In a school environment, the actions of leaders set the tone for every interaction, shaping the culture that permeates the hallways and classrooms. When leadership teams embrace collaboration and transparency, they create a ripple effect that fosters trust and openness among staff and students alike. Conversely, unresolved conflicts can fester beneath the surface, poisoning the relationships that underpin a thriving educational community.
In recent years, restorative practices have emerged as powerful tools in schools for promoting positive student behavior, enhancing school culture, and building a sense of community. Both school staff and students often undergo training to learn and implement these practices, focusing on transforming classrooms into spaces of mutual respect, understanding, and empathy. However, a crucial component is frequently overlooked: restorative practices must begin with the leadership teams. Administrators set the tone for the entire school; if these practices are not embedded within their own relationships, effectively implementing them with students can be challenging, if not impossible.
To cultivate an environment where restorative practices can flourish, leadership teams must prioritize their own dynamics first. Only by addressing and resolving their conflicts can they effectively model the behaviors and principles that promote mutual respect and understanding throughout the entire school. In this way, restorative practices become not just an initiative for students but a way of life for everyone within the educational ecosystem.
The Heart of School Culture
Think of the leadership team as the roots of a mighty oak tree. Just as healthy roots provide stability and nourishment to the tree, a cohesive leadership team underpins a thriving school culture. When these roots are entangled in conflict, the entire tree suffers, stunting growth and diminishing the richness of the environment for students and staff alike. School leadership teams form the backbone of a school’s culture. They are responsible for setting an example, aligning on values, and creating an environment where teachers, students, and staff feel safe and respected. Unfortunately, conflicts among administrators can lead to an atmosphere of distrust and disconnection, ultimately impacting the school climate and the students themselves. Leadership consultant and author Patrick Lencioni observed that “trust is the foundation of real teamwork,” and without it, teams are bound to struggle (Lencioni, 2002). When administrators do not address their conflicts or fail to cultivate a culture of mutual respect, the effects ripple through the entire school, undermining the culture they strive to build.
The Power of Restorative Practices for Leaders
Restorative practices are often thought of as tools for managing student behavior, but they can be just as transformative for adult teams. By utilizing these practices within their own circles, administrators can address and resolve conflicts, build trust, and foster a united front. According to Dr. Tom Cavanagh, an expert in restorative practices in education, “Restorative practices start with the adults. Leaders must first demonstrate a commitment to these practices before expecting staff or students to follow suit” (Cavanagh, 2019). This commitment involves a shift in mindset—from one that prioritizes authority and control to one that emphasizes empathy, communication, and accountability.
- Crafting Shared Narratives: The Stories That Unite Us One of the most powerful ways to begin building trust is through storytelling. Each team member shares a personal story that reflects a core value—perhaps a moment of overcoming adversity, a difficult choice, or an experience that taught them resilience. Think of these stories as bridges connecting your experiences; they span the gaps of misunderstanding and foster deeper connections. Sharing stories allows leaders to understand the motivations behind each other's values and the unique perspectives they bring to the team. As Brené Brown reminds us, “People are hard to hate close up. Move in” (Brown, 2017). By leaning into vulnerability, leaders create an environment where each member feels seen, heard, and valued.
After this relational exercise, the team engages in a structured values identification process. Each leader lists the values they believe should guide the team’s work. Through open discussion, these values are refined, clarified, and formally documented as a shared agreement. According to Dr. Rita Alfred, “Explicit agreements around shared values form a blueprint for respectful, accountable collaboration” (Alfred, 2020, p. 75). The storytelling component fosters empathy, while the structured values agreement provides clear guidelines that everyone commits to upholding. - Empathetic Listening: The Key to Unlocking Trust Trust is built when individuals feel truly heard. Reflective listening goes beyond surface-level conversation; it involves listening intently, reflecting back what was said, and validating each person's emotions. For example, team members can pair up and take turns sharing a recent challenge they’re facing, while the other listens, summarizes, and affirms their experience. Consider this exercise a vital tool in your leadership toolbox—one that not only helps you build trust but also transforms your interactions into meaningful conversations. This practice fosters empathy and respect, establishing a model for the kind of listening they want to see schoolwide.
- Mindful Moments: Tuning into Emotional Frequencies Emotions play a significant role in our interactions and decisions. Starting each meeting with a mindful check-in allows team members to openly share how they’re feeling in the moment. A simple prompt, such as “What’s one word to describe how you’re feeling today?” serves as an emotional pulse-check, helping team members gauge the room’s emotional climate. How often do you pause to consider the emotional temperature of your leadership team? This practice fosters emotional transparency and models emotional awareness—critical components of a restorative culture.
