Principal Office Hours

Summary: Superintendent Sue Lemon shares her journey, insights, and leadership wisdom honed during her tenure at Rosedale Union Elementary School District. Taking the helm right before the COVID-19 pandemic, Sue discusses the importance of community, structured hiring, and effective communication. She delves into how she navigated school closures, embraced input-driven decisions, and championed a student-centered culture. Sue offers invaluable advice on leadership, the power of asking questions, and cultivating a servant's heart. Join host CT Leong in uncovering the nuances of leading with humility and courage in education.

Key Takeaways:

• Student-Centered Hiring Practices: Rosedale Union Elementary School District prioritizes hiring staff with a strong commitment to student-centric approaches, using specific interview techniques to ensure alignment with the district's values.
• Leadership Development: Sue emphasizes the importance of nurturing potential leaders within the district through mentorship, structured collaboration, and continuous professional growth.
• Crisis Management: The episode highlights the critical role of transparent and frequent communication during crises, as evidenced by Sue's approach during the pandemic.
• Decision-Making Framework: Sue discusses the importance of recognizing different types of decisions—those made by staff, by herself, and collaboratively—and the value of input from all levels.
• Trust and Humility: Trusting one's instinct, acknowledging mistakes, and being willing to adjust strategies as needed are key elements of effective leadership.

Chapters:

0:00

Building a Family Atmosphere in Rosedale Union Elementary School District

7:00

A Journey from Teacher to Superintendent Guided by Faith

13:15

Navigating School Closures and Reopenings During a Pandemic

19:41

Leadership, Decision-Making, and Learning from Mistakes

23:42

Systematic Leadership Development and School-Wide Collaboration

26:59

The Importance of Collaborative Decision Making in Leadership

Connect with Dr. Jim: linkedin.com/in/drjimk

Connect with CT: linkedin.com/in/cheetung

Music Credit: Shake it Up - Fesliyanstudios.com - David Renda



Join us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.

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Summary:

Dr. Jim and Steve Salerno, Superintendent of Mount Horeb School District, chat about K-12 education leadership. With a focus on reducing educator turnover, Steve shares his 30-year journey and the strategies that reshaped his district's culture. Learn how data-driven decisions, intentional leadership development, and aligning comp and benefits foster stability, hope, compassion, and trust.

Key Takeaways:

• Leadership Stability is Crucial: Effective leaders at the building level are essential for improving teacher retention and student outcomes.
• Data-Driven Decision Making: Utilizing tools like Gallup's StrengthsFinder aids in recruiting and developing leaders aligned with the district's goals.
• Cultural Transformation: Honest assessments and collaborative efforts among staff to reset expectations and improve the school's culture are vital.
• Resource Alignment: Ensuring competitive compensation and benefits packages through operational referendums can stabilize the workforce.
• Persistent, Purposeful Development: Continuous professional development tailored to individual strengths is key to sustaining high performance.

Chapters:

00:00 Introduction and Today's Topic

00:31 Meet Steve Salerno: A Leader's Journey

01:22 The Importance of Building Leadership

04:03 Intentional Growth and Development

05:11 Using Data for Leadership Development

10:23 Focusing on Principals for Better Outcomes

13:06 Transforming School Culture

20:41 Engaging the School Board and Community

27:00 Conclusion and Key Takeaways

Connect with Dr. Jim: linkedin.com/in/drjimk

Connect with CT: linkedin.com/in/cheetung

Connect with Steve Salerno: 608-437-7010, https://www.mounthorebschools.org/ ic Credit: Shake it Up - Fesliyanstudios.com - David Renda



Join us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.

Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary:

Join host Dr. Jim as he sits down with Evan Wittenberg, Chief People Officer at Pivot Bio, to discuss navigating leadership in challenging environments. They chat about building managerial discipline, fostering learning agility, and the significance of developing internal subject matter experts. Evan shares his insights from various industries, highlighting the importance of embedding cultural values and collaborative learning. Listen in to uncover actionable strategies for strengthening leadership capabilities and fostering a growth-oriented culture in startups and beyond.

Key Takeaways:

• Develop Management Capability: Even in fast-paced startup environments, it's crucial to focus on building robust people management skills among emerging leaders.
• Internal SME Utilization: Leveraging and spotlighting internal subject matter experts can enhance collaborative learning and standardize best practices across the organization.
• Systems Thinking: Encouraging managers to adopt a systems-thinking approach can help them see beyond immediate problems and consider broader organizational impact.
• Dual Career Paths: Establishing both people-management and technical expertise tracks can help retain talent and foster growth without forcing upward mobility.
• Leadership Behavior: Effective leadership is about behaviors aligned with the company’s values and culture—managers must model and reward these behaviors within their teams.

