Y9. Build Habits That Last toolkit
Toolkit
The most effective leaders don’t rely solely on willpower. They design routines that make the right actions automatic and sustainable. This toolkit helps you identify where to start, how to embed new habits, and how to make them last. The aim is to turn good intentions into effortless, consistent practice.
| Start with one small change |
| Choose one habit that would make a visible difference to your leadership if it became automatic. Keep it small enough to be achievable but meaningful enough to matter. A single repeated action, such as checking in with one colleague each morning or reviewing key data every Friday, can create lasting change when practised consistently. |
| Anchor new habits to old routines |
| Link your new habit to something that already happens. This habit-stacking technique makes it easier to remember and sustain. For example, after finishing gate duty, plan the following day, or after making a cup of tea, write one appreciation postcard. The key is predictability: when X happens, I will do Y. |
| Be precise about when and where |
| Vague intentions fade quickly. Replace “I’ll try to” with clear implementation plans: “Every Thursday at 3:00pm, I’ll give feedback from the learning walk.” Specificity turns ideas into action. Write down your plan and put it somewhere visible to remind you daily. |
| Make progress visible |
| Track your new habit to build momentum. Whether you tick off a paper chart, use a digital tool, or note progress in a planner, recording success strengthens motivation. Visible progress turns repetition into reward and reinforces identity: “I am a leader who keeps my commitments.” |
| Reflect on what holds you back |
| Consider whether any hidden fears or beliefs are stopping your habit from sticking. Are you worried about how you’ll be perceived if you change? Do you fear losing control or credibility? Naming these assumptions helps you move beyond resistance and sustain growth. |
| Reflection prompts |
| Which habits are helping me lead with clarity and consistency? What small behaviour could have the most significant impact if it became automatic? Am I relying on motivation instead of a system? What might I be afraid of losing if I change how I lead? |
Y9. Build Habits That Last: example toolkit
Role: Headteacher
| Start with one small change |
| I will begin with one habit that would make a visible difference if it became automatic: giving immediate, specific praise to at least one colleague every day. This small act reinforces the culture I want to build and keeps gratitude front of mind. I’ll keep it realistic and repeatable until it feels effortless. |
| Anchor new habits to old routines |
| I will use habit stacking to make the change stick. After morning gate duty, I’ll take five minutes to plan the day’s priorities. After making my first cup of tea, I’ll send one thank-you message or postcard. Linking the new behaviour to something I already do will make it easier to sustain. |
| Be precise about when and where |
| I will replace vague intentions with concrete plans. For example, “Every Thursday at 3:00pm, I will provide feedback from learning walks,” and “Each Friday at 8:00am, I will review key data before briefing.” Writing these plans down and keeping them visible will turn intention into consistent action. |
| Make progress visible |
| I will track my new habits on a small sheet pinned by my desk, ticking off each day I complete them. This simple act of recording progress provides quiet motivation and reinforces the identity I want to embody: a leader who follows through and models consistency. |
| Reflect on what holds you back |
| I will consider the beliefs that could undermine new habits. Sometimes I worry that slowing down to plan or reflect looks like doing less, when in fact it makes my leadership sharper. Recognising that fear helps me push through and sustain new behaviours when pressure rises. |
| Intended Impact |
| Which habits are helping me lead with clarity and consistency? What small behaviour could have the biggest impact if it became automatic? Am I relying on motivation instead of a system? What might I be afraid of losing if I change how I lead? |