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LEADERSHIP DEVELOPMENT
Organizations
❖ Coaching for new leaders within organizations.
❖ Recruitment, selection, and onboarding of top talent.
❖ Internal leadership development and pipeline programs.
Schools & Districts
❖ Principal, teacher, and central office leadership preparation programs.
❖ Recruitment, selection, and onboarding of top talent.
❖ One-on-one coaching for new and struggling principals.
❖ Coaching for new and struggling teachers.
❖ The Principal’s Club Mentorship Program
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LEADERSHIP COACHING & SUPPORT
Organizations
Executive Performance Coaching on the following key elements:
❖ Assist the organizational leader as a resource and coach specifically tailored to
organizational goals, objectives, and outcomes.
❖ Establishing key partnerships with stakeholders to drive change.
❖ Identifying the structures, framework, tools, and resources needed to build capacity across all levels of the
organization.
❖ Leading through a shared mission, collaborative vision, sound and equitable values, and data-driven-oriented
goals.
❖ Examining personal mental models and day-to-day leadership behaviors against a wall of research on
transformational leadership to include: driving for results, action-oriented leadership practices, continual analysis of data, development of and revisions to action plans based on data, driving a team towards results, the ability to challenge organizational norms without losing leadership influence, getting the right people “on the bus”, halting all unsuccessful strategies, and leveraging influence inside and outside of the organization.
Schools and Districts
Executive Performance Coaching as described above and Leadership Assistance in the following areas:
❖ Healthy transitions, including entry planning, onboarding, and transition team services.
❖ Central office communication strategies to all audiences, internally and externally, of the school system.
❖ Comprehensive strategic planning, guiding the direction of the school system or district over a consecutive
period of time.
❖ Ensuring budgets are aligned to district goals.
❖ Ensuring a research and accountability framework is evident across the school system, measuring the academic
return on investments made by the system.
❖ Simple and complex human resources cases from talent acquisition, onboarding, professional development,
evaluation, and exiting.
❖ School board and superintendent facilitation efforts to ensure an effective relationship between both sides.
❖ School board development of appropriate superintendent evaluation methods based on goals.
❖ School board evaluations to ensure governance structures and activity are consistent with best practices.
❖ The Principal’s Club Mentorship Program
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ORGANIZATIONAL IMPROVEMENT
Organizations
❖ Assist organizations in developing internal leadership development
and pipeline programs.
❖ Support organizations (businesses, non-profits, associations) to develop leadership preparation
programs matched with organization goals and targets.
❖ Provide coaching for new leaders within organizations.
❖ Cultural analyses and improvement plans including communication, equity, and staff.
Schools and Districts
❖ Comprehensive needs assessment of all areas, academic and operational, to drive key performance indicators.
❖ Thorough data analysis of specific targets correlated with school system goals across all departments.
❖ Development of the school’s continuous improvement plan, including a comprehensive root cause analysis
determining barriers to goal attainment.
❖ Ensuring curriculum is aligned to instructions and implemented throughout the school system.
❖ Initiative implementation, including planning for change and ensuring sustainability through support.
❖ Ensuring instructional technology initiatives are carefully crafted, implemented, and sustainable.
❖ Creating appropriate blended learning environments based on specific goals.
❖ Preparing for equity/cultural responsive efforts to ensure appropriate planning, training, and implementation
occurs.
❖ Implementation of a continuous improvement plan, coaching, and monitoring.
❖ On-boarding of new teachers.
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STRATEGIC PLANNING & ADVISING
Organizations & Schools/Districts
❖ Guidance on the strategic planning process, including the following key elements:
✦ Consensus on Mission, Vision, and Values;
✦ Assessment of strengths and weaknesses, opportunities, and risks;
✦ Identification of external trends, events, and factors;
✦ Identification of strategic priorities;
✦ Goals and objectives with measurable time-framed targets; and
✦ An implementation plan.
❖ Development and execution of performance management tools to provide clear direction and regular
monitoring and feedback on operational performance, including individual and group performance, team communication, workplace satisfaction, ongoing learning and development, and peer-review surveys.
❖ Reviews of draft operational documents, policies and procedures, and strategies.
❖ Contribute to background analyses and recommendations.
❖ Assistance for a variety of select clients with sales, marketing, or branding strategy to determine how best to
accomplish strategic goals.
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SPEAKING REQUEST
Organizations & Schools/Districts
We have conducted presentations at the international, national, state, and local levels at
conferences, workshops, and in-services on the following topics:
❖ Equity and Access
❖ Leadership for Equity
❖ Strategic Leadership
❖ Strategical Financial Planning
❖ Collaborative Leadership
❖ Instructional Leadership
❖ Closing the Achievement Gap
❖ A Focus on Regaining the Male Population
❖ Education and Prison Reform
❖ Transition Programs
❖ Diversity in the Workplace
❖ Work-life Integration
❖ Mentoring
❖ Goal Setting and Reaching
❖ Professionalism and Career Advancement
❖ Talent and Retention
❖ Establishing a Positive Work Culture
❖ Entrepreneurism
❖ Overcoming failures
❖ Minority challenges and support
❖ Leading in Humility
❖ Building a Brand
❖ The Power of Networking
❖ Talent and Retention
❖ Redemption
❖ Servitude