✓ Quality - It’s the standard to which we hold ourselves and what others deserve from us.

✓ Integrity -We are honest with each other and our clients.

✓ Humility - We remain humbly confident in our own capabilities and expertise.

✓ Authenticity - Each of us plays a unique part in fostering a community of involvement and inclusion.

Our Process

to creating a culture built on values and performance

1) Develop the Commitment

Evaluate the alignment of the current culture with the strategic or improvement goals, and overall, with the organization's collective sense of greater purpose.

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2) Map out the Culture

Draft as a community or as representatives, a "blueprint" of the desired values and the associated behaviors behind each. Work guided by the Purpose, Culture Snapshot and intended outcomes.

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3) Integrate the Values

Design and implement a plan for integrating the Values into the current systems of communication, recruiting and hiring, rewards & recognition, and accountability or performance management.

4) Sustain the Discipline

Develop an organizational dashboard that includes culture and performance metrics and a governing structure linked to the Senior Leadership Team.

What people are saying

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Having a people-centric culture, that is, one that nurtures your employees and your students-parents, can help your school system stand out from the competition. If you are new to the superintendency and/or your board and team is ready to go to the next level, consider speaking with Rich. We were impressed by our experience and hope to work with him and PeopleInk again.
— Dr. Tim Markley, Superintendent of New Hanover County Schools and chair of the "big eight" leadership group, the largest school districts in North Carolina.
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As a new school, I wanted everyone to be able to clearly explain our culture and mission. I also wanted something to unite our school and to be able to create a great place for our kids to learn and grow and a great place to work for our staff. Built-on-Values provided a clear structure and guidance to do this deep work. The process has pushed us to grow a lot as a staff.
— Tammy Finch, Director of The K-8 Expedition School. An early client and one of the highest achieving schools in the state. *See Case Studies page.
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Teacher turnover is much more than a pipeline, preparation, and pay issue. It is an organizational alignment issue. Great schooIs are a reflection of their culture and/or community. Principals, including great ones, come and go. I know this having spent my life in education. Rich knows this well too and he is not just talking about it. He is doing something about it!
— Dr. Charles Coble, international leader on teacher preparation and development, and former Education Commission of the States VP

Who we serve

State Ed Chiefs

Distributing today’s evidence-based leadership model, through a customer-service framework.

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Heads of School

Creating & sustaining inspiring places to work and learn.

Superintendents

Elevating systems through shared leadership, starting with the central office team.

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Leaders in Higher Ed

Developing Moral Leadership.

The partnership

Leading Schools Forward (2017)

Results include an over eight hundred percent increase in employee enthusiastic loyalty (eNPS), a perfect site-assessment score, a complete reversal in employee turnover, an increase of every (24) Gallup measure of parent engagement, and dramatic jumps in student achievement.

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People Ink (1999)

Healthcare, Technology/Engineering, Financial Services, Airlines, Hospitality & Leisure, Nonprofit, and Higher Education client sample.

How we help

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Create the ideal workplace

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Attract and keep top talent

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Create an engaged workforce

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Provide great customer service

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Outperform the competition

Establish great teams

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Instill a deep commitment

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Bring forth the best in people

About Us

We offer institutions and systems the capacity to create & sustain great places to work and learn.

As a former educator and leader, Rich knows well the reality that great managers are rare (1:10, Gallup) and that principals/superintendents/chiefs come and go frequently (3-5yrs, LPI). He began the journey to LSF ten years ago, for the purpose of helping to bring evidence-based leadership to traditional top-down education institutions in return for significantly higher levels of resilience, employee loyalty, customer satisfaction, & performance. Organizational excellence.

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Insight

Organizations with engaged employees outperform others by 47% to 202%. (Watson-Wyatt Research)

Purpose Synopsis

The single most important requirement for the creation of higher levels of trust (the catalyst behind performance) for any organization is to discover or rediscover the higher purpose of the organization. 

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Leadership Synopsis

It doesn't matter if an organization has a singular purpose if the leadership doesn't understand it and seek to serve it.

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Engagement Synopsis

Engagement is an individual's sense of purpose and focused energy, evident in the display of personal initiative, adaptability, effort and persistence toward organizational goals. 

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Get a Free Consultation

1.919.525.1954 | rich@leadingschoolsforward.org