LEADERSHIP BY EXAMPLE
FROM LA TO ACADEMY
The move from LA school to an Academy For KEMI AROGUNDADE, moving from the world of local authority schools into the realm of academy leadership felt like stepping into a new dimension at first. It was a leap but one that unfolded as a journey filled with the promise of shaping young minds in even more impactful ways
K
emi explains, “This shift wasn’t just about adapting to new operational and strategic norms, it was about embracing the richer autonomy that came with it. Within the structure of local authority schools, I found myself often executing decisions made by others, following a set path laid out by policies and procedures. However, moving to an academy thrust me into the heart of decision-making. Suddenly, I was navigating the broader seas of financial management, HR, and more. The stakes were higher, but so was the potential to steer our academy toward innovative success. JUMPING IN Delving into financial management under the direct funding model of academies required a nuanced grasp of budgeting and financial planning I hadn’t encountered before. To bridge this
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gap, I dove into CPD training, such as the CIPFA L7 SFOL, and got hands-on with financial management software tailored for academy trusts. Networking with fellow finance professionals in the academy world turned out to be an invaluable trove of insights and best practices, arming me with the knowledge to manage our finances with confidence. The transition also called for a fresh look at change management, equipping me with the necessary tools to smooth the way forward. EMBRACING A NEW DYNAMIC The governance landscape in academies introduced a new dynamic to my role. Engaging with our board of trustees or directors became paramount, as my input played a crucial role in shaping our strategic direction. Governance training tailored for academies and charities enhanced my understanding
of this aspect, allowing me to build strong connections with board members and align our strategic efforts with the academy’s overarching goals. One of the standout benefits of this transition was the operational autonomy it afforded. This freedom to tailor processes - from HR to procurement - in ways that best served our students and staff was liberating. Embracing best practices from across the academy sector and conducting a thorough skills audit ensured that our operational team was not just ready but thriving, fully equipped to support our academy’s ambitions. Communicating effectively with all stakeholders became a cornerstone of navigating the academy transition. Drafting comprehensive communication and leveraging diverse channels was key to maintaining transparency and rallying support around our vision and priorities for the academy.