Shifting to Fit

A volume in Educational Leadership for Social JusticeSeries Editor Jeffrey S. Brooks University of Idaho Denise E. Armstrong Brock University;Ira Bogotch Florida Atlantic University; Sandra Harris Lamar University;Whitney H. Sherman Virginia Commonwealth University; George Theoharis Syracuse UniversityWhile social identity challenges probably confront all school administrators the authors focus on a doublymarginalized leadership population-Black female principals-whose experiences are rarely tapped. Basedon lessons from this study and the literature reviewed the authors think that leadership preparation programsshould give prospective administrators opportunities to gain knowledge and develop skills relevant to navigating their leadership identities.In the age of accountability and with the pressures placed on the education system to ensure the success of all students school leaders are underconstant scrutiny. The appearance speech body language and interactions of principals with students parents teachers and community members aredissected. Stretching to satisfy expectations many principals find themselves trying to conform to a predefined image. Work pressures like these proveimmeasurably intense for many Black women. Society has subscribed to certain beliefs about different groups and these beliefs affect the rolesresponsibilities and identities of the individuals. They can have a positive or negative influence.Many principals have created professional identities that they have fine-tuned and learned to steer. Trial and error has helped them learn identity-fittingtechniques while other principals may still be learning how to effectively manage people address supporters and nonsupporters and be politicallysavvy. Regardless of how they develop their identity principals work toward inventing and brandingthemselves fulfilling public identities (e.g. caregiver) and trying out new identities such ascommander-and-chief. Black female principals must navigate their identities as bicultural beings withdifferent stakeholder groups and within work spaces that are traditionally geared to monocultural Whitemales.