Kyle Palmer is the principal of Lewis and Clark Elementary School in Liberty, MO. Kyle was a presenter at the Model Schools Conference in Atlanta, GA. Here are the handouts from his session: Presentation and PDF It’s about relationships, not programs. Transformed school in last year. Competition with others helps him be better. Let’s not change the world, let’s just do our best. Fostering belief in staff. Growth mindset. Katie Lawson, principal extraordinaire. Need to know the "why" behind everything. The Art and Science of Teaching Angela Rosheim - Genius hour in the library, received grant of $8,000 of $10,000 of available resources, makerspace. Focusing on being ready for the future. Project Lead the Way - STEM Solution for schools. Moving away from the sage on the stage mentality. How to be a transformative principal: Looking into yourself first, before looking at others. Please take a moment to rate this podcast in iTunes or on Stitcher.  Ready for a Modern Web Site for your school? Simple School Sites is the place to go for high quality Wordpress sites specially designed for schools. Please follow me on Twitter: @jethrojones for the host and @TrnFrmPrincipal for the show. Buy Communication Cards Show notes on TransformativePrincipal.com Download Paperless Principal.  New Episode of @TrnFrmPrincipal

Brian Edmister is the principal of Genesee Valley Elementary School in Genesee Valley New York. Brian was a fellow participant of the Model Schools Conference. Attended many different colleges to complete his degree. Design your own session. Standards based grading. Must create your culture before you change anything. When you create a grade, you create a label. Giving the kids a chance to be in charge of their own learning. Schools Attuned Giving teachers permission to fail at something. 1 page of all academic, 1 page of social development on report card. Levels of access can be unlocked with badges for showing digital citizenship. Robot Farm Allowing kids to demonstrate proficiency. Communication build trust. How to be a transformative principal: Build culture. Please take a moment to rate this podcast in iTunes or on Stitcher.  Ready for a Modern Web Site for your school? Simple School Sites is the place to go for high quality Wordpress sites specially designed for schools. Please follow me on Twitter: @jethrojones for the host and @TrnFrmPrincipal for the show. Buy Communication Cards Show notes on TransformativePrincipal.com Download Paperless Principal.  New Episode of @TrnFrmPrincipal

David Long, CEO of My Employees. Started the company from Author of Built to Lead: 7 Management R.E.W.A.R.D.S Principles for Becoming a Top 10% Manager.. This book is amazing, and I learned a ton from talking to David. He is a businessman, and not an educator, but he is really on point here. Top 1% in all three industries he has participated in, so topics relatable to all industries. Employee recognition programs. It’s not just plaques for employee recognition. It is normal to procrastinate, forget, or otherwise delay awards and recognition for employees. Great intentions last only 3 months. Recognize 2 people from each department. 20% or higher growth per year because of this employee recognition. Employee recognition is the greatest way to get people to buy into your vision for the school. Teachers will only be successful if the kids are successful, so we need to make our teachers and kids successful. Metrics for schools: Don’t want it to be a popularity contest! Measure what you are already using. Recognition has to be administered every 7-10 days. Employee recognition reminder chart. - Digital Version Recognize everyone 3 times a month! If you can’t find something to recognize them for, you’re dropping the ball as a leader. We do not outgrow the desire to be shown that we are significant. If teachers don’t feel like they are part of the team, they want to leave you. Two reasons people want to leave your school: 1) Not getting recognition or 2) the leader is forcing them to work with incompetent people. You have to show the teachers that they matter. People will listen to you because you care. You will lose good people sometimes if you focus on them Many employees receive no recognition for months at a time. Find as many metrics as you can. Demotivator: not using metrics to determine employee recognition, i.e., If someone comes in late and leaves early every day, and you reward that person. Don’t make recognition about "It’s this person’s turn." 80/20 rule. Recognize top 20% of each department. Part 2 Student engagement surveys for teachers. Simplistic questions: How well do you feel the teacher teaches…? How well do you feel your teacher encourages you…? (What would be good) Interview and assess what the kids are getting from their teachers. Metrics he uses: Dollar/ticket, renewal sales, how many calls they answer, answering the phones by the third ring, Kaizan - continuous improvement, monitoring something causes the production of it to increase by 10 percent. TEDxCSDTeachers - increase attendance by 10%. shoutoutcards.com - stubs or something to remind you of what someone did well. Let your people shine. Book clubs - teach your teachers how to improve their lives - personal development, not books related to our profession. Dr. Tony Zeiss - 12 Essential Rules for Becoming Indispensable Book clubs help teams that don’t usually work together work together. Side note: teach kids how to use money and have their money spent effectively. What can principals do? Use the recognition chart to make sure you are checking in on your teachers. Invest in your own education, learn how to be a better principal, teacher, speaker, etc. davidlong@top10manager.com 800-489-0230 Buy the hardback copy, get the kindle version free by emailing Copy of workbook from the "You’re impacting lives every day, or you’re not!" Please take a moment to rate this podcast in iTunes or on Stitcher.  Ready for a Modern Web Site for your school? Simple School Sites is the place to go for high quality Wordpress sites specially designed for schools. Please follow me on Twitter: @jethrojones for the host and @TrnFrmPrincipal for the show. Buy Communication Cards Show notes on TransformativePrincipal.com Download Paperless Principal.  New Episode of @TrnFrmPrincipal

