I help international schools fix teacher training, recruitment, and leadership.

With 25+ years in education across Asia, I know what schools, teachers, and unis really need. I connect the dots between policy, strategy, and people — and get things moving.

Let's talk if you want to grow your teacher pipeline, build smarter CPD, or expand in Asia
.
My passion is to drive educational innovation, harnessing technology to enhance online and offline learning experiences. I hold an NPQH, a PGCE, and an M.Ed in Educational Leadership and Administration.

We also provide academic support to students planning to attend boarding schools in the UK, US, and Australia and help UK schools enter and succeed in the Chinese market.

John Woodberry

The best international schools don’t obsess over results. They obsess over teachers.

Because when teachers thrive,
students do too.

But too many schools get this backwards.
They focus on:
• Inspection reports
• IB scores
• Marketing brochures
• Campus upgrades
Important?
Yes.

But none of those create a great school.

Great schools are built when leaders:
Pay great teachers properly. Talent retention beats constant recruitment.
Protect culture fiercely. One toxic adult can damage an entire staff.
Create psychological safety. Teachers innovate when they feel safe.
Cut unnecessary meetings. Time is a teacher’s most valuable resource.
Promote leaders, not managers. Schools grow when leadership spreads.
Listen to the quiet voices. Some of the best ideas come from introverts.
Be kind to people. Tough on problems. Relationships sustain schools.

Because in the end:
Students don’t experience strategy.

They experience teachers.

And teachers experience leadership.

Founder @ Red Dragon Education | International Teacher Training

It’s not about being in more meetings.
It’s about deciding which rooms genuinely need you.
The moment that clicks, the workload drops — and your impact rises.

In international schools, it’s easy to default to being the Doer.

Stepping into behaviour issues.
Solving timetable conflicts.
Responding to parent emails.
Jumping into operational detail.

Then you move into Manager mode.

Driving accountability.
Running meetings.
Monitoring performance.
Translating strategy into action.

But the real shift is becoming the Leader.

Setting direction for the whole school.
Building systems that outlast you.
Developing middle leaders.
Protecting time for strategic thinking.

If your calendar is full of updates and operational check-ins...

You’re probably operating below your level.

The hardest transition in school leadership isn’t capability.

It’s restraint.

Choosing not to be in every room —
Only the ones where your presence changes the outcome.

Look at next week’s calendar.

Are you leading the school...

Or managing the day?

Curious — where are you operating right now?

undefined undefined

Need to make a move?
Get in touch: https://linktr.ee/pgce

Not sure about your next move in 2026? 
Get in touch: https://linktr.ee/pgce

Want to lead others and get a great job? 
Get in touch: https://linktr.ee/pgce

Unsure where 2026 is heading for your teaching career? Internationally recognised teacher training might be the leverage you’re missing. https://linktr.ee/pgce

If 2026 feels vague, that's a signal, not a problem. 
Upskilling through international teacher training creates that. https://linktr.ee/pgce

Still seeking clarity on your next teaching move in 2026? 
QTS gives you control, not hope. https://linktr.ee/pgce

2026 won’t magically sort itself out. 
International teacher training is how smart teachers open doors globally. https://linktr.ee/pgce

Many teachers drift into 2026. The smart ones prepare. The International PGCE and QTS pathways matter. https://linktr.ee/pgce

Uncertain about your next step? 
Teacher training isn’t a detour; it’s a multiplier. https://linktr.ee/pgce

2026 rewards qualified, mobile teachers, not wishful thinking. 

International training changes the game. https://linktr.ee/pgce

If career momentum matters to you in 2026, invest in training that schools actually respect. https://linktr.ee/pgce

The question isn’t where you’ll be teaching in 2026. It’s whether you’ll be qualified to choose. https://linktr.ee/pgce

2026 rewards qualified, mobile teachers, not wishful thinking. International training changes the game. https://linktr.ee/pgce

PHASE Conference Presenter

TAE40116 Certificate IV in Training and Assessment

We offer a range of online courses designed to enhance the qualifications of aspiring teachers and leaders. In partnership with leading universities, we provide pathways for careers in international education.
IPGCE / IQTS / QTS / PGCE / MA Leadership / MA Education / NPQs

Helping teachers get qualified through the partner universities: IPGCE, IQTS, MA, QTS Assessment Only and IQTS. We've worked with over 1000 teachers to realise their dreams of finding a great job.