Chapters:

00:00

Evan Wittenberg's Leadership Philosophy Shaped by Global Adventures

03:12

Building Resilience and Strategic Discipline in Leadership

05:04

Learning Agility and Leveraging Experience in Leadership Development

08:15

First Principles in Agriculture and Business Sustainability

09:15

Vetting Learning Agility in Executive Hiring

12:17

Developing Effective People Managers Through Systems Thinking

17:20

Building Collaborative Leadership and Cross-Functional Development

21:17

Developing Leadership Skills Through Intentional Actions and Behaviors

29:59

Balancing Career Paths: ICs Versus People Managers

33:07

Building a Growth Mindset Organization Through Core Human Values

34:50

Prioritizing Solvable Problems in Startups for Organizational Effectiveness

36:21

Building Leadership Depth Through Collaborative Learning

Connect with Dr. Jim: linkedin.com/in/drjimk

Connect with CT: linkedin.com/in/cheetung

Connect with Evan Wittenberg: linkedin.com/in/evan-wittenberg-b47250

Music Credit: Shake it Up - Fesliyanstudios.com - David Renda



Join us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.

Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary:

Dr. Jim and Jennifer Akoma, VP of People and Stewardship at Android Industries, dive into transforming high churn rates by refining hiring and onboarding processes. Jennifer shares her experiences of navigating crises, implementing applicant tracking systems, and shifting from temporary staffing to a more strategic talent acquisition approach. Discover how integrating data-driven decisions and better forecasting led to longer employee retention and more effective teams. Essential for HR leaders grappling with high turnover in high-volume environments. Tune in for actionable insights on building high-performing teams during challenging times.

Key Takeaways:

• Centralized Recruitment and Data Utilization: Implementing an applicant tracking system and focusing on HR analytics can help identify inefficiencies and reduce reliance on expensive external recruiters.
• Strategic Use of Temp Agencies: Use temporary staffing agencies as a supplemental tool for specific scenarios like seasonal work or special projects, rather than a primary resource.
• Enhanced Onboarding and Training: A strong onboarding process and proper training for first-level leaders can significantly improve employee retention, particularly within the critical first 30 days.
• Collaborative Problem-Solving Approaches: Partnering with operations teams and being ready to pivot strategies as necessary are vital for addressing high churn rates efficiently.
• Long-Term Thinking Over Short-Term Fixes: Consistently resorting to short-term solutions leads to long-term pain points; focusing on sustainable, long-term strategies is essential for stable growth.

Chapters:

00:00

Breaking the Cycle of High Employee Turnover

02:22

Scaling HR Operations Amid Crisis in the Automotive Industry

10:08

Optimizing Talent Acquisition by Reducing Reliance on Temp Agencies

14:34

Navigating Hiring Challenges in the Automotive Industry During COVID

23:19

Strategies to Improve Employee Retention in the First 30 Days

27:46

Transforming High Churn Environments Through Data-Driven Hiring and Onboarding

Connect with Dr. Jim: linkedin.com/in/drjimk

Connect with CT: linkedin.com/in/cheetung

Connect with Jennifer Akoma: linkedin.com/in/jmakoma

Music Credit: Shake it Up - Fesliyanstudios.com - David Renda



Join us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.

Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary:

Dr. Jim explores how tight alignment between the community, school board, and district leaders can enhance educator retention and student outcomes. Joined by Casey Nye, Superintendent of DC Everest Area School District, they discuss the importance of board stability, community involvement, and a formal culture of listening and action. Learn how proactive solutions, transparent communication, and fostering leadership at all levels have driven success in this Wisconsin district. Don’t miss insights on building strong partnerships and the board’s role as door openers.

Key Takeaways:

• Board Stability and Leadership Trust: Establishing a consistent and supportive school board is crucial in allowing district leadership to actively and confidently implement strategies for educator retention.
• Community Engagement: Creating strong ties with the community helps in gaining the necessary support and resources to address both student and educator needs effectively.
• Data-Driven Decision Making: Regular feedback through stay and exit interviews, alongside formal and informal listening sessions, enables the district to stay attuned to emerging trends and challenges.
• Growth and Professional Development: Providing opportunities for continuous learning and leadership roles from within helps retain educators by fostering a culture of professional growth and recognition.
• Support Structures: Introducing specific roles like student support teachers and mental health navigators helps address behavioral and mental health issues, creating a more manageable and supportive environment for teachers.

Chapters:

00:00

Retaining Educators Through Community and School Board Alignment

03:27

Community Engagement and Board Stability in Educational Leadership

07:56

Addressing Educator and Administrator Shortages in Wisconsin Schools

14:50

Empowering District Leadership for Proactive Solutions

23:02

Empowering Educators and Students Through Leadership Opportunities

25:31

Building a Listening and Action Culture in School Districts

Connect with Dr. Jim: linkedin.com/in/drjimk

Connect with CT: linkedin.com/in/cheetung

Connect with Casey Nye: [email protected], https://www.dce.k12.wi.us/

Music Credit: Shake it Up - Fesliyanstudios.com - David Renda



Join us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.

Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary:

In this episode of the HR Impact show, Dr. Jim interviews Melissa Hinshaw, Executive Director of Organizational Development at Lone Star College. Melissa shares her experience in transforming the culture of the organization and emphasizes the importance of bottom-up feedback in building a strong culture. She discusses the challenges of executing a large-scale transformation and offers insights on prioritizing initiatives and overcoming resistance. Melissa also highlights the significance of communication and connection in making cultural change stick. Tune in to learn valuable strategies for building and sustaining a positive organizational culture.

Key Takeaways:

Building a transformative organizational culture requires bottom-up feedback and the inclusion of diverse perspectives from all organizational levels.

To foster lasting change, it's essential to align cultural initiatives with strategic organizational goals and maintain a clear line of communication.

Creating a steering committee can help to maintain momentum and ensure ongoing management and evolution of cultural initiatives.

Melissa's journey from a Lone Star College student to an executive showcases the importance of understanding various stakeholder perspectives in implementing effective organizational development strategies.

Resistance to change is a natural part of the transformation process, but a focus on engaged stakeholders rather than naysayers can keep the initiative on course.

Chapters:

0:02:44 Melissa explains the size and scope of Lone Star College and the challenges of building a culture in such a large organization.

0:06:28 Melissa shares the importance of experimentation and innovation in a large organization and how to maintain an innovation mindset.

0:11:03 Melissa reflects on the importance of bottom-up feedback in the cultural transformation at Lone Star College.

0:16:23 Prioritizing areas of opportunity based on strategic initiatives

0:24:58 Hearing out perspectives and validating them against organizational beliefs

0:27:16 Involving stakeholders to develop cultural beliefs and values

0:29:18 People-driven transformation is key for success

Connect with Dr. Jim: linkedin.com/in/drjimk

Connect with CT: linkedin.com/in/cheetung

Connect with Melissa Hinshaw: linkedin.com/in/melissa-hinshaw-4771b220

Music Credit: Shake it Up - Fesliyanstudios.com - David Renda



Join us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.

Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary:

Matt Dyason, VP of HR at Stash, shares his insights on how to be a better problem solver in HR and how to sharpen HR strategy. He emphasizes the importance of understanding the business strategy and aligning HR programs to support it. Matt breaks down the people experience into three pillars: people, programs, and technology. He highlights the significance of building trust and creating a safe space for employees to learn and innovate. Matt also discusses the importance of mapping out the employee journey, identifying choke points, and leveraging technology to optimize HR processes.

Key Takeaways:

1. Understanding the business strategy is crucial for HR to build effective people programs.
2. Building trust and creating a safe space for employees to learn and innovate is essential for success.
3. Mapping out the employee journey and identifying choke points can help optimize HR processes.
4. Technology should be aligned with business requirements and not used as a band-aid solution.

Chapters:

[0:03:20] Three pillars of HR: people, programs/processes, and technology

[0:04:27] Building trust and creating a safe space for teams

[0:06:07] Dealing with failure and learning from mistakes

[0:08:29] Importance of root cause analysis and data in problem-solving

[0:10:40] Optimizing the people experience through touch points

[0:12:58] Journey mapping and tailoring processes to specific needs

[0:14:49] Technology should be implemented incrementally, not as a fix-all solution

[0:18:43] Problem-solving approach: mapping, data assessment, and refinement

[0:19:01] Leading with empathy and trust to improve HR function

[0:19:45] Mechanisms for success and self-service

Connect with Dr. Jim: linkedin.com/in/drjimk

Connect with CT: linkedin.com/in/cheetung

Connect with Matt Dyason: linkedin.com/in/matthew-dyason-8660495

Music Credit: Shake it Up - Fesliyanstudios.com - David Renda



Join us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.

Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary:

In this episode of the HR Impact show, Dr. Jim interviews Jim Boebel, superintendent of the Platteville School District, about attracting and retaining top talent in rural school districts. They discuss the importance of building strong relationships within the community, aligning hiring practices with the district's mission, and fostering a collaborative environment for educators. Jim shares insights on how their district focuses on student learning, uses data to drive improvement, and supports the well-being of their staff. This episode offers valuable lessons for leaders in any industry looking to build high-performing teams.

Key Takeaways:

• Effective talent strategy in rural education requires a strong alignment with the district's mission and vision.
• Collaborative efforts and community relationships are key strengths that can be leveraged to enhance education in rural districts.
• A well-structured hiring process and ongoing professional development are critical in retaining and developing educators.
• Observational learning and data-driven approaches are used in conjunction to dynamically improve teaching practices.
• Despite the challenges of the profession, creating a supportive, collaborative environment can mitigate educator burnout and stress.

