Leadership hub for alncos.

ALNCo Value:

Gives you a clear narrative for staff and SLT: "This is what we're working towards this year and why." Stops you getting lost in the weeds.

Example:

Vision: "Every learner gets the right support, at the right time." Priority 1: Strengthen graduated response in KS2 by Easter. Success = 80% of concerns resolved at Wave 1-2.

ALNCo Value:

Stops you feeling like you're constantly explaining ALN. Instead: planned, proactive communication that builds trust and reduces firefighting.

Example:

SLT: Termly data brief via leadership meeting. Teachers: Half-termly updates via staff briefing. Parents: Key contact details in September newsletter.

ALNCo Value:

Reduces misunderstandings and builds psychological safety. Leadership through clarity, not just authority.

Example:

Agreement: "Teachers raise concerns via Google Form within 48hrs of noticing persistent difficulty. ALNCo responds within 5 school days with next steps."

ALNCo Value:

Makes you look and feel like a strategic leader, not just a case manager. Shows SLT you're driving the system forward.

Example:

Autumn: Launch new concern pathway. Spring: Roll out provision mapping updates. Summer: Staff training on graduated response.

ALNCo Value:

Shifts thinking from "putting out fires" to "building staff capacity over time". Shows SLT you're investing in the team.

Example:

Gap identified: No one trained in ELKLAN at KS3. Plan: Book course for 2 TAs in Spring term. Link training date to Annual Calendar.

ALNCo Value:

Teaches you to think like a change leader: anticipate impact, support staff, and avoid "we dropped this on you yesterday" vibes.

Example:

New concern form rolling out. Impact: All teachers affected. Action: Email overview, staff meeting demo, 1-week soft launch, check-in after 2 weeks.

ALNCo Value:

Turns meetings into decisions and actions, not just talk. Strengthens your role as chair/facilitator.

Example:

TA Team Meeting Agenda: Review intervention data (20 mins) → Identify barriers (15 mins) → Agree actions (10 mins) → Set owners and deadlines.

ALNCo Value:

Builds a positive culture around ALN and supports morale. Crucial leadership behaviour that often gets lost in busyness.

Example:

Win: "Miss Jones tried new visual timetable for Ceri – reduced anxiety massively." Tag for: Staff briefing shout-out, governor termly report.

ALNCo Value:

Supports consistent leadership over time, especially when leadership or staff change. Strengthens your professional voice.

Example:

Decision: "Shift to new intervention model for Year 7 from Spring term." Rationale: Old model not showing impact in data. Consulted: SLT, KS3 lead, EP.

ALNCo Value:

Keeps leadership front and centre: "Am I moving the system forward? Or only reacting?" Non-judgemental reflection, not performance management.

Example:

Q1 Goals: Hold 3/3 planned ALN staff meetings ✓. Train 5 staff in graduated response ✓. Simplify concern form ✓. Proactive work: 60% (target: 70%).

ALNCo Value:

Used termly, it helps answer: "Where should I focus my leadership energy next?" Keeps you strategic, not just reactive.

Example:

Strength: Supportive SLT. Weakness: Poor systems. Opportunity: Your ALN platform tools. Threat: Rising needs + staffing cuts. → Focus: Simplify systems first.

ALNCo Value:

Helps you lead with awareness: "What's happening around us that should shape our ALN plan?"

Example:

Political: New LA expectations for provision mapping. Economic: TA hours reduced. Social: Mental health needs rising. → Plan: Focus training on trauma-informed practice.

ALNCo Value:

Turns "advice-giving" into empowering coaching. Builds staff capacity and confidence instead of creating dependency on the ALNCo.

Example:

Teacher: "I don't know what to do with Dylan." You: "What do you want to see change? (Goal) What's happening now? (Reality) What could we try? (Options) What will you do first? (Way Forward)"

ALNCo Value:

Helps you understand resistance and plan smarter rollout strategies instead of just pushing harder.

Example:

Change: New concern pathway. Driving forces: SLT support, clarity, your training. Resisting forces: Staff time, fear of paperwork. → Action: Simplify form, offer quick demo.

ALNCo Value:

Quick 10-15 min reflection with key staff to capture learning after a tough review meeting, new intervention launch, or inspection feedback.

Example:

After IDP review: "We planned 30 mins but it took an hour. Why? Too much parent background discussion. Next time: Send pre-meeting summary to parents."

ALNCo Value:

No scores needed, just themes. Great for self-awareness and relational leadership. Shows humility and openness.

Example:

Ask 1 SLT, 1 teacher, 1 TA: "What do I do that really helps you with ALN? What could I do differently?" Themes emerge: "Great at explaining, but need more notice for meetings."

ALNCo Value:

Helps you lead more intentionally and check: "Am I leading in a way that matches what I believe about ALN?"

Example:

Value: Calm. When living it: I listen fully, speak slowly, pause before reacting. Under pressure: I rush, interrupt, get defensive. → Awareness = first step to change.

ALNCo Value:

Helps you diagnose where to focus leadership efforts before launching a change. Often the answer is: communication and small quick wins.

Example:

New intervention model: SLT backing = 5/5. Staff understanding = 2/5. Time = 3/5. → Action: Run quick demo session before launch, not after.

ALNCo Value:

You can then plan targeted actions: e.g. "Teachers are 'cold' on the new tracking system – I need to simplify it and offer a short demo."

Example:

Q2 Check: Teachers = Warm (mostly okay, some confusion). TAs = Hot (feeling valued, clear roles). Parents = Cold (need more updates). → Action: Parent newsletter.

ALNCo Value:

Ultra-simple, low-threat, quick. Encourages a growth mindset rather than blame. Can be done solo or with staff.

Example:

After Autumn term: Plus = New concern form is clearer, staff using it consistently. Delta = Need to reduce time lag between concern raised and ALNCo response.