Building Stronger Classrooms: How Washington School Leaders Can Support Teachers
| by Christian Malarsie
Teachers have an incredible influence on school success. A great teacher can inspire students to lean into their creativity and expand their skills. A great teacher can be the difference between students who dread the school week and students who are eager and excited to learn.
But those same great teachers rely on supportive school leaders to give them the tools and environment they need to succeed. Without strong leadership, even the most capable teacher will struggle.
If you’re a school leader in Washington State, below are 3 strategies to help you empower and equip your teachers for success.
1. Foster a Supportive Culture
Washington’s K-12 classrooms serve 1.1 million students from a wide range of cultural, linguistic, and socioeconomic backgrounds. Supporting such a diverse student population requires not only skilled educators but ones who feel empowered. Yet growing workloads and limited autonomy can leave teachers feeling isolated or overwhelmed.
As a school leader, you can shift this dynamic by fostering a culture of trust, collaboration, and professional respect. That means creating space for teachers to share feedback, help shape school decisions, and take on leadership roles. A thriving teacher workforce starts with a school culture where educators feel respected, heard, and genuinely supported.
Consistent, meaningful recognition — whether celebrating small wins or major milestones — further strengthens a sense of belonging. A culture of support doesn’t happen overnight, but with intentional leadership and open communication, it can become a powerful foundation for teacher morale.
2. Expand Learning Opportunities
Washington educators need more than just new-teacher training — they need continuous learning opportunities that help them meet the daily demands of their classrooms while opening doors for deeper expertise and career growth.
This need is especially urgent in light of the state’s ongoing teacher shortage. Washington is projecting an average of 5,890 open positions every year for elementary, middle, and secondary school teachers, according to the Bureau of Labor Statistics. Demand is particularly high in areas like special education, elementary education, early childhood education, and mathematics.
One powerful way to support teacher growth and retention is by expanding access to master’s degree programs, especially when paired with financial incentives. Low pay is one of the largest contributors to teacher dissatisfaction, but a master’s degree gives teachers a clear path to earn more while strengthening their skills. The average starting salary for a teacher in Washington with a bachelor’s degree is $55,631, according to the National Education Association. For a starting teacher with a master’s, the average salary is $65,620 — a nearly $10,000 difference.
Moreland University’s fully online M.Ed. program offers six high-demand specializations — including early childhood and special education — and can be completed in as little as 12 months.
3. Clear the Path to Professional Certification
In the 2023–24 school year, 5.5% of teachers in Washington State held “Limited Certificated” status, according to the Washington Office of Superintendent of Public Instruction, with rates climbing even higher in high-poverty communities.
Without the right support systems in place, the journey to full certification can feel confusing and isolating, but school and district leaders can help bridge that gap. This could include building dedicated certification teams (or in smaller districts, a single point-of-contact for teacher certification), assigning dedicated mentors, and/or providing teachers with personalized support to help them earn their professional credential.
If your district or organization has the budget, financial support can make a huge difference for teachers as they earn their professional certification. This could be full tuition coverage or a smaller stipend or scholarship for a teacher’s EPP. You could also use your leverage as a district to secure benefits or discounts for your teachers. For example, at Moreland University, if more than 30 teachers in your district need a professional certification, Moreland will offer a discounted tuition rate.
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