Like many leadership journeys, mine did not begin with a grand plan. It started with a passion for learning, a commitment to supporting educators, and a desire to make a positive difference for children, whānau, and teaching teams. Along the way, there were opportunities to inspire others, share knowledge, and, as I like to say, "spread the sparkle." Leadership is not about having all the answers. It is about helping others recognise their strengths and potential so they can shine too.
Throughout my leadership journey, I have also drawn inspiration from people close to me. One of the most important has been my husband. Watching the way he approaches challenges, supports others, remains calm under pressure, and stays true to his values has provided many leadership lessons over the years. Leadership is not always learned in a workshop or through a professional development course. Sometimes it is modelled quietly through everyday actions, resilience, kindness, and integrity. His example has often reminded me that leadership is less about titles and positions and more about how we show up for others.
Just as I was finding my rhythm as an area manager leading a team of highly competent centre managers, COVID-19 arrived and changed everything. What had once felt familiar suddenly became uncertain. Like many leaders, I found myself learning new ways of working, connecting with teams remotely, and adapting to circumstances none of us had anticipated.
It was a reminder that leadership is not defined by smooth sailing. Leadership is defined by how we respond when the waters become rough.
A quote that resonated deeply during this time was from Lao Tzu:
"If you do not change direction, you may end up where you are heading."
The world around us was changing rapidly, and standing still was not an option.
The pandemic reinforced something important: learning never stops.
As leaders, we are constantly navigating new expectations, evolving practices, updated frameworks, and emerging research. Whether it is engaging with Te Whāriki, supporting the Professional Growth Cycle, strengthening assessment practices, or deepening our understanding of Te Tiriti o Waitangi, our professional landscape continues to evolve.
Sometimes the learning has little to do with frameworks or policies and everything to do with personal growth.
One experience that stands out for me was attending a leadership programme with my centre manager team where we were challenged to learn how to juggle as a metaphor for navigating change. On the surface, it seemed like a simple activity, but I quickly realised how uncomfortable it made me feel. I have always been really uncoordinated and as a child was the butt of my families jokes on anything to do with ball throwing and catching. Standing in a room repeatedly dropping juggling balls was frustrating, awkward, and humbling.
For a moment, I had a choice. I could allow my discomfort to stop me, or I could lean into the learning.
So, I kept showing up. I kept practicing. I kept dropping the balls and picking them back up again.
What I learnt had very little to do with juggling and everything to do with leadership.
The experience reminded me what it feels like to be a learner. It reminded me that growth often begins in discomfort and that mastery comes only through perseverance. More importantly, it reinforced the importance of role modelling this for others. If I expect my team to embrace challenges, try new approaches, and learn from mistakes, then I must be willing to do the same.
By showing vulnerability, persistence, and humility, I hope I demonstrated that it is okay not to get things right the first time. Learning is messy. Progress is imperfect. And leadership is not about appearing flawless. It is about having the courage to keep going, even when you feel uncomfortable.
The leaders who make the greatest impact are often those who are willing to say:
"I don't know yet, but I'm willing to learn."
When I reflect on what helps us navigate change successfully, a few qualities stand out:
- Vulnerability: Being honest when things are challenging.
- Humility: Recognising that we do not have all the answers.
- Grace: Showing kindness to ourselves and others during times of uncertainty.
- A commitment to learning: Modelling what lifelong learning looks like. These qualities create trust. They remind our teams that perfection is not the goal. Growth is.
Change will continue to be part of our professional lives. New initiatives, new expectations, new ways of thinking and working will always emerge. The question is not whether change will happen. The question is how we will respond to it.
As leaders, we can:
- Stay curious and keep learning.
- Embrace change as an opportunity rather than a threat.
- Support others through uncertainty.
- Create environments where questions are welcomed.
- Celebrate progress, not just outcomes.
- Lead with empathy, understanding, and grace.