Co-Founder

Set up the company and worked with a range of local and international schools in providing education solutions including:

- Tutoring
- Academic support 
- Revision courses
- A-level lessons and examinations 
- Professional teacher placement 
- School tours
- Boarding school advice
- Entrance exam preparation

Founder

Director

My main focus was to help with the students' academic achievements across the secondary school. I was helping grow the school from 200 to 1200 students in 5 years of service. After joining the school I quickly assumed more responsibility and helped lead a tutor group team of 15 staff. 

Worked in both the secondary and primary section of the school in the following disciplines as a classroom teacher:
- Geography
- PE
- Science 
- Economics

Deputy Head of School

Working across the high school in Geography and PE

Head of Geography

Most leaders don’t need another framework.
They need emotional control.
Every time there’s pressure, we rush to:
• OODA Loop
• DMAIC
• 5 Whys
• First Principles
• Decision Trees
• Six Thinking Hats

We collect frameworks like trophies.

Meanwhile...

Under pressure, you don’t rise to your frameworks.

You fall to your emotional maturity.

I’ve seen principals with every model memorized...

…who still snapped in meetings.

I’ve seen leaders trained in Six Sigma…

…who still made fear-based decisions.

Pressure doesn’t test your knowledge.

It tests your nervous system.

Frameworks are useful.

They only work after you regulate yourself.

Before you pull out a decision tree, ask:

→ Are you calm?
→ Are you reacting… or responding?
→ Are you protecting your ego or solving the problem?

No model fixes a triggered leader.

Emotional discipline does.

What has pressure revealed about your leadership?
👇

No alternative text description for this image

International teachers don’t grow from theory.
They grow from their mistakes.
Yet we design PD like this:

📚 Theory
📚 More theory
📚 Even more theory

Workshops.
Frameworks.
Models.

All safe.

All tidy.

But the real progress?

It happens when:

• A lesson bombs.
• A classroom strategy flops.
• A parent's email goes wrong.
• A cultural misunderstanding forces reflection.

International schools say we value growth.

But do we actually create space for failure?

Or do we just celebrate polished success?

If we want stronger teachers, we need fewer perfect slides...

And more honest conversations about mistakes.

What's one teaching mistake that made you better?

Your 1:1 isn’t supportive.
It’s surveillance.

If it starts with:
“What’s the update?”

If you’re checking your phone.

If you cancel it the moment things get busy.

That’s not mentoring.

That’s monitoring.

And your staff can feel the difference.

In international schools we talk about:
Wellbeing.
Coaching.
Professional growth.

But then we turn the one protected space for trust
into a performance audit.

Try this instead:

Start with wins.
Protect the slot.
Name one blocker.
End with one clear next step.

If your 1:1 feels tense,
it’s not the workload.

It’s the way you’re leading it.

Over the past 3 days, I had the pleasure of meeting many incredible leaders. What sets #LYIS apart is its inclusivity and openness — not just words, but lived values.

Happy International Women’s Day.

Terri Pham, M.Ed. Tammy Lewis Bui, Andrea Stanberg, Maria Knox, Haena Seongsin Kim, Rowena Minney 🚀,  Donnah Ciempka, Lisa Thorpe, Amulya Malaki, Shaina Neal M.Ed, Martina Meneghetti, Grainne O'Reilly O'Reilly, Sophie Brandsar M.EdLead  M.Ed Lead, Christine Carey

I once sat in the public gallery at Parliament.
And listened to Tony Benn speak.
He commanded the floor.

I didn’t know it at the time, but this speech would stay with me for years.

Not because it was loud.
Not because it was political theatre.

But because it was principled.

Tony Benn spoke about power — and who it truly belongs to.

He asked questions that still echo today:

• What power have you got?
• Where did you get it from?
• In whose interests do you use it?
• To whom are you accountable?
• And how can we get rid of you?

Sitting there, I realised something:

Leadership isn’t about authority.

It’s about accountability.

Years later, those questions still guide how I think about business, public service, and responsibility.

Some speeches fade.

Some shape you.

This one did both.

What’s a speech or moment that has stayed with you?