- Visualizing Our Collective Future Building on the emotional connection created in the previous steps, the team engages in a visualization exercise. Each member envisions what a restorative school culture looks and feels like when aligned with their shared values. What would it mean for them to practice restorative leadership fully? How would that shape their interactions, decision-making, and overall impact on the school?
Following the visualization, the team collaborates to translate this vision into concrete goals and actionable steps. They define what “restorative leadership” means in terms of everyday actions, ensuring that their vision aligns with measurable outcomes. Leadership is about creating a roadmap for success—one that inspires every member to take ownership of their role in cultivating a positive school culture. This exercise bridges the gap between aspirations and accountability, motivating leaders to work toward a culture they all believe in. - Creating Accountability Partnerships: The Backbone of Growth Once the vision and values are clear, leaders establish accountability partnerships. Each team member pairs with another, creating a support system for staying true to their values and commitments. Accountability partners check in regularly to discuss how they’re implementing the values in their daily roles and to identify any challenges they face in maintaining alignment.
Reflective check-ins with accountability partners combine relational and structured elements. In these sessions, leaders can openly discuss issues, gain insights from trusted peers, and reflect on ways to adjust their approach. This practice mirrors restorative check-ins with students but applies it at the leadership level, reinforcing the team's integrity and cohesion. - Conflict Resolution Circles: Turning Tensions into Trust Conflict is inevitable in any team, but restorative leadership teams handle it differently. When tensions or disagreements arise, rather than allowing them to fester, leaders gather for a structured conflict resolution circle. This space allows everyone to speak openly, share their perspectives, and listen without judgment. Unlike typical administrative meetings, these circles prioritize emotional honesty and mutual understanding.
The circle begins with an opening reflection, such as sharing one positive aspect of their collaboration, followed by each person’s perspective on the issue. Ground rules ensure respect and openness, fostering constructive dialogue. Think of these circles as sanctuaries for understanding—spaces where tension transforms into teamwork. By addressing conflicts openly and transparently, leaders model restorative conflict resolution for their teams, thereby strengthening their relationships. - Renewing Our Commitment: Keeping Values Alive Values and goals are not static; they require regular revisiting. Quarterly or biannual values renewal sessions allow the team to check in on their alignment, celebrate successes, and refine their commitments. During these sessions, leaders revisit the stories and values they shared, reflecting on their individual and collective growth. They may also set new goals, update agreements, or address any emerging challenges.
A Restorative Culture Beyond the Classroom
Restorative practices should be viewed as foundational elements of school culture rather than merely tools for managing student behavior. When school leaders model these practices among themselves, they create an environment rooted in trust, empathy, and collaboration. This approach sends a powerful message to teachers, students, and staff—that respect and restorative practices are integral to the school’s culture, not confined to the classroom. Here at LARIP, we offer the tools needed to help schools establish a culture aligned with restorative practices.
It’s time to lead with purpose and passion. Are you ready to transform your leadership team into a model of restorative practices? Start today by sharing a personal story with your colleagues and inviting them into a dialogue about the values that matter most. For a truly restorative school environment, these practices must be embraced and exemplified by the leaders themselves. As Dr. Cavanagh wisely states, “A restorative school is one in which every person feels respected, valued, and safe—and it starts with the leadership team” (Cavanagh 2019). By fostering these values within their own teams, administrators not only create a healthier workplace but also set a standard that permeates the entire school.
While it’s easy to focus on restorative practices as strategies for students, it is essential to remember that these practices must start with the leadership teams who shape the school’s culture. Trust, alignment of values, and open communication among administrators form the bedrock of any successful school community. When leadership teams commit to restorative practices, they create a powerful, cohesive environment that benefits everyone in the school. Restorative practices are not just classroom tools—they are a way of being. It is through the modeling of these practices by leaders that schools can truly thrive.
References
Alfred, Rita. Restorative Leadership in Education. Restorative Justice Press, 2020.
Brown, Brené. Braving the Wilderness: The Quest for True Belonging and the Courage to Stand Alone. Random House, 2017.
Cavanagh, Tom. Restoring Relationships in Schools: Transforming School Climate through Restorative Practices. Routledge, 2019.
Lencioni, Patrick. The Five Dysfunctions of a Team: A Leadership Fable. Jossey-Bass, 2002.
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