Virginia School Leaders: 3 Ways to Strengthen and Inspire Your Teaching Staff

Virginia has a high demand for qualified teachers, with a projected 5,360 open jobs every year for elementary, middle, and secondary school teachers across the state, according to the Bureau of Labor Statistics.  

As a school leader, you play a crucial role in recruiting and hiring top teaching talent, but that is only the beginning. Teachers rely on school leaders to create a supportive culture where they can grow and thrive. And in return, teachers who feel supported and trusted throughout their careers are more engaged, innovative, and committed to their profession. 

For school leaders in Virginia, below are 3 actionable ways to strengthen and inspire educators across the Old Dominion State.

1. Provide Clarity and Support for Teacher Licensure 

In the 2023-24 school year, 9.2% of Virginia teachers held a provisional license, according to the state department of education. For those teachers, the path to full licensure can feel complex or overwhelming — especially without clear support and guidance. That’s where school leaders play a vital role. 

In larger districts, that role could include establishing a dedicated licensure team to guide teachers through the process. In smaller districts, a single leader or mentor could provide the same level of clarity and encouragement. Regardless of size, access to timely, accurate information is essential to keeping teachers on track and engaged. 

Cost is another major hurdle for teachers. If your district has the budget, you could offer tuition reimbursement or assistance for Educator Preparation Programs. You could pair this with a commitment to a certain number of years with your district, making it a great way to increase retention while helping your teachers strengthen their skills and grow their careers.  

School leaders can also leverage university partnerships for added support. For example, at Moreland University, if more than 30 teachers in your district need a professional license, Moreland will offer a discounted tuition rate. 

2. Advance Educator Expertise Through Strategic Learning 

Professional Development should be timely, relevant, and tailored to individual teachers’ wants and needs. Ask yourself: What are the particular needs of your school or district? Where are your teachers thriving, and where do they need additional support?  

And make sure you ask your teachers as well: What are they interested in learning? How do they want to grow and develop as professionals? What are their career goals? 

Here’s an example: Virginia has a high demand for special education teachers, so you could build a professional development program for teachers interested in earning a special education certification. You could support teachers who want to earn a master’s degree in special education (even offering a scholarship if budget allows). 

Another example: Say you have a group of teachers interested in learning more about technology. You could send them to a conference about artificial intelligence and technology in the classroom and encourage them to share their learnings with the rest of the staff.  

When schools invest in professional development that speaks directly to the day-to-day realities teachers face along with their goals and aspirations as professionals, this not only improves instruction but also builds a more committed and capable workforce. 

3. Build a Culture of Trust, Autonomy, and Shared Purpose 

An inspired teaching staff starts with a culture where educators feel trusted, respected, and part of a shared mission. When teachers are empowered to make decisions about their classrooms and are included in school-wide initiatives, they are more likely to take ownership of their work and stay engaged for the long term. 

A few ideas:  

• Make sure you’re including teachers in the decision-making process. That might work best through instructional leadership teams, advisory committees, or a series of regular surveys. The key is to make sure you are regularly asking your teachers for feedback and opinions and acting on what they say.
• Give your teachers as much autonomy as possible over lesson planning and instructional methods. (If there’s an area where you feel your teachers are struggling, that’s a great opportunity for some high-quality professional development.)
• Support your teachers as they work to grow their careers and salaries. This could include dedicated mentorship, helping teachers earn master’s degrees, or providing access to leadership roles. 
• Remember to say thank you. Recognizing the impact of teachers beyond test scores — celebrating innovation, growth, and relationships — further deepens their sense of purpose. When teachers feel their work matters, they bring more passion, creativity, and energy to their classrooms. 

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