2026 ACSA Women in School Leadership Forum

Women leaders continue to redefine organizations, challenge outdated systems, and create transformative pathways for future generations. Yet many continue to navigate barriers within traditionally male-dominated leadership spaces while balancing expectations connected to identity, representation, and organizational culture.

This session is an interactive workshop designed to empower women leaders to strategically plan their next steps in leadership while building confidence, clarity, and long-term vision for their impact. Through reflective dialogue, collaborative activities, and guided vision board facilitation, participants will explore how to lead innovation, influence policy, and create measurable, sustainable organizational change.

A central component of this session is the leadership vision board experience, where participants will identify personal and professional goals, define the impact they want to create, and map out actionable strategies for growth and advancement. The session will help women leaders move beyond barriers and limitation narratives toward intentional, equity-centered leadership action.

Participants will engage in meaningful reflection on leadership identity, systems transformation, and sustainable influence while developing practical next steps aligned to their vision and purpose. Attendees will leave with a personalized vision board, renewed inspiration, and actionable strategies to support continued leadership growth and organizational impact.

Women leaders are often encouraged to be resilient, but resilience is not meant to be built in isolation.


Educational leadership can be demanding, complex, and deeply personal work. This session creates space for honest reflection about the relationships that help women sustain their leadership over time and offers practical strategies for building stronger support systems that benefit both the leader and the communities they serve.


Learning Outcomes

1. Assess their current leadership support network
2. Participants will identify the relationships that currently provide challenge, encouragement, accountability, and advocacy—and where meaningful gaps may exist.
3. Recognize barriers that can weaken connection among women leaders
4. Participants will explore common dynamics such as isolation, comparison, perfectionism, competition, and unspoken expectations that can make authentic support more difficult.
5. Develop practical strategies to intentionally strengthen leadership sisterhood
6. Participants will leave with ideas and tools for building more intentional circles of trust and support within their schools, districts, and professional communities.

Leave with:

1. A practical framework for strengthening trusted professional relationships
2. Reflection tools they can use immediately within their own leadership journey
3. Concrete ideas for fostering stronger support networks among women in education

In today’s complex and fast-paced educational environment, leaders are expected to drive results, build culture, and navigate challenges; yet many are unprepared for the realities of leading through resistance, conflict, and change. This session explores what it truly means to lead with courage: confronting hard truths, engaging in difficult conversations, and making decisions that prioritize students over comfort.


Grounded in real-world leadership experience, this interactive session will unpack the essential practices of courageous leaders, including addressing toxicity, fostering trust through transparency, and building systems of accountability. Participants will reflect on their own leadership, engage in practical scenarios, and leave with actionable strategies to lead change with clarity and confidence.


This session goes beyond theory, focusing on the leadership moves that are often not taught in preparation programs, but are critical for creating strong, student-centered school communities.


Participants will leave with:

1. A practical framework for courageous leadership that supports leading difficult conversations, making decisive actions, and building trust within teams
2. Concrete strategies to address resistance and toxicity while maintaining a positive, student-centered culture
3. A personal action plan to immediately apply courageous leadership practices in their school or district setting

Complaints, investigations, and due process filings are an inevitable part of special education leadership, yet most leaders are not trained in how to respond effectively when situations escalate.

This session provides a clear, practical roadmap for navigating high-stakes situations, including state complaints, OCR investigations, and due process. Presented through the combined perspective of a Special Education Director and a Special Education Attorney, this session demystifies the process and focuses on what leaders need to do in the moment.

Participants will learn how to respond in the critical first 24–48 hours, communicate effectively with stakeholders, and avoid common missteps that increase risk. Grounded in real-world scenarios, this session equips leaders with tools to lead with clarity, confidence, and purpose during challenging situations.

