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How do I distinguish myself in order to get that leadership job? Share what works and what doesn't work.

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What to Do When a Job Interview Goes Wrong

Started by Michael Keany Apr 21, 2018. 0 Replies

What To Do If You've Blown a Job InterviewWhat to Do When a Job Interview Goes Wrong•••BY ALISON DOYLE Updated January 23, 2018Sometimes, no matter how much effort you put into …Continue

What Teacher Leadership Looks Like for the New School Year

Started by Michael Keany Aug 8, 2013. 0 Replies

What Teacher Leadership Looks Like for the New School YearAUGUST 7, 2013This post by JOSÉ VILSON originally appeared in Edutopia's …Continue

EXPLOIT HIRING BIAS: BE THE FIRST JOB INTERVIEW OF THE DAY

Started by Michael Keany May 28, 2013. 0 Replies

EXPLOIT HIRING BIAS: BE THE FIRST JOB INTERVIEW OF THE DAYIF YOU'RE THE FOURTH GREAT CANDIDATE IN A DAY FULL OF AWESOME CANDIDATES, YOU'LL BE MARKED DOWN. WHY?BY: DRAKE BAER…Continue

5 reasons being a mentor is good for you

Started by Michael Keany Apr 25, 2013. 0 Replies

SL 2.0 Note:  Written for business, this piece has application to educational leadership as well.5 reasons being a mentor is good for you…Continue

Interview Tips For When Someone Asks, "What Questions Do You Have For Us?" BY DRAKE BAER

Started by Michael Keany. Last reply by Joseph Sapienza Mar 6, 2013. 1 Reply

Interview Tips For When Someone Asks, "What Questions Do You Have For Us?"BY DRAKE BAER |Fast Company About the author: Kelly Gregorio writes about employment trends…Continue

How to Deal with Bad Interview Questions

Started by Michael Keany. Last reply by Angela Sigmon Feb 10, 2013. 1 Reply

How to Deal with Bad Interview QuestionsFrom the Marshall Memo #432In this Educational Horizons article, Berry College (GA) professor Mary Clement advises teacher candidates on how to respond to poorly thought-out interview questions: talk about…Continue

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Comment by Tagrid Sihly on June 13, 2012 at 10:22am

I totally agree, Dr. Aronstein. I feel that organizations that practice nepotism are resistant to change and do not honor diverse perspectives. They only see one way of doing things and are not open to new ideas even if they're better than what they've doing all along. It seems like the common word around now is that the only way to get a job in a particular school district is if you know someone on the inside. Sadly, most of the time that is precisely the case. It makes me wonder...why are these organizations so afraid of outsiders who offer diversity in thought and perspective? I feel that it is time for school organizations to collectively change their way of thinking and be more open to diversity to encourage innovations and promote continued effectiveness.

Comment by Dr. Larry Aronstein on June 13, 2012 at 9:03am

Welcome to Aliceia Varriale. Nepotism comes in so many forms. Let's limit the discussion to advantages in seeking leadership jobs. Besides being unfair, it often results in mediocracy in that the best qualified candidates are passed up, and there is a perpetuation of the same old practices as the torch is passed to another insider who was weaned in a closed system. There is a terrible lack of "fresh air". The justification for rejecting outside candidates is that "they're not a good fit." Ironically, that's true! Unfortunately, sometimes "outsiders" are chosen and then are not listened to and even shunned. Schools are organisms that must continue to grow and learn. The conditions for growth are oxygen and light. Nepotism thrives in dark and gated school-communities.

 

"Home rule" is the root of nepotism; insular communities where folks like the way it is. One way to destroy it is to regionalize into larger, more politically resistant districts where school board members are not imbred, but have a broader view.

Comment by Aliceia Varriale on June 12, 2012 at 10:09am

This may sound very traditional, but here we go. How do you overcome nepotism?

Comment by Dr. Larry Aronstein on June 9, 2012 at 12:17pm

Who is Sitting around the Table?

 

Be prepared to encounter an interview where more than 6 interviewers are around the table. It's important to grasp which stakeholder they might be representing. Usually participants introduce themselves and will tell you: "Jane Smith, President of the PTA". If their roles are not evident, it's okay to ask: "And what is your role?"

 

Their questions often reflect the interests of their stakeholder group. You must use caution in your answers so as not to alienate another stakeholder group who might have an opposing view on the same issue. So what strategy will you take?

 

Ideas and questions, please.

Comment by Dr. Larry Aronstein on June 6, 2012 at 3:01pm

Tagrid,

 

Very good questions. You will encounter unanticipated questions from time-to-time. The more experience you get in interviewing and/or being coached, the fewer surprises there will be. Remember, it's not about the questions, it's more about the themes. When you get a question you hadn't thought  through, buy a little time to think. Pause-- everyone admires thoughtful people. You might even say, "Let me think about that for a second." You can also use the props that are in front of you. If they provide water, open the bottle, pour it if they have a cup, take a drink-- and then answer. Buy time. Something will come to you.

 

As for body language, that's important. Lean forward in your seat. Scan the faces and eyes of the interviewers. If they like what you're saying, they will nod and smile. Nod back subtely. Focus on the people who are not not giving non-verbal feedback.

 

Any other ideas? Please add to the conversation.

Comment by Tagrid Sihly on June 6, 2012 at 2:32pm

Thank you, Dr. Aronstein. I read your advice on planning for the interview question. It's very helpful. I'm wondering how would you handle a question that you did not anticipate and don't have a ready answer for? Also, what advice can you provide on one's body language during an interview?

 

Comment by Dr. Larry Aronstein on June 5, 2012 at 9:47am

Introducing Yourself

 

If you were asked to describe yourself profesionally in 3 words or phrases, what would you say? Then, assume that you were asked to ellaborate on each. How would you respond?

 

Let's hear from you.

Comment by Dr. Larry Aronstein on May 29, 2012 at 12:07pm

Excellent insight. Suggestion: Place "Visit Schools" in your calendar and schedule around it, just like any other appointment. It's not just seeing what's going on. It's also being a presence. The school-community sees and interacts with you, and that gives you credibility. 

 

There's a big difference between being visible and bein a presence. Being visible means attending a basketball game or a concert and sitting by yourself. Being a presence means interacting and playing a role, even if it's a cameo role!

Comment by Arlene B. Crandall on May 29, 2012 at 9:38am

I was just reading about the transition to Central Office - I think another big change is the challenge in balancing the "paperwork" with contact with the schools.  Every Central Office person make a commitment to "get into the school buildings," but then the reality of grants, budgets, and any regulations you are in charge of rise up in front of you.  It is a talent to balance these two.  Unless you get into the schools, you appear to lose touch or not know the situations and struggles of the buildings.  This used to be a greater challenge for Special Education because of all the regulations based responsibilities.  Now the challenge is just as great for Assisst. Superintendents for Instruction with all of the reports and data review of state assessments.

Comment by Dr. Larry Aronstein on May 28, 2012 at 9:35am

If it's about distinguishing yourself from the other candidates, then how you introduce yourself? The first question is almost always, "Tell us about yourself." Typically, almost everyone recites the highlights of his/her resume. The inerviewer(s) already have your resume in front of them. So, how will you distinguish yourself?

 

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