“Just be kind.”
That’s the advice given to school leaders.
But kindness, on its own, is not leadership.

In international schools, kindness without standards creates:

• Confusion
• Inconsistency
• Culture drift
• Quiet resentment

Real leadership isn’t soft.

It’s clear.

It’s holding people accountable — fairly.
It’s making tough calls — transparently.
It’s protecting students — unapologetically.

The best school leaders I’ve seen aren’t “nice.”

They’re kind and courageous.

And courage is what makes kindness credible.

If you lead a school:

Are you protecting harmony...

Or protecting standards?

Everyone talks about the cost of hiring teachers.
Hardly anyone talks about the cost of losing them.
Yes, recruitment is expensive.

Ads.
Interviews.
Onboarding.

But the real cost is invisible.

When teacher turnover is high:

Students lose continuity.
Teams never fully come together.
Leaders spend months recruiting instead of improving learning.

And something deeper slowly disappears.

The culture.

Because great schools aren’t just systems.

They’re communities.

And communities are built on relationships.

Relationships take time.

Some staff turnover is healthy.

But when it becomes constant, schools stop growing — they start resetting.

Again and again.

Retention isn’t just an HR issue.
It’s a lesson not learnt issue.

Leading Reason a teacher/leader leaves an international school?

Add others below in comments

Excellent session with Donnah Ciempka on the role of trust in school communities. Trust remains one of the most underestimated drivers of school culture. 

When it is strong, everything moves faster. 

When it is weak, every decision becomes harder.

Always valuable to learn from the experience of others.

#LYIS #ISPHanoi

Yesterday, a mechanic fixed my car... and didn’t charge me.
No invoice...No payment request...Just a note.

It said:
"I knew you had to take your kids to school early tomorrow.
I didn’t want you to be without a car.
Message me when you see this."

That’s it.

No pressure.
No demand for payment.

Just trust.

It made me think about something bigger.

Economists talk about “high-trust societies.”

Places where people assume others will do the right thing —
even when no one is watching.

Where deals move faster,
communities feel safer,
and businesses grow stronger.

But those societies don’t appear magically.

They’re built through small acts of trust, repeated thousands of times.

Like a mechanic fixing a car before asking for payment.

He didn’t just repair a vehicle.

He invested in trust.

And trust compounds faster than any marketing strategy.

To that mechanic in KL — thank you.

You reminded me that the strongest businesses
are built on something simple:

Trust first. Money second.

Ambition is a problem in international schools.
Not because it’s bad.
Because it makes many people uncomfortable.

I’ve noticed a pattern.

The more ambitious you are in an international school...
the more you get “managed.”

You’re told to:
“slow down”
“be realistic”
“fit the culture”

But let’s call it what it is:

👉 A system that rewards stability over excellence.

7 frameworks every international school leader should know in 2026.
Not from education.
From leadership and organizational psychology.

Yet they can transform how schools lead, collaborate, and grow.

Here are a few that I keep coming back to:

1️⃣ Start With Why (Simon Sinek)
If your team can't explain why your school exists, alignment becomes impossible.

2️⃣ The 70–20–10 Learning Rule
70% learning from experience
20% from coaching
10% from training

Most schools still invest almost entirely in the 10%.

3️⃣ The Trust Triangle
Trust is built through:
• Authenticity
• Logic
• Empathy

Remove one, and leadership credibility disappears.

4️⃣ Tuckman’s Team Development Model
Forming → Storming → Norming → Performing → Adjourning

Many leaders panic during storming.
But conflict is often the gateway to high performance.

5️⃣ The Johari Window
Great teams surface blind spots through feedback and openness.

6️⃣ Energy vs Impact Matrix
Not every struggling staff member needs support.
Sometimes the issue is fit, not effort.

7️⃣ The RAPID Decision Model
Clear decisions require clear roles:
Recommend • Agree • Perform • Input • Decide

Without this, schools drift into endless meetings and unclear ownership.

International schools are complex organizations.

Sometimes the best leadership tools come from outside education.

𝗪𝗵𝗶𝗰𝗵 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗳𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸 𝗵𝗮𝘀 𝘀𝗵𝗮𝗽𝗲𝗱 𝘆𝗼𝘂𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁?