Chapters:

0:00:00 Introduction to the challenges of attracting and retaining talent in rural school districts

0:03:22 The complexities of serving multiple constituencies in a school district

0:05:17 Innovative approaches to serving students and the community with limited resources

0:08:10 The role of mission and vision alignment in the hiring process

0:12:41 Ensuring success and setting up new hires for success through collaboration

0:15:34 Collaboration and continuous improvement contribute to educator well-being

0:21:52 Building strong relationships and community support is crucial for rural school districts

Connect with Dr. Jim: linkedin.com/in/drjimk

Connect with CT: linkedin.com/in/cheetung

Connect with Jim Boebel: [email protected]

Music Credit: Shake it Up - Fesliyanstudios.com - David Renda



Join us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.

Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary:

Kadiatou Cesaire, Vice President of Global Human Resources and Talent Development at the Atlantic Council, joins the HR Impact Show to discuss how HR can be the "good guys" in organizations. She emphasizes the importance of treating people well and aligning their values with the mission of the organization. Kadiatou shares her strategies for fostering alignment and shared responsibility between leaders, employees, and HR. She highlights the need for active listening, training, and accountability to build trust and create a culture of growth and development. Kadiatou also discusses the challenges of managing change and the importance of tailored training for managers at all levels.

Key Takeaways:

• Aligning values: It is crucial to ensure that the values of individuals align with the mission of the organization.
• Active listening: HR professionals must actively listen to the concerns and challenges of employees and leaders to build trust and understand the needs of the organization.
• Change management: Managing change requires a systematic approach, including training, feedback, and accountability, to overcome challenges and ensure successful implementation.
• Tailored training: Providing tailored training for managers at all levels helps develop their skills in conflict resolution, unconscious bias, partnership management, and leadership.
• Building trust: Building trust requires relationship-building, regular check-ins, and creating space for open communication and feedback.

Chapters:

[0:02:36] Importance of fostering alignment and shared responsibility in organizations

[0:06:01] Challenges of managing a global workforce

[0:08:23] Change management and adapting to shifts in the workforce

[0:10:28] Practicing active listening and problem-solving

0:13:14 Importance of constructive conversation and accountability in organizations

0:16:08 Providing management training for leaders at all levels

0:21:05 Building trust and credibility as an HR leader

0:24:59 EQ and empathy as critical components of HR management

0:27:31 Contact information for further discussion

Connect with Dr. Jim: linkedin.com/in/drjimk

Connect with CT: linkedin.com/in/cheetung

Music Credit: Shake it Up - Fesliyanstudios.com - David Renda



Join us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.

Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary:

Discover how Dr. Dana Monogue, Superintendent of Middleton Cross Plains Area School District, achieves a 90% retention rate. Learn about key initiatives like "build your own" strategies, the impact of effective leadership, and the vital role of listening to staff and students. Dr. Monogue shares actionable insights on building a coaching culture, flexible PTO policies, and succession planning, even for smaller or less resourced districts. Unpack how a collaborative approach and a focus on talent diversity contribute to creating a thriving educational environment. Join Dr. Jim and Dr. Dana for a deep dive into successful retention tactics in education.

Key Takeaways:

• Listening as a Strategy: Engaging with students, families, and staff through focus groups, surveys, and one-on-one meetings can surface critical insights to inform retention strategies.
• Flexible Policies: Implementing flexible PTO policies and professional development days can significantly enhance employee satisfaction.
• Grow Your Own Programs: Establishing pathways for high school students and current employees to pursue careers in education helps build a robust talent pipeline.
• Coaching Culture: Building a culture where all levels of staff receive coaching can improve leadership quality and retention rates.
• Community Collaboration: Smaller districts can benefit from collaborating with neighboring districts and local universities to enhance their talent strategy.

Chapters:

00:00

Driving Employee Retention in Top Wisconsin School District

03:00

Strategies for Retaining and Attracting Diverse Talent in Education

12:00

Innovative PTO and Professional Development Policies in Education

15:00

Innovative Strategies to Build and Retain Educational Talent

18:45

Developing Leaders and Building a Coaching Culture in Education

28:00

Collaborative Strategies for School District Succession Planning

30:09

Building Trust and Retention Through Leader Visibility and Engagement

Connect with Dr. Jim: linkedin.com/in/drjimk

Connect with CT: linkedin.com/in/cheetung

Connect with Dana Monogue: linkedin.com/in/dana-monogue-b2b089197

Middleton Cross Plains Area School District: https://www.mcpasd.k12.wi.us/

Music Credit: Shake it Up - Fesliyanstudios.com - David Renda



Join us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.

Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact