by Dr. Natalie Simms, Social Media Director, gcLi; 5th Grade Teacher at Brownell Talbot School in Omaha, NE
Independent schools thrive on strong leadership, engaged faculty, and a commitment to continuous improvement. However, one of the most critical—yet sometimes overlooked—factors in school success is a culture of trust. Trust between administrators and educators fosters transparency, collaboration, and a willingness to give and receive meaningful feedback.
Feedback is a crucial tool for professional growth, but it is only effective in an environment where educators feel safe, valued, and supported. Research from Heroic Leadership by Chris Lowney and Transparency: How Leaders Create a Culture of Candor by Warren Bennis, Daniel Goleman, and James O’Toole highlights that organizations—especially mission-driven ones like independent schools—thrive when leaders build trust and cultivate open, honest communication.
For independent school leaders and educators, establishing this culture of trust leads to enhanced teaching practices, greater faculty engagement, and ultimately, stronger student outcomes.
The Importance of Trust in Independent Schools
Unlike public school systems, independent schools often have more autonomy in shaping their culture, curriculum, and leadership structures. While this flexibility provides opportunities for innovation, it also places significant responsibility on administrators to create an environment where teachers feel empowered to grow.
Chris Lowney, in Heroic Leadership, emphasizes that great leaders develop organizations rooted in self-awareness, love, ingenuity, and heroism. Independent school administrators who embrace these principles—by demonstrating vulnerability, fostering open communication, and encouraging professional growth—build strong, mission-aligned faculty teams.
Bennis, Goleman, and O’Toole, in Transparency, argue that institutions thrive when they prioritize openness and clarity. When school leaders communicate openly with faculty about expectations, decision-making processes, and school-wide goals, they create an environment where teachers feel included and valued.
Trust also reduces the fear of judgment that can stifle creativity and honest dialogue. In environments where educators worry that feedback might lead to punitive action or reputational harm, they may become defensive or resistant to change. However, in a culture of trust, feedback is seen as a gift—an opportunity to refine teaching practices and better serve students.
The Benefits of Meaningful Feedback in a Trusting Independent School Environment
1. Encourages Professional Growth
A trusting school culture reframes feedback as an opportunity rather than a critique. When teachers believe administrators have their best interests at heart, they are more receptive to observations, evaluations, and coaching.
2. Strengthens School Identity and Mission Alignment
Independent schools often emphasize a distinct mission, whether it be academic excellence, character development, or experiential learning. A culture of trust ensures that feedback aligns with these core values.
3. Promotes Open Communication
Feedback is most effective when it is part of an ongoing dialogue rather than a top-down directive. In a trusting environment, teachers feel comfortable sharing their challenges, asking for guidance, and engaging in honest conversations about their professional growth.
Transparency emphasizes that organizations with open lines of communication foster accountability, morale, and innovation. Independent school administrators who model this openness create a school climate where faculty feel heard and valued. Further, when meetings are scheduled between administrators and teachers, each is left with a feeling of motivation or excitement rather than dread or anxiety.
4. Encourages Risk-Taking and Innovation
Independent schools have the flexibility to adopt new teaching methodologies, curriculum models, and interdisciplinary approaches. However, innovation requires risk-taking, and risk-taking requires trust.
When teachers know they can experiment with new instructional strategies without fear of harsh judgment, they are more likely to engage in meaningful pedagogical innovation. Bennis and his co-authors argue that transparent leaders create environments where individuals feel safe to challenge norms and explore creative solutions—an essential mindset for independent school educators.
5. Increases Faculty Engagement and Retention
Teachers in independent schools often choose their institutions because they align with the school’s mission and values. However, when educators feel disconnected from leadership or undervalued in their professional growth, job satisfaction declines.
Building a Culture of Trust in Independent Schools
1. Lead with Vulnerability and Authenticity
Administrators who seek feedback on their leadership and openly acknowledge their own areas for growth model the kind of reflective practice they expect from educators. Lowney’s principle of self-awareness is key—great leaders continuously assess their own impact.
2. Prioritize Relationship-Building
Trust is built through genuine connections. Taking the time to meet with faculty individually, listen to concerns, and recognize successes fosters a sense of community and mutual respect.
3. Frame Feedback as Coaching, Not Criticism
When feedback is delivered with the intent to support rather than evaluate, teachers are more receptive. Independent schools that adopt a coaching model for professional growth create a culture where feedback is welcomed rather than feared.
4. Encourage Peer-to-Peer Feedback
Trust grows when teachers see one another as allies in their professional development. Encouraging collaborative observations and constructive peer feedback strengthens trust across faculty teams.
5. Be Consistent and Transparent in Decision-Making
Faculty trust erodes when leadership decisions feel arbitrary or unclear. By maintaining open communication about school policies, expectations, and institutional priorities, administrators reinforce confidence and alignment within the school community.
A culture of trust in independent schools transforms feedback from a source of anxiety into a catalyst for professional growth. By cultivating an environment where educators and administrators share a commitment to excellence, independent schools create faculty teams that are engaged, innovative, and deeply invested in their students’ success. When trust is the foundation, meaningful feedback becomes a tool that strengthens teaching, fosters collaboration, and enhances the entire school community.
By prioritizing trust, independent schools empower their educators to embrace professional growth, take pedagogical risks, and contribute meaningfully to their institution’s mission. In doing so, they create not only stronger faculty teams but also more enriching learning environments for students—ensuring that their educational impact extends far beyond the classroom.
Links:
Transparency: How Leaders Create a Culture of Candor
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Dr. Natalie Simms is a fifth-grade teacher with experience that spans both public and independent schools in New Jersey, North Carolina, Texas, California, Oregon, and Nebraska. Throughout her career, she has taught kindergarten and second through fifth grades. Natalie recently earned her Ed.D. in Interdisciplinary Leadership from Creighton University. She also has her M.Ed and Master Reading Teacher certification from Southern Methodist University and a B.S. in Elementary Education and a B.A. in Math/Science from Rowan University. Natalie is passionate about helping elementary students realize their potential in leadership creating space for them to act as agents of change in their community. She has presented at national conferences on the pedagogy of leadership and how it has been incorporated into projects within her classroom. One of these presentations was the Symposium in Pedagogy of Leadership at Teachers College, Columbia University. In her spare time, Natalie enjoys traveling with her husband Tom, running/walking with her dog, Louie, and reading.