What are the obstacle to achieving large scale reform? I believe that the continuous change in leadership has a severe impact on school and district improvement. In order to have program coherence and focus on skills and leadership we depend on the district superintendents to create that shared vision. What policies or support systems do we need in order to ensure that when leadership changes previous successful reform efforts are identified, maintained and continue to be supported? Yet we would like to ensure that a new leader has some flexibility to be innovative.
Unlike the other stakeholders (most) teachers do not leave. They might transfer from one district to another and some go on to become Administrators, but they remain in the field of education. So how can we empower them to articulate their needs and challenges? Most importantly be an active partner in transforming the system?

What strategies are you currently using which are experiencing success? Creating shared experiences and finding ways for all stakeholders to agree on the questions.