Stop leading your school like a farmer.
International schools aren’t corn.
They’re complex ecosystems.

The farmer's mindset sounds wise:

Be patient.
Nurture quietly.
Accept the seasons.

But here’s the problem.

Schools don’t have the luxury of waiting for “next season.”

Parents won’t wait.
Boards won’t wait.
Enrollment won’t wait.

In international education, you don’t just water and hope.

You design the climate.

You remove toxic soil fast.
You change what isn’t growing.
You act before the storm hits.

Patience is important.

But passive leadership is expensive.

The best international school leaders don’t just nurture.

They build.

They intervene.

They decide.

And sometimes?

They replant the entire field.

What kind of leader do you aspire to be?

1100 educators in one place.
All focused on one thing in Bangkok:
better outcomes for students.

Delighted to be at EARCOS in Bangkok — easily one of the best teaching and learning conferences in the world.

Educators from across Asia are here sharing ideas, challenges, and best practices.

This is what great professional learning looks like:

• open conversations
• practical strategies
• global perspectives

If you're here too, come say hello.

And if you want a free mug,
you’ll find us at Booth 10 ☕

Always great to connect with fellow educators.

Most schools think teachers leave for better pay. They don’t.
Salary gets them in the door.
Leadership and culture decide if they stay.

You can offer:

• Professional growth
• Work-life balance
• Competitive packages

But if leadership is inconsistent, unclear, or political...

None of it matters.

Teachers don’t quit countries.

They don’t quit students.

They quit leadership.

And here’s the uncomfortable part:

Schools that blame “market conditions” often have an internal culture problem.

Strong leaders create stability in unstable regions.

Weak leaders create turnover in perfect markets.

Vote in the poll.

But I’m more interested in this:

What’s the real reason teachers leave your school?

Let’s talk honestly.

Most aren’t burned out because of teaching.
They’re burned out because of all the distractions.
I am the world's worst at faffing about doing everything except work. 

Data.
Emails.
Admin.
Reports.
Meetings.
Meetings about meetings.

Some days it feels like there’s no time left for actual teaching.

So here are 8 ways international school teachers can stop “faffing about” and focus on what really matters:

1️⃣ Deep Focus
Block 30–90 minutes daily for uninterrupted planning or grading.

2️⃣ Self-Motivation
Reconnect with why you became a teacher in the first place.

3️⃣ Prioritization
Do the highest-impact task first, not the easiest one.

4️⃣ Proactive Communication
Clarify expectations early with colleagues and leadership.

5️⃣ Adaptability
International schools change fast — flexibility wins.

6️⃣ Collaboration
Share resources instead of reinventing the wheel.

7️⃣ Continuous Growth
Read, observe colleagues, try new strategies.

8️⃣ Emotional Intelligence
Your relationships with students matter more than perfect lessons.

Teaching internationally is one of the most rewarding jobs in the world.

But only if you protect your time and focus.

📌 Which one do you think teachers struggle with the most?

Are you the leader nobody respects?
Some of the behaviours we criticise...
Are sometimes exactly what schools need.

The “Gatekeeper”?
Standards require friction.

The “Process Police”?
Clear systems prevent chaos.

The “Status Stalker”?
In high-stakes environments, silence isn’t reassurance.

We say: “Choose trust.”

Yes.

But trust without clarity is Lord of the Flies.

In international schools:

Safeguarding matters.
Compliance matters.
Standards matter.

Respect doesn’t come from being hands-off.

It comes from being intentional.

The question isn’t control vs trust.

It’s fear vs clarity.

Where do you draw the line?

A primary school parent once asked me a question I’ll never forget.
“Will my child get into Cambridge?”
Fair question.

But it wasn’t the one that mattered most.

The better question is this:

Will your child become more curious?
More compassionate?
More courageous?

In international schools, it’s easy to chase:

📊 Results
🏆 League tables
📈 Growth metrics

But the real mission isn’t performance.

It’s a transformation.

Leadership in international education isn’t about producing perfect transcripts.

It’s about shaping globally-minded humans.

And the things that matter most?

They’re often invisible.

Years later.

If you lead a school, ask yourself:

Are we optimising for impact...

Or for legacy?

A strong school leader has a low ego and is therefore not afraid to seek team members' opinions. Diversity of thought makes for strong team performance. Nobody knows it all. 

