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A Publication of WorkTogether Talent Consulting (formerly WorkMonger)
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I recently picked up Trillion Dollar Coach, the book about Bill Campbell and the role he played coaching some of Silicon Valley's most successful leaders.
It got me thinking about one of the interesting aspects of leadership: the more senior we become, the easier it is to accidentally stop being a student.
Early in our careers, learning is built into the job. We ask questions. We seek advice. We look for mentors. We spend a lot of time around people who know more than we do.
Over time, that can change.
More people begin coming to us for answers. We gain experience. We develop expertise. And without realizing it, we can spend less time seeking out people who challenge how we think.
That's part of what makes Campbell's story so interesting. Some of the most accomplished leaders in business still valued having someone who could ask questions, offer perspective, and make them better.
The leaders I admire most seem to share that instinct.
They surround themselves with people who know things they don't. They seek out different perspectives. They ask questions without worrying about whether they should already know the answer. And they remain open to learning from people at every level of an organization.
Experience should give us better judgment. It shouldn't make us less curious.
So here's a question I've been thinking about lately:
Who are you learning from right now?
Leadership may change how many people come to you for answers. It shouldn't change how often you go to others with questions.
Together,
John
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Boards spend plenty of time evaluating staff, but who evaluates the board? Members of the Forbes Nonprofit Council weigh in with a shared playbook: track attendance and engagement year-round, then run an annual review against concrete KPIs — give/get fulfillment, fiscal stewardship, meeting preparation, and decision quality. The near-unanimous recommendation on process: the governance committee should own the evaluation, but an outside facilitator should run it, because as one contributor puts it, “the board cannot be both the subject and the judge.”
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Career Corner: Ask a Recruiter
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How to blow an internal job interview
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Employers that offer their employees options to grow, especially through promotions or stretch opportunities, are great places to work. They are the kind of places an employee can hopefully stay long-term without fear of professional stagnation. When opportunities to grow exist, it can be easy for internal candidates to underestimate the amount of preparation required during a hiring process. It can even be pretty easy to blow the interview. Here are ways I’ve seen internal candidates self-sabotage an internal hiring process (for a role they were well positioned to land based on experience, values alignment, and qualifications):
- On their resume: They don’t take the time to update their resume and instead submit the one they used when they first applied to the organization (and it could be years old!). Even if they do update their resume, they do little beyond list the basic information about job-title, years worked, and job responsibilities and fail to share evidence of their measurable impact.
- In the ways they communicate: They communicate with members of the hiring team informally, assuming that because they already have a relationship (potentially a very close one) and communicate casually regarding every day work, that they can proceed the same way regarding the hiring process. Unless the hiring manager/team has encouraged you to continue communicating in this way, like texting them with questions or emailing them in short-hand, communicate in a way that demonstrates professionalism and serious interest.
- Respecting deadlines: When a hiring process contains deadlines, like submitting an application or performance task, or responding to logistical emails (to schedule an interview), it’s important to take them seriously. Even if it’s a busy season at work and you know the hiring team will be very familiar with everything on your plate, don’t assume they’ll forgive a missed deadline (especially in a process that contains multiple internal and external candidates). If you know the hiring process timeline may not align with your own professional commitments, request an extension on the front-end. You may find that you miss an opportunity to be considered or taken seriously.
- In their interviews: Internal candidates who blow their interviews have typically failed to prepare in advance. They hope their experience will speak for itself versus practicing their “tell us about yourself” or “tell us about a time…”. The hiring team may provide sample interview questions in advance, but if they don’t, I always encourage using your AI assistant of choice to anticipate interview questions based on the job description. Practice with a peer or mentor if you can!
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CheckBox Pro partners leaders with an executive assistant who has over a decade of experience in school leadership. They are looking for an Account Manager to effectively support and expand the capacity of school, district, and non-profit leaders. The ideal candidate is an excellent communicator with a commitment to the mission and vision of their respective leaders’ organization, with 10+ years of K-12 work experience.
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SAISD is as diverse and historically rich as the city whose name it shares, serving about 44,000 students across more than 75 schools. They are looking for a senior school finance leader to be their new Chief Financial Officer. The CFO will support SAISD's new Superintendent and provide leadership to the financial services department to ensure attainment of district goals and objectives of the department. The ideal candidate has 10+ years progressive experience in Finance, Accounting, or a related function, as well as 8+ years supervisory experience in a leadership capacity at a similarly-sized school district. SAISD recently raised the salary range to $180,000-$225,000 to reflect the importance of this position.
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TrulyHired is a quick, easy, and tailored job board that specializes in providing job seekers with educational equity roles at impact-driven education organizations. Here are a few of the amazing jobs we have available. Check them out and apply if you're interested!
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Sent by WorkTogether Talent Consulting (formerly WorkMonger) ● P.O. Box 163331, Austin, TX 78716-3331
● Contact Us
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