Imagine you’re a newly promoted principal, replacing a principal who left the job after only one year. Right before your first staff meeting, you’re confronted with a challenge with which you have no experience: A teacher comes to you in great distress because she’s being bullied by a fellow teacher. If you’re uncertain how to proceed, you’re not alone. Finding a more efficient way to help current and aspiring K-12 leaders is crucial because there’s a silent crisis undermining school reform. Low-achieving, high-poverty schools face twice the annual leadership turnover rates of other schools — and they generally fill positions with the least experienced leaders (Beteille, Kalogrides, & Loeb, 2011). More than 60% of urban superintendents cannot recruit or retain qualified principals (Darling-Hammond, LaPointe, Meyerson,