Leadership Lessons from Mary Ann Seighart’s ‘The Authority Gap’…

I’m looking forward to the annual GSA Head’s conference next week, always a great opportunity to connect with colleagues that I’ve both known for a while and will meet for the very first time, to be inspired and learn together in order to go back into school communities and lead with fresh energy and new ideas.  I’m especially looking forward to the wonderful environment the Cotswold Water Park will provide for us all to rest, re-energise and renew.

Mary Ann Sieghart is a keynote and the insights and leadership lessons she’s provided in her ground-breaking book 'The Authority Gap' are worth considering to empower and inspire us, particularly with girls’ schools in mind. Her book addresses the pervasive issue of gender inequality, shedding light on the challenges women face in gaining authority and respect and I’m looking forward to hearing her speak about what we can do to challenge this, ultimately with the girls we serve in mind.  In considering her ideas and sharing them with our school communities I hope we can create more inclusive and effective leadership in our schools, and inspire future generations of leaders.

Sieghart's research unveils the subtle biases that contribute to the authority gap between men and women. The book serves as a wake-up call to recognise and address these biases within educational institutions. As school leaders, it's imperative we foster an environment that values and uplifts the contributions of everyone, irrespective of gender, or any other protected characteristic.

One of the key takeaways from 'The Authority Gap' is the need to acknowledge and appreciate diverse leadership styles, something I think GSA schools are already extremely good at. Sieghart challenges traditional ideas of leadership, urging us to move beyond stereotypical expectations. GSA headteachers know that adopting a leadership approach that values collaboration, empathy, and emotional intelligence creates a more inclusive and effective educational environment and inspires those we lead and educate to be their best-selves. 

Sieghart highlights the importance of amplifying female voices in decision-making processes, something that is particularly relevant in this context with pupil voice an important part of the educational experience. Encouraging female leaders to speak up, share their ideas, and actively participate in shaping educational policies contributes to a more balanced and holistic approach to leadership, and the GSA Group Coaching and Mentoring programmes have been so successful in equipping leaders with those skills and experiences. 

One solution proposed by Sieghart to bridge the authority gap is the implementation of mentorship and sponsorship programs. As GSA headteachers, being part of the established GSA programmes and creating formalised mentorship structures within our schools provides aspiring female leaders with the guidance and support they need to navigate the challenges of leadership roles.  This is extended in many schools to include pupil mentoring as well.

One crucial aspect of effective leadership, often overlooked, is the importance of work-life balance – hence the inspired setting of the Cotswold Water Park for this conference.  I believe more in work life integration than work life balance and this conference location is a perfect example of how we can integrate renewal into our work and so replenish ourselves. Sieghart emphasizes the need for leaders to model and promote a healthy work-life balance, acknowledging that this benefits everyone both men and women, and has benefits for those we serve. By prioritizing well-being, we can create a culture that fosters productivity, creativity, and employee satisfaction, which ultimately ensures we provide the best possible environment for the girls we seek to inspire and educate.

By understanding and actively working to address the authority gap, we can pave the way for more inclusive, diverse, and effective leadership within our educational institutions. I’m sure this conference will be a catalyst for positive change as we continue to collectively strive to create a future where the authority gap is nothing but a distant memory.

Reflections:

How can we further amplify the female voices on our leadership teams?

What more can be done to ensure all perspectives are valued and heard?

How can we ensure we incorporate an even more inclusive approach to leadership within our organisations?

What mentoring or sponsorship opportunities do you provide?  And take part in to benefit from yourself?

What one thing can you do to further model and promote healthy work-life integration within the organisation?