Practices of Highly Effective Leadership Partners.....Principals and APs, this one’s for you!

You know how sometimes the people closest to us can be the easiest to take for granted?

Just like this can happen in marriages and friendships, it can sneak into our most essential work relationships too - especially between school leaders who are meant to rely on each other for shared leadership and support.

Some leadership pairs flourish. They lean on each other, challenge each other, and draw inspiration from their shared mission. Others, even with the best intentions, find themselves falling into resentment, distance, or power struggles.

I’m looking at you, principals and assistant principals - but this applies to any leadership duo navigating the day-to-day pressures of school life.

Why does this happen?

The reasons are real:

• Too many pulls on our time

• Thinking, “We’re all good!”

• Prioritizing urgent fires over foundational relationships

But here’s the thing: your leadership partnership is sacred.

It deserves attention, not just for the sake of harmony, but because it has the power to shape the entire school culture.

This partnership should fortify you in your hardest moments and give you space to celebrate small wins that others might never notice.

After coaching and observing dozens of school leadership teams, here’s what the most effective ones have in common:

1. They prioritize each other.

The strongest leadership teams treat their relationship with intention. They meet regularly, no matter what. Even when the radio is calling. Even when the to-do list is overwhelming. They show up. Because they know their connection is the foundation for everything else.

Try this: Block one hour every week to meet together.  Even if you see each other all the time.  Use the time to align on vision, share challenges, and reconnect as co-leaders.

2. They plan for conflict.

Stressful seasons can trigger defensiveness, reactivity, or withdrawal. The best leadership partners normalize this - and plan ahead for it. They’ve talked about what to do when tensions run high and what repair looks like when things get tough.

Try this: Ask each other: “When I’m having a hard day, what helps?” “What should we do if we hit a disagreement we can’t resolve right away?”

3. They value reciprocal strengths.

They know they don’t have to be good at the same things. Instead of competing, they complement. They highlight each other’s gifts and don’t let ego or perfectionism get in the way of shared success.

Try this: Next time you have to delegate a task between the two of you, share how you see this task either aligning with your strengths or theirs.

These small, intentional practices can change everything. 

A healthy leadership partnership is one of the greatest protectors against burnout - and one of the strongest signals to your staff that collaboration is more than a buzzword. It’s real. It’s modeled. It matters.

If you’re looking for more tools to strengthen your leadership (including navigating tough conversations with clarity and care), grab your free copy of The Ultimate Guide to Managing Challenging People on Your Team.

Here’s to showing up for your people -and each other - with more wisdom, clarity, and connection.

With care, 

Maggie