What can we learn from high-performance sport?

Co-founder & CEO at Flash Pack 🌏 Social adventures for solo travelers. Follow for daily posts on building a career and life with purpose.

On a mission to create 1 million meaningful friendships using the power of travel. 

In 2014, I founded a boutique adventure company called Flash Pack that connects solo travellers aged 30-49 across the globe. 

I was in my 30s:
 
➤ Stressed with work. 
➤ Not quite nailed what I wanted to do. 
➤ Friends were busy, getting married & having kids

I wanted to get away for some fun & an adventure. 

But when I researched the market, there was nothing for me, just: 

a) Party packages for budget backpackers in their 20s.
b) Slow but luxurious options for retirees in their 60s. 

I wanted something in between:

✨ A dynamic adventure. 
✨ People at my stage of life. 
✨ A boutique hotel, not a hostel! 

And Flash Pack was born 🌏 

Fast forward 10 years… 

🗺️ We offer all the classics, as well as bucket list trips. 
🗺️ From Portugal, to Japan, Australia, and beyond! 

Our trips are 100% hassle-free. We sort the incredible people, handpick the experiences, hotels & guides. And we OBSESS over  the group dynamic, ensuring those connections feel natural. All you need to do is turn up! 

So far, we’ve created: 

✨100,000 friendships
✨With 80% of travellers staying connected after trips. 

But the journey has been FAR from linear. 

Diwali 2020: COVID forced us to close the business & we lost everything. 
Diwali 2021: we relaunched Flash Pack 2.0. 

Today, we’re stronger than ever. 

↳ A global team of 90.
↳ A +400k strong community. 
↳ A £7.5M raise to expand our mission. 

What took us 4 years pre-COVID, has taken 2. And we’re just getting started!

Follow for more of the journey, as I scale Flash Pack 2.0 - sharing the mistakes & the lessons, whilst championing the importance of human connection, women’s empowerment & diversity in entrepreneurship 🩵

Want to explore our life-changing trips? ⤵ 
🌐 Head to FLASHPACK.COM 

– 

For media, press or speaking inquiries: radha@flashpack.com

For soul-warming content ⤵
📽️ @flashpack on Instagram 
📽️ @flashpacktravel on TikTok

Radha Vyas

Fragile people don't last at startups.

Here's how I spot them in interviews.

I ask one question: "Tell me about a significant personal obstacle you've had to overcome."

And then I watch.

The ones who’ve stayed within their comfort zone panic. They scramble for something that sounds impressive but safe. A project that "didn't go to plan." A team that "had challenges."

Nothing real. Nothing that cost them.

But the ones who've actually been tested? They go quiet for a moment. Then they tell me something true.

A failure that still stings. A setback that changed them. A moment they weren't sure they'd recover from.

That's what I'm listening for.

Not the obstacle itself. The way they talk about it.

Do they own it or blame others? Did they learn or just move on? Are they embarrassed or honest?

Startups will humble you. The market won't care about your CV. Your plan will fall apart in ways you didn't know were possible.

And when that happens, I need people who've been humbled before.

Not broken by it.

Rebuilt by it.

🍀 Repost if your setbacks made you startup-proof.

👋🏽 I'm Radha Vyas, CEO & Co-Founder of Flash Pack. We connect solo travellers on life-changing social adventures.

Follow for daily posts on the journey!

A friend turned down a weekend away recently.

Not because she was busy. Not because of money.

"I'm just really protecting my peace right now."

A week later, she told me she regretted it.

I've been thinking about that ever since.

Somewhere along the way, we all got very good at boundaries. At saying no. At curating our lives down to only what feels comfortable.

And the correction was necessary. Years of people-pleasing will do that to a generation of women.

But I'm starting to wonder if some of us have over-corrected.

I see women in their 30s and 40s with lives so optimised, so protected, that there's no room left for friction.

No awkward dinners. No spontaneous plans. No friendships that require effort.

Just... quiet.

The problem is, connection has never been frictionless.

The best friendships often come from saying yes when you're not sure. From showing up tired. From being in rooms where you don't know anyone.

Peace is worth protecting.

But not at the cost of becoming unreachable.

🍀 Repost if you've ever said no and wished you hadn't.

