Describing effective team leadership without relying on familiar metaphors is nearly impossible—so I won’t even try. Each week, as I draft agendas for our grade-level meetings, I feel like a composer shaping the notes of our shared symphony. My team consists of experts—skilled, passionate educators—who don’t need micromanagement, just the right framework to create harmony. During our meetings, I step into the role of conductor, guiding conversations, bringing in voices at key moments, and ensuring every contribution fits into the greater whole. Together, we create something dynamic—at times building toward a crescendo of ideas, at others navigating discord as we work through challenges. But always, we find resolution, anchored in our shared commitment to students and strengthened by mutual respect. When we leave, we do so in consonance—ready to guide our audience, our students, toward growth, success, and belonging.
Being a teacher leader requires dedication, but the skill itself is subtle. Like a conductor, we may be the face of our teams, but we are not the only experts in the room. A great conductor trusts their musicians, allowing them to play with confidence. In the same way, a strong teacher leader must let go of the need to control every aspect of teaching and learning. The ability to empower others is what separates good leaders from great ones. More importantly, it’s what earns them the most essential ingredient for any thriving team—trust.
Effective teacher leadership means leveraging the expertise of the team. One way to do this is by delegating responsibilities—whether in curriculum design, student engagement, data analysis, or parent communication. Sharing ownership strengthens the team, reinforcing the idea that this is our curriculum, these are our students. When teachers feel a sense of shared responsibility, student success becomes a collective mission rather than an individual burden.
Equity has become a buzzword in education, but what does it actually look like in team leadership—especially with members who vary in experience, confidence, or motivation? More importantly, how does equity among educators benefit students?
Silencing a team member or failing to seek their input weakens team dynamics and ultimately affects student learning. When teachers don’t feel valued, they hesitate to share—even when their insights could make a meaningful impact. It’s often said that a team is only as strong as its weakest member. If teachers aren’t given opportunities to take risks, develop new skills, and take ownership, they won’t reach their full potential. And when educators don’t grow, students miss out.
Every teacher leader will experience moments when their team falls out of sync. In these instances, psychological safety—the trust and openness built over time—must be the foundation that holds everything together. Strong teams require flexibility: the ability to adjust workloads, embrace differing perspectives, and maintain realistic expectations. Just as some instruments take the lead at different points in a piece, no one plays alone or without the support of others. Offering grace, finding humor in tough moments, and leading with humility aren’t just helpful leadership traits—they’re essential to sustaining a team that collaborates effectively.
It’s easy to feel like leadership is confined to our own teams, that the metaphor of an orchestra is too grand. After all, aren’t we just leading a small choir? But in reality, the way we lead influences school culture far beyond our immediate team. Positive leadership has a ripple effect, inspiring colleagues, administrators, and even students to embrace collaboration, trust, and respect.
When teacher leaders model these values, they don’t just strengthen their own teams—they help shape the entire institution. And ultimately, the greatest beneficiaries are the students, who learn in an environment where risk-taking, kindness, and belonging are not just encouraged but embedded in the fabric of the school.
This article is not just a reflection—it’s an invitation. An invitation for teacher leaders to embrace their role with intention, knowing that their influence extends further than they might ever realize.
Rather than striving to be an expert in every aspect of teaching and learning, remember that conductors don’t need to play every instrument. Their job is to trust their musicians, delegate responsibilities, and inspire excellence night after night. In the same way, lead your team with confidence and clarity, knowing that the impact of strong leadership goes beyond a single meeting, a single classroom, or even a single year—it shapes the future of learning itself.
Rachel Cannon is an international educator passionate about fostering inclusion and belonging in diverse school communities. Based in Lagos, Nigeria, she serves as the Inclusion and Belonging coordinator, Grades 2-3 team lead, elementary student council advisor, and Grade 3 teacher at the American International School of Lagos. With degrees from the University of Oklahoma and Valley City State University, Rachel specializes in culturally responsive teaching, student leadership, and professional development. She is an International Society for Technology in Education certified educator committed to creating equitable, empowering learning spaces.
LinkedIn: https://www.linkedin.com/in/cannonrachel/
Bluesky: https://bsky.app/profile/intlmsrachel.bsky.social
