Philosophy

Schools, colleges and universities are unique in character, culture and circumstance. Their leadership must therefore reflect and respond to the identity and values of the school or college they serve.

Whilst advertising often identifies a broad field of candidates with good experience it does not find a way to those candidates who, whilst open to new challenges, are not actively searching job adverts. Often because they are too busy, sometimes because they have not yet been connected to the right role. Research shows that 53% of leaders are open to new challenges and roles, yet only 13% are actively looking for their next position. Search and selection unlocks the ‘passive’ 40% to create a broader and much stronger field of leaders.

My job is to focus on the organisational identity and culture as well as the current challenges facing any newly appointed leader. I take a five-step approach to finding the very best fit for you…

Step 1 – Culture, Chemistry and Challenge

A thorough exploration of your organisation and the open leadership position. An examination of the school culture, character and the expectations and challenges facing the successful appointee. This step also studies the chemistry of your current leadership team to ensure that any recommended candidates have a style and personality that can best lead in your context.

Step 2 – Matching Analysis

This focuses on technical skills. A matching analysis is undertaken to compare the challenges and success criteria of the open position against the required candidate experience and context.

Step 3 – The Search

Using a substantial professional network of colleagues as well as online profiling across educational institution leadership teams I will identify a group of highly qualified candidates who will share the values and principles of your own school, college or university as well as possessing not just experience but the right experience.

Step 4 – Interview

Following identification and contact I will personally interview each candidate to further establish the details of their work history and experience as well as their personal values and character, in order to ensure the right match to your organisation’s culture and circumstance.

Step 5 – Formal Recommendation

Once suitable candidates have been established, I will formally recommend them for your role, with accompanying information to underpin your decision-making process.

As a Search and Selection Consultant I offer both contingency and retained services. Please see the Services section for information on the specific nature of each approach.