👋🏽 I'm Radha Vyas, CEO & Co-Founder of Flash Pack. We connect solo travellers on life-changing social adventures.

Follow for daily posts on the journey!

A friend turned down a weekend away recently.

Some of my closest friendships started in an office.

The person you message 20 times a day about nothing. The one who makes the hard meeting bearable just by being in the room. The one you debrief after something satisfying or completely absurd happens.

Work friends know a version of you your real friends never see.

The stressed version. The ambitious version. The version that cares too much about a project that won't matter in six months.

They witness your small wins when no one else even knows you were trying.

And then one of you leaves.

And sometimes the friendship survives. You make the effort. You text. You meet for dinner and realise you still have things to talk about beyond the job.

But sometimes it just... fades.

Not because it wasn't real.

But because it lived inside a context that no longer exists.

I don't think that makes it less meaningful.

I think it makes it honest.

Some friendships are for a season. Some are for a career. Some become the people you call twenty years later.

All of them count.

🍀 Repost if a work friend became a real friend.

👋🏽 I'm Radha Vyas, CEO & Co-Founder of Flash Pack. We connect solo travellers on life-changing social adventures.

Follow for daily posts on the journey!

You meet someone on a trip.

Three days later, they know more about your life than colleagues you've worked with for years.

There's something about being far from home.

The usual small talk doesn't last long. You skip past the surface stuff. You end up talking about the divorce, the career you're not sure about anymore, the thing you've never said out loud.

Maybe it's the unfamiliar surroundings. Maybe it's knowing you might never see them again. Maybe it's just that you're both a little untethered from who you are back home.

Travel friends see you without the context.

No job title. No history. No role you're supposed to play.

Just you, figuring out a map in a language you don't speak. Or crying at a view. Or admitting something you've been carrying for months.

I've watched strangers become friends in 48 hours.

Not because they had things in common on paper.

But because they were both open at the same time, in the same place.

That doesn't happen often in regular life.

We're too guarded. Too busy. Too stuck in the version of ourselves other people expect.

Travel strips that back.

And sometimes the friendships fade when you get home. Sometimes they don't.

But the conversations stay with you either way.

🍀 Repost if a stranger on a trip became a friend for life.

👋🏽 I'm Radha Vyas, CEO & Co-Founder of Flash Pack. We connect solo travellers on life-changing social adventures.

Follow for daily posts on the journey!

No one is hiring your CV.

They're hiring the story it tells.

If you're changing careers in your 40s, your job isn't to apologise for your path.

It's to connect the dots for people who can't see them yet.

Here's how to find your unique proposition:

→ Identify what's consistently set you apart (not what you think sounds impressive — what people actually come to you for)

→ Translate your skills through the lens of your new field (you're not starting over — you're redirecting)

→ Understand what your new industry actually needs (then position your experience as the solution)

→ Craft one clear sentence that explains why your background is the advantage

Your story doesn't need to be linear.

It needs to make sense.

And you're the only one who can tell it.

🍀 Repost if you've ever been told your career path is "unconventional" like it's a bad thing.

👋🏽 I'm Radha Vyas, CEO & Co-Founder of Flash Pack. We connect solo travellers on life-changing social adventures.

Follow for daily posts on the journey!

The most dangerous hire?

Someone who's never failed.

Not because they're unlucky. Because of what it usually means.

They've played it safe. Stayed in their lane. Only taken on things they knew they could win.

That's not excellence. That's comfort zone management.

And comfort zones don't survive startups.

When I interview someone with a spotless record, I get suspicious. No failures. No gaps. No mess.

It looks impressive. But it tells me they've been optimising for safety, not growth.

They've chosen certainty over risk. Every time.

And that's a problem. Because startups are pure risk. You'll try things that don't work. Launch things that flop. Make calls that turn out to be wrong.

If your entire identity is built on not failing, what happens when you do?

I'd rather hire someone who's failed publicly, learned painfully, and came back stronger.

They've already proven the thing that matters most:

They can survive being wrong.

🍀 Repost if leaving your comfort zone taught you more than staying in it.

👋🏽 I'm Radha Vyas, CEO & Co-Founder of Flash Pack. We connect solo travellers on life-changing social adventures.

Follow for daily posts on the journey!

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