Reports selected findings from a national evaluation of a British pilot scheme for mentoring new primary and secondary headteachers. Information was collected by questionnaire from 238 new headteachers, from 303 experienced headteachers who acted as mentors and via 16 detailed case studies of reportedly successful pairs. Deals with the nature and impact of the mentoring process and the characterisitics of successful mentoring. Mentoring was judged to be a success by the overwhelming majority of participants because it offered considerable practical help with pressing problems and brought benefits which were distinct from other forms of headteacher training and support. Discusses major implications for practice, research and policy and concludes that mentoring should be offered as an integral part of national strategy for the management development of headteachers.

Purpose -This article aims to identify the main challenges faced by headteachers after taking up their first headship in the UK. It also compares how these challenges have changed over time. Other purposes include the setting of the initial phase of headship within a whole career model and how heads become socialised into the role. Design/methodology/approach -Based on evidence from empirical studies using longitudinal data over a period of 20 years, the paper reviews the challenges faced by new headteachers in the UK; it also advocates a stage model for studying the principalship. Findings -Many of the main challenges experienced by new headteachers remained the same over a 20-year period; most of the differences were accounted for by changes in government policy over the period. The main difficulties included catering with the legacy of previous incumbents, overcoming established school cultures and communication behaviours, coping with poorly performing staff, and countering a poor public image of the school. Originality/value -The paper uses the main longitudinal data set available on the challenges and difficulties experienced by beginning headteachers in the UK; it also contributes conceptually to the socialization of headteachers and suggests a stage model of headship, relating the beginning phase to a holistic perspective of headteachers' career trajectories.

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This article explores several issues about school leaders, career stages and performance. It draws upon various pieces of research, including the longitudinal study of secondary headteachers which began in the early 1980s at the National Foundation for Educational Research (NFER), to raise some key issues about headteachers' careers, the various stages of headship, and the relationship between length of tenure and school leader performance. The article concludes with some thoughts regarding the future of headship and what needs to be done to ensure that the quality of leadership remains as good as it should be. If leadership at the apex of organisations is as crucial as all the research and inspection evidence suggests, then what needs to be done to ensure a longer ‘shelf life’ for school leaders and is the notion of a limited or fixed-term contract worth revisiting?