تَصَّور مُقترَح لتَخطيط التَعاقُب القيادي بمدارسِ التَعليمِ الثَانَويِ الصناعيِ بمُحَافظةِ المِنُوفية في ضُوء نَمُوذَج النِجمة السُباعي لرُوثويل

The current research aims to present a proposed vision for planning leadership succession in industrial secondary schools in Menoufia Governorate in light of Rothwell's seven-pointed star model by identifying the reality of leadership succession planning in industrial secondary schools for male and female teachers, in light of Rothwell's model of leadership succession. To achieve the research objectives, the researcher relied on the descriptive approach; The questionnaire was used as a study tool. The original community from which the study sample was derived consisted of teachers in industrial secondary schools in Menoufia Governorate, and their number reached (3596) in the academic year 2024/2025 AD. A sample was randomly selected from them, amounting to (348) male and female teachers. The research reached a set of results, the most important of which is that the reality of leadership succession planning in industrial secondary schools in Menoufia Governorate was generally average, with a disparity in practice between the dimensions of Rothwell's seven-pointed star model. The "Preparing and Qualifying Teachers" dimension ranked first, while the "Evaluating the Performance of Leadership Succession Planning Programs in Industrial Secondary Education" dimension ranked last. The research also revealed the presence of obstacles to effective leadership succession planning, including administrative and organizational obstacles, human obstacles, technological obstacles, and financial and material obstacles. There were also statistically significant differences in the responses of sample members attributed to some demographic variables. The research also developed a proposed vision for leadership succession planning in industrial secondary schools in Menoufia Governorate, based on Rothwell's seven-pointed star model, including its objectives, starting points, characteristics, components, implementation mechanisms, requirements and obstacles to its implementation, ways to address implementation obstacles, and indicators of its success. The research also reached a set of recommendations, the most important of which are the following:

The necessity of developing a long-term training plan for male and female teachers. Industrial secondary education and preparing them for future leadership positions, thus developing future leadership succession plans.
The need to establish training centers dedicated to strategic planning to prepare leaders for future development in technical and industrial education schools.
Providing an objective assessment system to identify candidates for leadership succession, using scientific criteria related to professional capabilities and skills.
The need to apply administrative information technology to implement leadership succession planning procedures and train first-line leaders on the use of this technology.