How School Leaders in North Carolina Can Strengthen and Empower Teachers

North Carolina schools are diverse, growing, and full of opportunities for educators. But cultivating an environment where North Carolina’s 90,000-plus teachers can thrive starts with leadership. Teachers who feel supported and trusted are more engaged, innovative, and committed to their profession, and that starts at the school-leader level.  

If you’re a school leader in the Tar Heel State, here are 3 actionable ways to strengthen and empower your teaching staff. 

1. Invest in High-Impact Professional Development 

Professional development should be timely and tailored to teachers’ specific career goals and classroom needs. It has to move beyond one-size-fits-all, check-a-box training sessions. Instead, teachers should come out of PD inspired, energized, and excited to learn more.  

Ask your teachers about their career goals and use professional development to help them get there. If a teacher wants to grow into an administrative role, for example, offer leadership training or an administrative-development program. If a teacher is interested in curriculum, send them to a conference or workshop on curriculum development. If a teacher is excited about artificial intelligence and technology in the classroom, let them lead a group exploring new technology options for the district. 

Teachers are professionals who want to grow their skills and advance their careers. When they have opportunities to grow and lean into their strengths, they become more engaged, motivated, and effective. Schools that foster professional development and support teacher interests benefit from a stronger, more loyal, and more satisfied teaching staff —creating a positive impact on students. 

A few other ideas:  

• Offer stipends to teachers who design and lead PD sessions of their own. These sessions not only promote collaboration and creativity but also shared learning across the school community. 
• Regularly evaluate and refine your PD offerings based on emerging research, classroom innovation, and teacher feedback. Education is constantly evolving, and the same should go for your PD.  

2. Strengthen Teacher Preparation 

North Carolina is projecting 8% growth in jobs for K-12 teachers by 2032, compared to 2022, according to the Bureau of Labor Statistics. That’s more than 6,500 open teaching jobs every year, and for school leaders, that means a lot of new faces and a lot of new professionals in need of onboarding, mentorship, and support. 

For teachers who need to earn a professional license, your support is crucial. Larger districts can benefit from dedicated teams that guide teachers through the licensing process, while smaller organizations may rely on a single point of contact to provide clarity and assistance. The key is making sure your teachers have access to knowledgeable support that helps them stay on track and feel confident as they work toward full licensure. 

If the budget allows, financial incentives are a great way to help your teachers achieve full licensure. New educators juggle full-time teaching, an Educator Preparation Program (EPP), and certification exams — all while adapting to their roles. Covering EPP tuition can significantly ease this burden, making a meaningful impact. Plus, offering tuition support in exchange for a commitment to a set number of service years helps strengthen teacher retention, benefiting both educators and the district. 

If you don’t have the budget for full EPP tuition coverage, you could try offering partial coverage and/or using your leverage as a district to secure discounts or other benefits for your teachers. For example, Moreland University offers reduced tuition rates for organizations with 30 or more teachers seeking professional credentials.

3. Support Teacher Well-Being 

With teacher satisfaction closely linked to turnover, North Carolina school leaders must take proactive steps to support educator well-being. This includes providing access to mental health resources, enhancing professional autonomy, and cultivating a positive school culture where teachers feel valued and engaged. 

North Carolina offers comprehensive benefits for educators, including state-sponsored wellness programs that also help teachers manage their personal and professional well-being. However, more can be done at the school level to create an environment where teachers feel consistently supported. On-site counseling services and peer support programs can layer in additional support teachers need. 

School leaders can also increase teacher engagement and job satisfaction by providing flexibility in lesson planning, classroom management, and instructional methods. With a sense of ownership, teachers are much more likely to enjoy their work, leading to better outcomes for everyone.  

Lastly, establishing structured recognition programs, whether through school-wide appreciation events, performance-based awards, or financial incentives, reinforces the value of educators’ contributions.

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