How well is your school organized to inspire and animate your people?

In partnership with pioneer People Ink, we provide schools and districts the proven framework and guidance to build and sustain strong cultures; and in return, to make lasting improvements to their performance and realize their most important goals. No empty mission statements here. People before strategy. Behavior is the greatest source of advantage. How strong (or sustainable) is the spirit of your people, achievement of your students, and satisfaction of your parents? Please watch this two minute explainer video:

As a result of continued, low long-term student growth rates (ranked 17th internationally) and related high teacher/principal turnover, we expect the culture leadership model to become the national standard in education. The Council of Chief State School Officers (CCSSO) recently committed and after thirty years, it is the norm among the highest performing organizations and greatest places to work in the world. 

Self-governing requires each individual to step up and lead, to take responsibility both for their own work and for the performance of others... It is the most efficient way to get everyone on the same page, aligned to organizational values and goals, and doing the right thing to achieve them. Compliance is about surviving; self-governance is about thriving.
— Summary findings from LRN’s 2016 How Report

Educational Leader Summary presentation of Built on Values® for Schools, a proven framework to creating a thriving and sustaining workplace culture

People Before Strategy

Behavior is the greatest source of advantage

Principal turnover is very common and costly. Student progress (growth) often drops for 1-2 years following and takes 3-5 years total to return to original levels assuming the new principal stays (3.6 year average) long enough. The "drop" in school momentum is a result of increased teacher turnover, more difficulty recruiting, and teacher resistance to future improvement efforts. Principals also cost an estimated $75,000 to recruit, hire and on-board on top of the $3,600-$8,400 (non-urban/urban) per teacher. - How well does your culture align with your strategic goals? 

Initial Results, Testimonials, and Kudos

The 2016 HOW Report, by LRN (CCSSO Partner)

Values-inspired organizations do, in fact, outperform.

Validated by The Center for Effective Organizations, University of Southern California

A Culture for Learning

An investigation into the values and beliefs associated with effective schools

The Hay Group's Study of 134 schools and over 4000 teachers.

A People- or Values-Centric Workplace

Does a leader need to be the smartest person in the organization to achieve growth and customer satisfaction?  No. In fact, being the smartest person in the organization can actually impede growth.

A people-centric organization focuses on the individual and liberating his or her innovative power. This principle is based on a belief that people want to be creative and that an organization must provide them with a setting in which they can express their creativity.

A people-centric culture emphasizes transparency and openness, and therefore also trusts in employees. In its recruitment process, people-centric organizations place a great deal of emphasis on hiring the right people—people who can manage in a challenging environment and where there is a high level of empowerment. Many of the organization's offerings to its employees in the form of education are voluntary, and employees can decide whether to opt in. Each year, the organization removes unnecessary bureaucratic features in order to give each employee more freedom and to facilitate communication and collaboration between colleagues.

Empowered organizations have tremendous competitive advantage because they have tapped into levels of energy and commitment which their competitors usually have difficulty matching.  A recent study of people-centric organizations showed them outperforming the average by 10:1 over a fifteen year period. 

School improvement has traditionally focused on strategy and culture separately.  We don't:

Our Approach

We help you create a sustainable environment where faculty and staff members are inspired by a desire for significance and encouraged to act as leaders regardless of role. Mission-driven schools. More specifically, we help you and your leadership team to:

  • Enlist all faculty and staff in a commitment to a shared purpose-inspired mission that speaks to them as individuals, ignites their passion, and unifies them in a meaningful endeavor.
  • Instill a deep commitment to values and a set of standards to which people at all levels of the school can hold themselves accountable.
  • Build healthy, sustainable interdependency and connectedness among administrators, teachers, staff, students, parents, board members, and community members.
  • Create space by carefully promoting freedom from traditional constraints like hierarchy, and filling that space with carefully nurtured freedom to express oneself, experiment, and exercise leadership.

The framework helps committed leaders shed their school's traditional authority hierarchy in return for significantly higher levels of resilience, faculty and staff loyalty, parent satisfaction and student achievement.