A client called today asking for advice. We’ve partnered with his district office team over the years on hiring principals and executive leaders. The trust we’ve built with each other comes from taking a good hard look at candidates for who they are beyond their resume. We haven’t missed once. That’s why he called.
This Assistant Superintendent for HR has become used to nailing it every time when hiring leaders. Getting this right makes everything else happen as a unified team. Get it wrong and everyone sinks into mediocrity or builds silos.
This time he needs an amazing middle school principal to bridge the gap with students and staff between elementary and high school. Tween-agers (and middle school staff) will eat average for lunch, so this has to be done right.
The catch? The four remaining candidates are internal.
In this case, we quickly agreed the best thing for this hiring decision is letting my team be another set of eyes and ears. HR can select only one person for the top job and will have to live with the other three. What’s the best way to carry on with all four?
After the decision is made, the new principal will get interview feedback and coaching as the new building leader. The other three will get feedback as an investment to improve their chances for next time. Everyone wins. HR gets objective intel on the candidates, the new principal can stand tall in a balanced decision, the other three get career coaching, and the students get a champion for learning.
Life is a team sport. How can another set of eyes and ears help you choose a champion?