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Coaching, performance excellence, and continuous improvement are areas often  highlighted in What’s Right. Three coaching examples include:

“‘Get them to think.’ It’s the only way people learn.” Atul Gawande and his coach, Robert Osteen

“I am a coach. You can count on me.” Dr. Janet Pilcher

“Everyone needs a coach.” Bill Gates

One opportunity we have at Studer Education is to work with aspiring leaders in school districts. These aspiring leaders are individuals who may have self-selected to move into leadership roles or they may have been identified by their respective leadership teams as having some of the skills and qualities often possessed by great school leaders. Our work with them is supported by evidence-based leadership and evidence-based classroom learning frameworks, which provide the methodology needed to move teacher performance from good to great.

Unfortunately, rarely do leaders spend the time necessary to determine what it takes to build greatness. This post celebrates aspiring leaders who made the time to work toward greatness and their leadership teams who made the time and the investment to develop the next generation of their district’s leaders. As one of the aspiring leaders said at the conclusion of last month’s session, “Coaching is a large part of being a successful administrator.” Coaching and reward and recognition of high performers were echoed across the leaders’ key takeaways from the session:

…Emphasize keeping high performers and work on creating more high performers.

Recognize high performing teachers

Focus on retaining high performing teachers–re-recruit, recognize, ask what [I] can do [for them] as a leader

Provide specific advice and feedback; use scenario-based examples; evidence-based conversations

Round with employees

Performance conversations for providing feedback to high performers

These aspiring leaders are high performers and they are learning strategies for recruiting and retaining high performers. One strategy that may be identified in response to the question mentioned above, “What can I do for you as a leader,” is to provide high performers with opportunities for engagement with one another and for professional development. Not surprising, this group of aspiring leaders mentioned this, too, in their suggestions for improving the session… “more time…,” “additional opportunities…,” “more websites…,” “more time to listen…,” “more and more often.” Celebrating great teachers and great leaders who embrace learning and make the time for it.





Aspiring Leaders Session coached by Drs. Janet Pilcher and Robin Largue, Jan 2014.

Our mission at Studer Education is to help education systems achieve measurable results that produce positive outcomes in student achievement, employee engagement, support services, and financial efficiencies and productivity. Visit us online at http://studereducation.com. Studer Education is a division of Studer Group, ranked for the sixth straight year on the Best Small and Medium Workplaces by Great Place to Work® and a recipient of the 2010 Malcolm Baldrige National Quality Award.