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A Pipeline Crisis or a Sustainability Crisis? Local and National Succession Planning for Headteachers in England

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Title: A Pipeline Crisis or a Sustainability Crisis? Local and National Succession Planning for Headteachers in England
Language: English
Authors: Toby Greany (ORCID 0000-0003-3045-7047), Pat Thomson (ORCID 0000-0002-4801-0000), Tom Perry (ORCID 0000-0002-6124-467X), Mike Collins
Source: British Educational Research Journal. 2026 52(3):1898-1918.
Availability: Wiley. Available from: John Wiley & Sons, Inc. 111 River Street, Hoboken, NJ 07030. Tel: 800-835-6770; e-mail: cs-journals@wiley.com; Web site: https://www.wiley.com/en-us
Peer Reviewed: Y
Page Count: 21
Publication Date: 2026
Document Type: Journal Articles
Reports - Research
Descriptors: Foreign Countries, School Administration, Instructional Leadership, Occupational Mobility, Educational Policy, Stakeholders, Administrator Attitudes, Principals, Recruitment, Educational Planning, Faculty Promotion, Administrative Change, Power Structure
Geographic Terms: United Kingdom (England)
DOI: 10.1002/berj.70089
ISSN: 0141-1926
1469-3518
Abstract: Recruiting and retaining school leaders is a challenge in many systems worldwide. Previous research has identified three distinct ways in which succession planning can be conceptualised and approached: a 'pipeline' approach seeks to match supply and demand for the posts that need filling; a 'pool' strategy involves proactively identifying and developing a wider group of potential leaders who can step up when needed; while a 'reservoir' mentality seeks to unlock the leadership potential of all staff. This article explores succession planning for headship in England informed by findings from a larger mixed methods study. We include perspectives from policy makers, employers, headteachers and senior leaders in schools and focus on succession approaches and outcomes in two localities: a coastal area in which most schools are part of Multi-Academy Trusts, and a rural area in which the Local Authority continues to play an important role in recruiting headteachers. This illustrates the variable and inequitable nature of succession planning in England's fragmented system and the lack of capacity to address complex systemic issues, such as increasing the diversity of the leadership pool and addressing headteacher workload and retention challenges. Our findings may not indicate that schools across England face an immediate headteacher recruitment crisis, but they raise important questions about the sustainability of the current model. On this basis, we argue the need for a significant shift in terms of the focus on and approach to succession, characterised by national policy action in concert with a local solutions mindset and approach.
Abstractor: As Provided
Entry Date: 2026
Accession Number: EJ1510135
Database: ERIC
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  Data: A Pipeline Crisis or a Sustainability Crisis? Local and National Succession Planning for Headteachers in England
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  Data: <searchLink fieldCode="AR" term="%22Toby+Greany%22">Toby Greany</searchLink> (ORCID <externalLink term="https://orcid.org/0000-0003-3045-7047">0000-0003-3045-7047</externalLink>)<br /><searchLink fieldCode="AR" term="%22Pat+Thomson%22">Pat Thomson</searchLink> (ORCID <externalLink term="https://orcid.org/0000-0002-4801-0000">0000-0002-4801-0000</externalLink>)<br /><searchLink fieldCode="AR" term="%22Tom+Perry%22">Tom Perry</searchLink> (ORCID <externalLink term="https://orcid.org/0000-0002-6124-467X">0000-0002-6124-467X</externalLink>)<br /><searchLink fieldCode="AR" term="%22Mike+Collins%22">Mike Collins</searchLink>
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  Data: <searchLink fieldCode="SO" term="%22British+Educational+Research+Journal%22"><i>British Educational Research Journal</i></searchLink>. 2026 52(3):1898-1918.
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  Data: Wiley. Available from: John Wiley & Sons, Inc. 111 River Street, Hoboken, NJ 07030. Tel: 800-835-6770; e-mail: cs-journals@wiley.com; Web site: https://www.wiley.com/en-us
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  Data: 21
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  Data: <searchLink fieldCode="DE" term="%22Foreign+Countries%22">Foreign Countries</searchLink><br /><searchLink fieldCode="DE" term="%22School+Administration%22">School Administration</searchLink><br /><searchLink fieldCode="DE" term="%22Instructional+Leadership%22">Instructional Leadership</searchLink><br /><searchLink fieldCode="DE" term="%22Occupational+Mobility%22">Occupational Mobility</searchLink><br /><searchLink fieldCode="DE" term="%22Educational+Policy%22">Educational Policy</searchLink><br /><searchLink fieldCode="DE" term="%22Stakeholders%22">Stakeholders</searchLink><br /><searchLink fieldCode="DE" term="%22Administrator+Attitudes%22">Administrator Attitudes</searchLink><br /><searchLink fieldCode="DE" term="%22Principals%22">Principals</searchLink><br /><searchLink fieldCode="DE" term="%22Recruitment%22">Recruitment</searchLink><br /><searchLink fieldCode="DE" term="%22Educational+Planning%22">Educational Planning</searchLink><br /><searchLink fieldCode="DE" term="%22Faculty+Promotion%22">Faculty Promotion</searchLink><br /><searchLink fieldCode="DE" term="%22Administrative+Change%22">Administrative Change</searchLink><br /><searchLink fieldCode="DE" term="%22Power+Structure%22">Power Structure</searchLink>
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  Data: <searchLink fieldCode="DE" term="%22United+Kingdom+%28England%29%22">United Kingdom (England)</searchLink>
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  Data: 10.1002/berj.70089
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  Data: 0141-1926<br />1469-3518
– Name: Abstract
  Label: Abstract
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  Data: Recruiting and retaining school leaders is a challenge in many systems worldwide. Previous research has identified three distinct ways in which succession planning can be conceptualised and approached: a 'pipeline' approach seeks to match supply and demand for the posts that need filling; a 'pool' strategy involves proactively identifying and developing a wider group of potential leaders who can step up when needed; while a 'reservoir' mentality seeks to unlock the leadership potential of all staff. This article explores succession planning for headship in England informed by findings from a larger mixed methods study. We include perspectives from policy makers, employers, headteachers and senior leaders in schools and focus on succession approaches and outcomes in two localities: a coastal area in which most schools are part of Multi-Academy Trusts, and a rural area in which the Local Authority continues to play an important role in recruiting headteachers. This illustrates the variable and inequitable nature of succession planning in England's fragmented system and the lack of capacity to address complex systemic issues, such as increasing the diversity of the leadership pool and addressing headteacher workload and retention challenges. Our findings may not indicate that schools across England face an immediate headteacher recruitment crisis, but they raise important questions about the sustainability of the current model. On this basis, we argue the need for a significant shift in terms of the focus on and approach to succession, characterised by national policy action in concert with a local solutions mindset and approach.
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        Value: 10.1002/berj.70089
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      – SubjectFull: Foreign Countries
        Type: general
      – SubjectFull: School Administration
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      – SubjectFull: Instructional Leadership
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      – SubjectFull: Administrator Attitudes
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      – SubjectFull: Principals
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      – SubjectFull: Recruitment
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      – SubjectFull: Educational Planning
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      – SubjectFull: Faculty Promotion
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      – SubjectFull: Administrative Change
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      – SubjectFull: Power Structure
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      – SubjectFull: United Kingdom (England)
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      – TitleFull: A Pipeline Crisis or a Sustainability Crisis? Local and National Succession Planning for Headteachers in England
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