Six questions that instructional supervisors have been faced with and had to respond to during the COVID-19 crisis include: (a) How do we support teachers in the transition from face-to-face to virtual classes and meetings; (b) How do we focus on addressing the needs of teachers while engaged in remote or online learning; (c) How do we maintain communication, contact, and relationships with teachers; (d) How do we celebrate successes as teachers work with students in the virtual world; (e) How do we assess the quality of the teaching–learning process; and (f) How do we plan for the next steps? Within the scholar–practitioner theoretical model, this study narrates how two principals in Texas addressed each of these six questions. The case studies presented could be used as historical accounts, meaning that leaders could learn from their successes and their mistakes as they move to the next phase of reopening schools.

Principals bring a valuable perspective to the evaluation of teacher education programs, according to these writers.

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After determining what good teaching is, list the criteria that will be used to judge how teachers perform in their classrooms. This is the thrust of the model described here.

Organizational change is a complex and critical issue in higher education today. Changes experienced across institutional systems have both short-term and long-term impact, making this phenomenon ripe for educational leadership research. Many universities and colleges have applied Kotter’s ( 1995 ) eight-step change model prescriptively to implement academic initiatives, curriculum revisions, and strategic vision. However, Kotter’s ( 1995 ) model has not previously explored ad hoc changes over time and has not been used to study a college live mascot program. Although a decreasing campus tradition, college live mascots have a relationship and impact on a student’s experience and college identification, as well as university engagement with alumni and the public. Therefore, understanding how change is identified and experienced by campus stakeholders of a college live mascot program describe the various complexities and issues that initiate a climate for institutional change. To explain the evolution of a college live mascot program, oral histories across twenty years of campus stakeholders, including student trainers, campus administrators, and external consultants were analyzed using Kotter’s ( 1995 ) model. The findings of this study affirmed that the steps associated with Kotter’s ( 1995 ) change model, with a specific focus on the first three steps, are relevant for ad hoc changes, and offer implications for higher education change.