Key Audience Takeaways:
• Clear steps for responding in the first 24–48 hours of a crisis
• Strategies for managing communication with families, staff, and leadership
• Awareness of common errors that escalate conflict and liability

Artificial intelligence is reshaping education, but the most powerful AI strategies are not tech-first, they are human-first. In this hands-on workshop, women school leaders will explore how to leverage AI tools to amplify their impact, reclaim time, and lead with greater intentionality. Through guided activities and real-world scenarios, participants will leave with practical AI skills they can use immediately, grounded in values, equity, and authentic leadership.

1. Identify 3 to 5 AI tools relevant to their leadership role (communication, planning, data, staff support)
2. Apply a human-centered framework for evaluating and integrating AI responsibly
3. Craft at least one AI-assisted workflow or resource to implement the following week

School systems cannot rely on chance to develop their next generation of leaders. Yet many districts promote strong educators into leadership roles without intentional preparation, coaching, or system alignment. This session provides a practical, scalable framework for building the capacity of aspiring leaders through distributed leadership, structured mentorship, and aligned professional learning.

Participants will explore how to design a leadership development pipeline that integrates instructional leadership, operational literacy, culture-building, and systems leadership. Drawing from real district implementation examples, the session will demonstrate how leadership capacity can be embedded into PLC structures, committee work, pathway initiatives, and emerging technology efforts rather than treated as an isolated program.

Attendees will leave with a replicable leadership pipeline model, sample structures for mentorship and coaching, and practical tools for identifying, developing, and sustaining aspiring leaders across roles.

What if the way leaders show up each day directly shapes whether students, staff, and families feel valued, heard, and empowered within a school community? This interactive session explores how internalized leadership habits, particularly those shaped by gendered expectations, can unintentionally influence school culture and limit belonging. Participants will engage with 10 high-impact leadership shifts designed to strengthen clarity, confidence, and presence while creating environments where all voices are genuinely elevated.


These shifts challenge common patterns many women leaders have been conditioned into, including waiting to feel ready before stepping into authority, seeking consensus before providing direction, over-explaining decisions, and prioritizing comfort over clarity. While well-intentioned, these habits can dilute leadership presence, create inconsistency, and unintentionally suppress student and staff voice. Through real-world scenarios and guided reflection, participants will identify where these patterns show up in their leadership and how they impact school culture.


Participants will leave with

1. a clear understanding of the 10 leadership shifts and how they influence belonging and voice.
2. They will gain practical strategies to make confident decisions, communicate with precision, and set clear expectations that foster inclusive environments where all stakeholders feel valued and empowered.

Women in school leadership wear every hat: board liaison, instructional leader, HR, finance, crisis communicator, equity advocate, mentor, often inside the same hour. The standard AI pitch is one more tool. This session is the opposite. It shows how women leaders are bottling their expertise into an agent team that carries some of those hats with them, in their voice.

This walkthrough opens the working setup in action. Megan opens her actual vault and demos the agent team she runs alongside her SpEd leader role. Each agent is built to act in her voice and judgment, drawing on her past work and the daily reflection that feeds it.

The deeper move is reflective practice. A Second Brain plus an agent team makes thinking traceable across time, surfaces patterns the day-to-day blurs, and gives leaders space to reflect before they react. In a job that often forces reaction over reflection, that shift is the practice.

Three key audience takeaways:
1. The "bottle your expertise" frame: which decision patterns are agent-ready, which need living judgment
2. A starter architecture for a leader's Second Brain that an agent team can work from
3. The reflective-practice frame: how an agent team protects time for thinking

In today’s educational environments, leaders are often expected to perform within systems that were never designed for sustainability—resulting in burnout, misalignment, and diminished impact on students and staff.

This session introduces a practical leadership framework that supports educational leaders in identifying internal and systemic misalignment, strengthening their leadership identity, and building sustainable practices that improve decision-making and organizational coherence.

Participants will engage in guided reflection and real-world application to examine how misalignment affects school climate, staff capacity, and student outcomes. Through structured tools and strategies, leaders will learn how to move from reactive leadership to intentional, aligned leadership that supports both effectiveness and well-being.

This session directly supports the development of equity-minded leaders by addressing how leadership clarity, capacity, and alignment influence the creation of inclusive, student-centered systems.

Education leadership requires more than individual excellence; it demands collective strength and inclusive collaboration. This interactive session invites participants to rethink how leadership teams are built and sustained, emphasizing trust, shared vision, mentorship, and allyship.

The session begins with an exploration of common challenges women face in leadership roles, including underrepresentation, limited access to mentorship, and implicit bias. Participants will then reflect on their own leadership journeys and the networks that have shaped their growth.

A central focus will be the dual importance of women mentoring women and engaging male allies. While mentorship among women creates spaces of shared experience, validation, and empowerment, male allies often hold positions of influence that can open doors, amplify voices, and advocate for equitable opportunities. Participants will explore how to effectively partner with male colleagues as sponsors and champions, and how to foster allyship that is authentic and impactful.

The session will also distinguish between mentorship and sponsorship, emphasizing how both women and men can play critical roles in advancing leadership pathways. Through guided discussion and scenario-based learning, participants will learn about the presenter's personal journey to the Superintendency and how every relationship plays a critical role in personal and professional development and advancement.

Engage in dialogue with a full-time wife, mother, daughter, sister, friend and administrator about her leadership journey and personal growth through a mindful strategy of sisterhood. Explore ways to strengthen self and others through a core Filipino value of kapwa, a Tagalog word for community, interdependence, and togetherness that is rooted in consciousness. The session will include storytelling and meaning-making with conversations in small and whole group settings. With sisterhood as a leadership strategy, participants will gain tools to identify and amplify their on-going reflection of self and community.

While organizational charts and systemic biases are frequently cited as the primary obstacles for women climbing the ranks in K-12 administration, an uncomfortable truth remains largely unaddressed: some of the most painful and persistent obstacles women encounter come from other women. Testimonials from across the educational landscape reveal that instead of experiencing mentorship, many emerging leaders encounter gatekeeping, subtle exclusion, and professional friction from female peers and superiors. Why does the climb to leadership so often turn women against one another rather than uniting them?

By diagnosing why women can be uniquely harsh or unsupportive to one another, we can intentionally design a new blueprint for executive behavior. Empowering the next generation requires us to heal the fractures in the current generation, teaching emerging leaders that true professional sophistication relies on collective elevation, not competitive isolation.

3 Key Takeaways

1. Identify the Root Causes of Peer Friction: Analyze the psychological and structural drivers such as the scarcity mindset and systemic isolation that cause women to view one another as threats rather than allies.
2. Deconstruct the "Alpha Support" Paradox: the gap between public performative support & behaviors that shut down emerging talent.
3. Embody "Walking the Talk" in Leadership: Accountable actions that turn public advocacy for women into real-world, everyday support.

Traditional education and leadership were designed for the "average," but the future of education and leadership belongs to those who design for the outliers. In this session, three female leaders in Alternative Education pull back the curtain on how they’ve traded accidental schooling for Unconventional Intentionality. Learn how to move beyond survival mode and build student-driven systems that treat compassion as a rigorous, scientific framework.

In today’s complex and demanding school environment, women leaders are navigating increasing expectations while working to build strong instructional systems and ensure equitable outcomes for all students. This session reframes “grit” as more than perseverance, it becomes a strategic leadership approach grounded in purpose, intentional action, and system-wide impact.

From Grit to Greatness challenges leaders to move beyond doing it all themselves and instead build the capacity of those around them. Grounded in real-world leadership experience and research on inclusive and transformational leadership, this session focuses on how leaders can expand their influence, strengthen systems, and create sustainable change.

Participants will engage in guided reflection, collaborative discussion, and practical planning aligned to real leadership challenges. Activities are designed to support immediate application at the site and system level.

Key Audience Takeaways:

1. Apply at least two strategies to build staff capacity through aligned systems and shared leadership
2. Implement practical approaches to strengthen teacher confidence and improve instructional outcomes
3. Develop a clear framework for designing inclusive systems that support every student through strong Tier 1 practices