Opt In / Point of Choice

​

Collegiate Academies

December 16th, 2020

🔥🔥🔥

​

​

​

🔥🔥🔥

​

​

​

Imagine a team where...

Every individual engaged in those 2-3 key behaviors.

New hires.

Returners.

Leaders.

​

How does this benefit students?

Imagine a team where...

Every individual engaged in those 2-3 key behaviors.

New hires.

Returners.

Leaders.

​

Imagine a team where...

Every individual engaged in those 2-3 key behaviors.

New hires.

Returners.

Leaders.

You will not be successful here unless… you are willing to choose and grow in these key behaviors every single day.

​

Choose and grow in… not “exhibit perfectly”

A quick model...

I want to share with you what has made our top performers most successful and what has led to some people leaving or not working out here:

• What has made our top people most effective is that they love our standards aligned curriculum that allows them to really dig into the craft of teaching. They love to intellectually prep and pour themselves into making their execution and delivery bring to life their passion and real world connections in the content. These things make them highly effective in their jobs.
• Secondly, our top performers love working in a place where we see every child as having potential and put the work on ourselves to find solutions for meeting the needs of our students. Our teachers love to provide all of the interventions our students need. This takes work and they are committed to it. I have to be honest, that is more demanding than in other places, which brings me to...

​

You should know why people have either left or not worked out here:

• Our folks hustle after their own growth. They aren’t just responding to feedback, they are driving their own development by finding new opportunities to push themselves. Because we serve all students, our teachers go beyond what is typical and provide extra supports and interventions to our students. This can be a challenge for folks and has caused some folks to make the determination that this isn’t the right team for them.
• Our folks are always solutions oriented. You won’t find staff complaining in the breakroom. You’ll find them problem solving. You won’t find excuses for why something didn’t happen. You’ll find humility and growth to make something happen the next time. You’ll find collaboration and not cattiness. This standard has meant that we’ve had to part ways with some folks over the years for the benefit of our team.

​

If you want to work here, you would be saying that you want to do the things our top performers do. That you want to show up that way and want a team that shows up that way. And you are also committing to saying: I’m going to work hard to avoid the behaviors that have led to staff leaving because I can see they are not productive for students and the team. And I’m going to hold my teammates to that standard too.

​

​

​

Opting In v. Opting Out =

What we are really talking about

Leadership is faster than cloning

​

​

Aligned Resources

Behavioral Analysis Template. Our Principals in Residence used this last year to isolate their key behaviors. They then used those key behaviors to design selection processes.

Example Selection Design based on behavioral analysis (Talent Team-specific).

Materials for Principal Succession:

• Successor Principal Training: initial staff conversations
• Successor Principal Training: determining who to ask back

9

Hiring and New Hire Engagement

Community of Practice

December 2020

Point of Choice

An opportunity for full transparency in a way that empowers the candidate to opt in.

Point of Choice

1. Give offer & communicate belief in candidate.�
2. Frame transparency in offering a choice.�
3. Describe 1-2 things that may be challenging for the candidate.�
4. Give time for the candidate to opt in. 

Hiring Competencies

Form Competencies

• Strong interviews start with core competencies that we want to assess in each candidate
• We form competencies by looking at our highest performers and seeing what skills and mindsets they have in common.
• We also look at what skills they had when they came to the role, vs. what they were able to learn on the job (potential vs skill)

​

Form competencies

And the research says...

Build a Competency Based Interview Process

Run a standardized interview

Sell...honestly!

And the research says...

Build a Standard Interview Day

• Structured interviewing means using the same interviewing methods (questions and tasks) to assess every candidate applying for the same job
• While unstructured interviews consistently receive the highest ratings for perceived effectiveness from hiring managers, dozens of studies have found them to be among the worst predictors of actual on-the-job performance- even worse than personality tests!
• Structured interviews mitigate bias
• Most predictive of candidate success in the role

​

​

Finalist Experience

• Candidate Experience
• Craft 2 statements you’d want each candidate to say after their finalist interview with you
• Examine your finalist interview with those 2 statements in mind. Where are you living those statements out? Where are missed opportunities?
• What is 1 action you/teammate can take to make that statement realized in your interview day?

​

Finalist Experience

New Hire Engagement

The time a candidate signs, through the first 3 months of the school year, are the most vulnerable times for mid-year resignations in our network. Planning for new hire engagement helped us reduce loss during this time.

Between hire and start date:

​

What is 1 simple action you can take to keep new hires engaged on a monthly basis for the time period between hire and start date?

1. A task someone else can take, or one that is already in your workstreams
2. Ex: copying them on a newsletetr
3. Ex: Sending a book that the whole staff is reading
4. Pairing them with a teacher as a “new hire buddy”. That teacher plans to reach out 1X a month with something authentic- pics of kids, notes about classroom, etc

​

During first months on the team

1. 1:1’s with your staff before Thanksgiving break

New Hire Engagement

Sample 1:1 agenda

• Tips for strong questions
• Planning and preparing
• Utilizing your leadership team

Q&A

All Resources From Today

Finalist Day Vision of Excellence

Point of Choice Recording- sample

AF Finalist Interview Guide

Guidance on 1:1s

​

​