David Long, CEO of My Employees. Started the company from Author of Built to Lead: 7 Management R.E.W.A.R.D.S Principles for Becoming a Top 10% Manager.. This book is amazing, and I learned a ton from talking to David. He is a businessman, and not an educator, but he is really on point here. Top 1% in all three industries he has participated in, so topics relatable to all industries. Employee recognition programs. It’s not just plaques for employee recognition. It is normal to procrastinate, forget, or otherwise delay awards and recognition for employees. Great intentions last only 3 months. Recognize 2 people from each department. 20% or higher growth per year because of this employee recognition. Employee recognition is the greatest way to get people to buy into your vision for the school. Teachers will only be successful if the kids are successful, so we need to make our teachers and kids successful. Metrics for schools: Don’t want it to be a popularity contest! Measure what you are already using. Recognition has to be administered every 7-10 days. Employee recognition reminder chart. - Digital Version Recognize everyone 3 times a month! If you can’t find something to recognize them for, you’re dropping the ball as a leader. We do not outgrow the desire to be shown that we are significant. If teachers don’t feel like they are part of the team, they want to leave you. Two reasons people want to leave your school: 1) Not getting recognition or 2) the leader is forcing them to work with incompetent people. You have to show the teachers that they matter. People will listen to you because you care. You will lose good people sometimes if you focus on them Many employees receive no recognition for months at a time. Find as many metrics as you can. Demotivator: not using metrics to determine employee recognition, i.e., If someone comes in late and leaves early every day, and you reward that person. Don’t make recognition about "It’s this person’s turn." 80/20 rule. Recognize top 20% of each department. Part 2 Student engagement surveys for teachers. Simplistic questions: How well do you feel the teacher teaches…? How well do you feel your teacher encourages you…? (What would be good) Interview and assess what the kids are getting from their teachers. Metrics he uses: Dollar/ticket, renewal sales, how many calls they answer, answering the phones by the third ring, Kaizan - continuous improvement, monitoring something causes the production of it to increase by 10 percent. TEDxCSDTeachers - increase attendance by 10%. shoutoutcards.com - stubs or something to remind you of what someone did well. Let your people shine. Book clubs - teach your teachers how to improve their lives - personal development, not books related to our profession. Dr. Tony Zeiss - 12 Essential Rules for Becoming Indispensable Book clubs help teams that don’t usually work together work together. Side note: teach kids how to use money and have their money spent effectively. What can principals do? Use the recognition chart to make sure you are checking in on your teachers. Invest in your own education, learn how to be a better principal, teacher, speaker, etc. davidlong@top10manager.com 800-489-0230 Buy the hardback copy, get the kindle version free by emailing Copy of workbook from the "You’re impacting lives every day, or you’re not!" Please take a moment to rate this podcast in iTunes or on Stitcher.  Ready for a Modern Web Site for your school? Simple School Sites is the place to go for high quality Wordpress sites specially designed for schools. Please follow me on Twitter: @jethrojones for the host and @TrnFrmPrincipal for the show. Buy Communication Cards Show notes on TransformativePrincipal.com Download Paperless Principal.  New Episode of @TrnFrmPrincipal

