A public school district’s leadership – from its principals to its superintendents – carries a profound impact on how their schools grow, improve and succeed. At the same time, leaders face ongoing challenges related to teacher attrition and retention. Without strong leadership and buy-in, even the most critical support initiatives struggle to take root.
Strong relationships and close collaboration among teachers, school leadership, students and parents have never been more important in shaping the future of communities. Texas Education THRIVE, a major statewide initiative from the College of Education, supports schools through an intensive teacher mentorship and coaching program designed to keep early-career teachers in classrooms.
Partnering with THRIVE, campus leaders have seen – and continue to see – significant gains in teacher satisfaction, classroom success and long-term sustainability.
I can already see the impact that THRIVE is making for our campus staff and culture,
said Ruishi Wang, a first-year principal at Ojeda Middle School in Del Valle and a COE alumnus who earned his bachelor’s degree in teaching. Ojeda is one of the leading campuses for THRIVE in Del Valle.
Before becoming principal at Ojeda, Wang served as assistant superintendent at Georgetown ISD, where school districts were responsible for developing and implementing their own in-house mentoring programs and professional development initiatives.
When Wang became principal at Ojeda, he inherited a campus that had experienced major leadership turnover, including four principals in the last year alone. He describes THRIVE as a gamechanger.
THRIVE offers a systematic approach to what teachers need, and the ultimate benefit is to our kids,
he said. It adds another layer of reinforcement and support.
School Leadership Welcomes THRIVE
District leaders – especially those new to their positions – play a vital role in charting a clear path for improvement, strengthening community engagement, and meeting the needs of their schools and students. They are also responsible for cultivating a culture and climate for teachers to succeed and advance in their careers.
The challenges are formidable. More than half of newly hired teachers in Texas lack certification and prior classroom experience. Many leave the profession sooner, which can disrupt academic consistency and affect educational quality. Strong ownership and collaboration with stakeholders are essential to successfully implement programs like THRIVE.
School districts have distinct needs when it comes to teacher recruitment, support and retention. At its core, THRIVE offers a responsive model that works directly with districts and campuses to support both the emotional and professional growth of teachers while helping translate professional learning into effective classroom practice.
Jennifer Garcia-Edwardsen, a former teacher and principal, is in her second year as superintendent for Taylor ISD. The district’s values and commitment to supporting new teachers are aligned with THRIVE’s mission.
As superintendent, I am very intentional about staying connected to staff across the district, particularly our mentors and early-career teachers,
Garcia-Edwardsen said. Through regular listening tours, I hear directly from educators about what is working well and how we can continue to improve support systems.
The district recognizes teacher and staff performance through its “Coin of Excellence.” In January, two coins were awarded to a mentor and early-career teacher pair to acknowledge the meaningful growth they have achieved together.
Early-career teachers often need more individualized support than can be provided at the district level alone, which makes strong campus-based mentorship especially important,
she said. She credits THRIVE for equipping mentors with teacher training and coaching strategies, as well as providing constructive feedback.
Strong Mentorship, Stronger Schools
This year alone, Taylor ISD mentors have documented more than 110 hours of direct support for their teachers – a reflection of commitment that extends beyond informal check-ins.
Garcia-Edwardsen noted that in her experience, early-career teachers often express a need for support managing their time and balancing their workloads. THRIVE creates intentional space for mentors and teachers to build strong relationships, normalize the challenges of the early years, and provide personalized support,
she said.
Nicole Brown, principal at Gilbert Elementary in Del Valle ISD, takes an active, hands-on approach to THRIVE. She ensures the program acts as a natural extension of the school’s existing professional development culture, creating a safety net for early-career teachers.
We are often stretched too thin to provide the daily coaching that our new teachers deserve,
Brown said. THRIVE acts as a force multiplier; it provides a high-quality, structured support system that ensures our newest teachers flourish, even when the administrative landscape is complex and demanding. Senior leadership support is the bridge between theory and practice.
