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This paper aims to provide a framework for the development and implementation of educational administration programs that encourage practitioners and educational administration faculty to push application and preparation beyond reproducing tendencies of the status quo as well as to open education to the potential of embracing silenced or marginalized learners.

Two programs developed and implemented by the Department of Educational Management and Development (EMD) at New Mexico State University are described and discussed. The programs are reviewed to show the gradual but significant transformation to a social justice content beginning with the more traditionally‐aligned program in educational administration, the Community College Leadership Doctoral Program (CCLDP), and concluding with a detailed description of the Educational Leadership Doctoral Program (ELDP), a leadership program that unites traditional educational administration curriculum with social justice inquiries of power and privilege.

The detailed information attempts to teach practitioners and educational administrators how to gain entry into institutional power structures so communication, collaboration, and reform can occur.

The paper provides the tools to survive in existing systems and the awareness to see inequalities. The capability of creating change in educational environments expecting a business‐as‐usual‐paradigm is also discussed.

Superintendents’ agency in the US is shaped by governance systems within education systems. These Education Governance Systems have been in a state of flux and experienced turbulence for twenty years. The professional challenge this research addresses is how do 14 credentialed educational professional African American women superintendents with doctorates and track records of school improvement, navigate the turbulence to empower families, and Empower Young Societal Innovators for Equity, Renewal (EYSIER), Social Mobility, and Peace.

This chapter identifies three aspects of a theory of knowledge to action to emerge from the empirical evidence presented. First, African American women superintendents need to know how to access policy and legislation, how to stay up to date with policy and need to be empowered to challenge policy. Policy has the back of African American women fighting institutionalised racism. Second, African American women superintendents need role models, and mentors with wisdom who can create proactive and mobilising networks across the state and the nation to advocate for and to support the teachers’ and leaders’ professional learning to be the best teachers, leaders and superintendents they can be. Finally, the African American women superintendents who have been self-selecting, or identified as potential future superintendents by current superintendents and schoolboards, need to be part of succession planning that transcends the short elected lives of district school boards. Newly incumbent African American women superintendents need to be empowered by Education Governance Systems to enable them to deliver on their manifestos and track records of outstanding school improvement with the impact strategies they were employed to implement. The impact strategies include promoting high-quality home–school engagement and ensuring all students learn how to learn, are culturally sensitive, ask good questions and solve problems as Young Societal Innovators for Equity and Renewal. The chapter recommends a network of African American women superintendents implements this theory of knowledge to action and that their work is documented, and if successful in optimising students’ learning, and outcomes, disseminated to build capacity for EYSIER.