The most valuable assets of a school aren’t on the financial balance sheet. So how do you measure and leverage them to grow?
We're sharing a deep-dive course on, "Data Strategies to Grow," at the National Business Officers Association (NBOA) 2020 Annual Conference in Orlando this week to answer that question and provide guidance on how to create an integrated approach for more effective strategic planning.
It kind of sounds like a joke--school leaders from Catholic schools, Christian schools, and independent nonreligious schools walked into a bar.... Actually it was a training room at Woodward Academy in Atlanta where we were Getting R.A.D. (Radically Against Dysfunction)
That's the real joy of our work, supporting the growth goals of educators who have the courage to make hard decisions and develop the disciplines of effective school leadership.
The words "Strategic Plan" often strike fear in the heart of a head of school, principal, or superintendent because they've suffered through the nightmare of a planning approach that miserably fails to recognize and strengthen the complex relationships that comprise a school.
Some management consultants think that a long weekend visit is all that's required to learn about your school and print a plan, but your work is more valuable than that. Your people deserve better!
Surviving and even thriving through a time of leadership change is one of the biggest challenges for school administrators and boards. Maintaining a healthy school culture is hard enough without the dysfunction that creeps into the organization during such transitions.
We posted a new video in our webinar series on, "The Biggest Challenges to Grow," that is focused on how to sustain momentum during the leadership search process. In our R.A.D. Campaign (Radically Against Dysfunction), we've created some practical guidance to help you grow even when the tension and stress are high.
In our research on the biggest challenges that are limiting school growth, administrators expressed a growing concern about improving faculty morale, including how to deal with negative attitudes.
Advancing the culture is part of the role for every school leader, and it requires understanding how to set clear expectations, defining and enforcing culture-building habits, and improving hiring/re-hiring practices to ensure alignment with the mission, values, and goals.
C.D. is the head of a large organization that includes a school, a church, and other community service groups. He has experienced some difficult transitions over the last few years but he's actually grown through these challenges to become a stronger leader.
On a call last week C.D. shared, "What you've taught us about talent and culture has transformed our entire organization--not just the school. Actually, this has changed my life!"
The relationship between educators and business leaders will grow even stronger when there is mutual respect for the expertise that each brings to the table.
Advice from business executives to school leaders is pervasive, driven by the assumption that schools wouldn't be so "abysmal" if only administrators would learn to apply the habits and techniques that are so common in the "real world."
The comments from board members, parents, or others usually sound like this :
This isn't a one way street, however! What can business leaders learn from school leaders? Quite a bit, actually!
Using the School Growth system for growing schools, Daniel Breen has successfully led Sacred Heart Cathedral School (Knoxville, TN) through a season of transformation. Under his guidance they achieved 94% re-enrollment, exceeded their new enrollment goal with a waiting pool, surpassed their fundraising targets, and student academic results were the highest in years.