Bob Dillon Twitter Web Site is the Director of Technology and Innovation for Afton School District. He has been a middle school principal for 15 years in three different places and currently helps many other principals improve their practices. Join the PrincipalPLN Voxer group 1st order change - simple, fixit types of problems, typically exciting that help people feel good about things, but don’t really move the needle in improving a school. 2nd order change - moving from management to leadership. Changes that will last after you are gone. People start to feel like they are part of a special organization. Sometimes it is messy, people don’t know how things will play out. Doug Timm Principal in Delaware. Need to focus on what matters in the long term. 1st order change - painting over water stain on a house you just bought. 2nd order change - taking off the drywall and cleaning (or replacing) studs and insulation. Playing the short and the long game. Higher-level conversations Difficulty of dealing with minor problems. If you are working hard daily, people will be more likely to give you a break. Build up key communicators in the building. Trust your teachers to say things in a way that you know will be beneficial. People need to hear the same in multiple ways. How to help teachers be comfortable taking risks. Need to scaffold to the higher level of risk-taking. Part 2 Director of Innovation. My role is to keep the system lubricated. Keep technology systems moving at a fast rate. Jump technology ahead. Looking for other places that slow growth and inhibit innovation. Empower the teachers that are moving forward and working hard. Most of the rest of my career I will have jobs that don’t exist yet. Important to change mental model of where and how kids learn. Our teachers get better when they tell our story. If it is not your strength to share, allow it to be the power of your students and allow them to share. Give kids a voice. Authentic audience raises the quality of work. Book Ethic of Excellence How are you contributing to Education beyond this school? It is about being humble, and knowing you don’t have all the answers. If I want other people to help me, I need to help other people. What prevents teachers from contributing? Powerful connecting to other schools. Bettendorf High School and their partner school learning from each other. Doc Seacrist St. Joseph in Missouri(LINK) Why Jimmy Casas continues to be a principal. Leadership K-1-2 Makerspace about the philosophy of allowing kids to grow creativity and problem solving. Create, make, design for empowerment, engagement. Helping kids become solution makers. How you can be a transformative principal: Go read something that doesn’t have to do with education with your principal hat on. Lateral capacity building. Brendan Hufford Entreleadership Podcast Chris Locurto Show Please take a moment to rate this podcast in iTunes or on Stitcher.  Ready for a Modern Web Site for your school? Simple School Sites is the place to go for high quality Wordpress sites specially designed for schools. Please follow me on Twitter: @jethrojones for the host and @TrnFrmPrincipal for the show. Buy Communication Cards Show notes on TransformativePrincipal.com Download Paperless Principal.  New Episode of @TrnFrmPrincipal

Today I am joined by Theresa Stager and Jessica Johnson who talk about their book "Breaking out of Isolation". After the sad end of the Practical Principals podcast with Melinda Miller, Theresa and Jessica and Jethro all started a podcast at the same time. Being connected sometimes makes you feel isolated. On being a student again. Fixed vs. growth mindset. We are still in the middle of learning how to be connected. You must always watch what you are saying and be cautious of what you are saying. Connected Educator Series How you can break out of isolation: Jump on Twitter Join #principalPLN and create your own personal little mentors. Please take a moment to rate this podcast in iTunes or on Stitcher.  Ready for a Modern Web Site for your school? Simple School Sites is the place to go for high quality Wordpress sites specially designed for schools. Please follow me on Twitter: @jethrojones for the host and @TrnFrmPrincipal for the show. Buy Communication Cards Show notes on TransformativePrincipal.com Download Paperless Principal.  New Episode of @TrnFrmPrincipal

Brandon Hall Group recently released the findings of their latest survey on leadership skills, and I was interested to see an almost exact divide in the results, with the organisations surveyed scoring 35.7%, 33.7% and 30.7% respectively for poor, average and exceptional talent management practices. Whilst there is a significant increase in organisations rating their […]

