of the joy and connection we created in that space. Making others happy nourishes not only their spirits but also your own. Remember, kindness hydrates the soul and fosters a positive environment for everyone involved.

At the end of the day, a balanced Leadership Diet means knowing what to consume and what to avoid. Nourish the right things—trust, communication, and positivity—while cutting down on drama, gossip, and stress. And remember, just like with any good diet, it’s okay to indulge every once in a while… as long as you know when to stop!