July 1st is the official start of a new fiscal year in many places but almost universally serves as the symbolic dividing line between the concluding school year and the one about to begin. This also means that many school leaders are in a mad dash to hire high quality educators to work within their school systems.
So, while I could rant about the educator shortage (as I did here) – I thought it would be more fun to list some of my favorite interview questions for principals this week and do the same next week for teachers next week as a more pragmatic way of providing some food for thought with this week’s newsletter.
PRINCIPAL INTERVIEW QUESTIONS
As you will see below, I value, and therefore interview to find people with high levels of self-awareness and the desire to grow. I, perhaps arrogantly, figure that I can fill in any gaps in knowledge and therefore am less concerned with KNOW-HOW and and more concerned with the type of leader I would be hiring.
1. What are you willing to get fired for?
My favorite of all questions. Have a take. Care about something. What is something that you are passionate about to the point where you would not back down? Nothing will endear a candidate to me more than actually having a strong answer on this – nothing.
2. What is your vision? How will school look fundamentally different in 5 years/10 years?
In my opinion this is the number one deficit area for most new school leaders. They know they want to be a principal, but without a clear and compelling vision it is hard to even explain to themselves WHY they want to be a school leader. Without the ability to see a school as better and different than it currently is – it is incredibly difficult to lead. One key thing to be mindful of is that vision can be macro or micro. If someone had some grand technological vision of connecting our school to somewhere in Switzerland – great. Or if they said that every kid would be known, valued, and inspired I would also be good with that.
3. Are you more precise or efficient?
I love this question for a few reasons. It is a binary question with both options being positive. So, I want to see if the candidate is self-aware, confident, and willing to make a statement about who they are versus trying to middle the question and say a bit of both. People ask if there is a right answer and my reply is no. Any strong, firm, self-aware answer is right – with the caveat that I would ideally like a diversity of traits on my team.
4. Who do you go to for advice? How do you know what areas you need the most support in?
The best predictor of future performance is past performance. If the person is actively showing that they are attempting to grow and responsive to feedback and coaching, then they are most likely to continue those behaviors while on my team. Also, and you will see this as a theme – self-awareness is a big deal to me.
5. Make an argument for the viability of teacher evaluation and against the viability of teacher evaluation and then share your personal philosophy on the topic?
Teacher evaluation is simultaneously our most systematic means of improving teacher performance and the means by which we rank and sort teachers. This means that the process is flawed and I want to see if the person has thought through this dilemma from the lens of the building leader. The bottom line is that the principal is going to spend (most likely) hundreds of hours on this process – they need to have a philosophy or this is simply going to become busy work.
6. What does your digital footprint look like? What is the last thing you have read?
I want people obsessed with their personal growth and who are unafraid to share their views. A decade ago a positive digital footprint meant that there was nothing ‘bad’ on the internet with your name on it. Now, a positive digitized footprint means that you are actively contributing to the profession.
7. How do you personally react to conflict?
Leadership involves conflict. I desire a candidate that knows their personal reaction to conflict and can demonstrate how they both amplify their strengths and navigate their areas for potential growth. This question is about self-awareness and humility to discuss something very real.
8. What types of questions and concerns do your colleagues currently come to you with?
This question allows for insight into how their colleagues currently see them. It is a very interesting “tell” when people only come to them with data questions or only come to them with personal issues. It will give you a unique insight as an interviewer into them as a person based on what people come to them with AND/OR what they think you want to hear from them in terms of what people come to them with.
9. Where do you see yourself in 5 years?
I am very attracted to a candidate who sees themselves as upwardly mobile. To me, this infers a great deal of motivation and desire to continue to grow. Is this a deal breaker? No. Can someone who wants to be a lifer as a principal have the same desire to grow? Yes. But, I like to hear the answer to this question AND I like the gumption of someone stating their truth particularly when it is ambitious.
10. What is the most challenging situation you have had to maneuver yourself out of politically?
As much as we would like to think our positions are all about leadership and education, we have very political jobs. This question allows me to see if the person understands the politics of leadership and to learn about their default mechanism on how to successfully navigate rocky waters.
I hope these help you to spur some thought in your own mind about questions you may ask and/or how you would respond to these questions yourself. I would love to hear back from you with what some of your favorite interview questions to ask are as well so that this list can continue to grow.
THE BEST THING I READ/WATCHED THIS WEEK
The Seven Personalities of Bad Bosses – Huffington Post (Monica Torres)
“Work long enough, and you are bound to have a bad manager. Unfortunately, they do not operate in just one manner. They can be aggressive, neglectful, ingratiating or just plain inept. And not all of them were bad to begin with. The very strategies and skills that may have made them star performers can make them terrible to work for.”
THREE PEOPLE YOU SHOULD KNOW
 Alex Valencic I am not sure I know of a person who loves to learn more. True definition of a lifelong learner. |  Ken Wallace Leader of one of the most innovative districts in the country. Has opinions. Willing to share. Always. |  Ken Williams Direct, hilarious, and stunningly smart. Ken is one of my favorite people in the educational speaking/consulting world. Check him out. |
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WHERE YOU CAN FIND ME SOON
ON DEMAND – Manage Your Time or Time Will Manage You Book Study
ON DEMAND – Communications – MicroCredential Certification through Illinois Principals Association
SPEAKING-CONSULTING-CONFERENCES
JULY 13
IASA New Superintendent Conference – Illinois
JULY 14
Institute for Educational Innovation Superintendent Conference – North Carolina
MORE OF MY MUSINGS
Podcasts
Dr. Efrain Martinez and I chat around ‘The Journey’ of Leadership
A Keynote turned into a Podcast from IEI Spring Summit in Colorado
MCUSD Staff Room Podcast – End of Year Reflection
Transformative Principal with Jethro Jones (w/ Mike Lubelfeld and Nick Polyak)
Writing
NEW RELEASE: Teach Better – Summer S.E.E.D.S
“There is the danger zone. As humans, we tend to be very good at relaxing. We tend to not be as good at recharging. There are significant neurological and biological reasons why, but I will try to not bore you with those details. The bottom line is that as much as staying up to 2am binging Netflix, eating pizza, and sampling craft beers sounds amazing, it is most likely NOT going to help you recharge. The good news is that we absolutely do know what will help you recharge if you choose to commit to these five steps to recharge your own battery”.
Edutopia – Leading with Integrity
“Every time you choose to avoid a difficult conversation, it is a selfish decision. Why? Because the only person who could possibly benefit from avoiding a difficult conversation is you. And that win is only emotional and temporary.”
ASCD – Four Must-Do’s For Empowered Principals
‘Vision—now and always—is the difference maker. Great principals can imagine a brighter future for their building, even in the midst of tribulation, that can bring energy and excitement to those they serve. If you cannot imagine education at large and your particular school as significantly better and different than it is in its current state, it is going to be hard to lead significant change.”
Thanks for taking the time to read this newsletter.
It would mean the world to me if you could share it with one person each week. We all get one chance to live a life of passion and purpose. Help me maximize my one at-bat.