  Read the full report here: ‘Talent Pools: Banishing the Secret Society’ Filed under: Employee engagement, HR Strategy, Succession Planning, Talent Management, Workforce management Tagged: #secretsociety, employee engagement, HiPos, Kallidus, Succession planning, talent, Talent management, talent pools

The effectiveness of performance management is firmly back in the spotlight. Management consulting services company - Accenture - hit the headlines recently when they announced they were getting rid of 90% of their current performance management processes, and PwC have shaken things up further, claiming that, in fact, one in 20 (5%) of organisations are considering stopping […]

About the Role Due to our rapid growth we are now looking to expand our customer support team and are looking to hire an amazing Customer Support Representative to join our growing team. This isn’t your average support role, you will become a partner and friend to our ever growing customer base. You will be their main point of contact for guidance on how best they can integrate LearnUpon into their business to achieve maximum benefit. Within LearnUpon we aim to deliver a level of support unparalleled in the eLearning industry, the bar has already been set unbelievably high and your challenge, should you choose to accept it, will be to move it even higher! You will capture suggested improvements and feedback from our customers as well as coming up with your own suggestions on how we can rule the LMS world. Who We Are Looking For The person we are looking for will have the following qualities: Be highly motivated and want to achieve something special with our company Excellent customer service skills - the ability to be empathetic, accurate, compassionate, responsive, resourceful, and conscientious You are bright, hard-working and have the initiative and ability to solve problems by yourself while knowing when it’s time to call on your colleagues for some assistance. You are happy to work outside of normal office hours, from 4pm to midnight, Monday to Friday, to support our US based customers. Strong organizational skills and an ability to multitask. You are a person who constantly strives for perfection and who will challenge your colleagues in our quest to create the worlds leading LMS platform. You will have a computer science, software engineering or business background Experience with SaaS and/or at a SaaS company is a big plus Understanding and experience with modern web development techniques and technologies, and modern web culture Knowledge of Ruby/Rails, JQuery, SQL, *nix OS platforms, basic network protocols and/or API/Auth type mechanisms are considered a major plus. An elearning / LMS background with experience of industry standards and terminology such as SCORM, AICC, Tin Can, etc. while not necessary would be a bonus. You have excellent written and spoken English for communicating with our customers (in a friendly and personable way!). You have the potential and vision to lead and grow a strong support team.   Benefits Competitive salary and benefits 22 days annual leave Flexible working hours Exciting start-up environment with rapidly expanding superstar team Excellent career progression opportunities for the right candidate Team building events If you are interested in applying for this role please send your CV in confidence to jobs@learnupon.com. We look forward to hearing from you!   About LearnUpon LearnUpon is a new, exciting cloud based software company headquartered in Dublin, Ireland. Our mission is to change the way online learning is delivered by developing a Learning Management System (LMS) that companies love to use. We are addressing the common frustrations with traditional learning management systems by developing a platform that can be set-up in minutes, is easy and intuitive to use, looks amazing and doesn’t cost a fortune. Since launching LearnUpon 18 months ago we are now one of the fastest growing LMS platforms in the world with new customers signing up for our platform every day. Our customers are based in the US, Canada, UK, Australia, South Africa, Spain, Netherlands, Sweden and of course here in Ireland. LearnUpon is growing incredibly fast with established and increasing revenue. The company is a very open, collaborative environment where team and individual accomplishments are celebrated and encouraged. Our product is on the path to being very successful and the people who join now will be critical contributors to its ongoing adoption throughout the world. Life at LearnUpon is fun and challenging. You will get to work with a great team in a Dublin city centre location. We are constantly making LearnUpon better for our customers and never adopt an "it will do" attitude when it comes to our platform. We love releasing new features which make our customers go "wow". All the team are given time-out each month to go off and think and come up with amazing new ideas which will make LearnUpon even better. Everyone contributes and everyone’s ideas are respected. We treat our staff like our customers, they are the most important elements in our business without whom we would just be another run of the mill, boring, clunky LMS. The post We’re hiring! Customer Support Representative appeared first on LearnUpon.