TalentED Advisors

You need a process and a timeline around retention & exiting. You also need data to support or disprove whether a team member should be retained or exited. Organizational health data is crucial. This is data that tracks how team members see their work and the organization, including: ✅Sense of challenge and accomplishment ✅Autonomy ✅Engagement and satisfaction ✅Work environment ✅Freedom of opinion ✅Goal setting ✅Growth ✅Support from managers ✅Meaningful work ✅Organizational fit ✅Peer relationships ✅Recognition Performance data matters too, of course. This includes: ✅Performance outcomes ✅Number and type of professional learning & development opportunities ✅Number of touchpoints around goals & performance With this data in hand, you can have a real conversation with a team member and determine whether to retain them or help them exit the organization. P.S. This post comes out of July’s Talent Roundtable on retention and exiting. Be part of the discussion next time! We're taking a brief summer break in August, so the next Talent Roundtable is Wednesday, September 11, 12-1pm Eastern ― and the second Wednesday of every month. Register here: https://lnkd.in/eaXhdYUf P.P.S. Want support in developing and implementing a retention or exiting process? Let’s chat! Visit talentedadvisors.com and click Get Started to set up a free, no-obligation, 30-minute call.

Congratulations to the 24 Philadelphia principals named as the next cohort of the Neubauer Fellowship in Educational Leadership through the Philadelphia Academy of School Leaders! TalentED Advisors is honored to have supported the application review process. This two-year fellowship is a truly transformative learning experience for school leaders. This year's cohort is made up of 84% people of color and 60% women. The cohort includes leaders from two faith-based, five charter, and 18 district schools. Across all cohorts, there are now 175 Neubauer Fellows who impact almost 94,500 students throughout Philadelphia’s district, charter, and faith-based school systems. Collectively, Neubauer Fellows impact nearly half of all schoolchildren in Philadelphia. #Talent #SchoolLeaders

Have any of your team members recently asked about increasing their compensation, getting a promotion, or taking on new responsibilities at work? Have they shared with colleagues that they’re seeking new opportunities? Those are signs that you should check in with them ASAP. Hopefully, you can work together to figure out how to fill those wants and needs in order to keep them at the organization. Have any of your team members been behaving or performing for multiple months in a way that negatively impacts the team? That’s another sign that you should check in with them ASAP. You may need to help them exit the organization. These conversations can be awkward to start, so here are some simple conversation starters to get things going: 💬 What projects are you most excited about, and what about them excites you? 💬 I noticed [X]. Can you tell me more about how you are feeling and how I can help? 💬 How are you really? 💬 What haven’t I asked about that I should know? P.S. This post comes out of July’s Talent Roundtable on retention and exiting. Be part of the discussion next time! The next Talent Roundtable is Wednesday, August 14, 12-1pm Eastern ― and the second Wednesday of every month. Register here: https://lnkd.in/eaXhdYUf P.P.S. Want support in developing and implementing a retention or exiting process? Let’s chat! Visit talentedadvisors.com and click Get Started to set up a free, no-obligation, 30-minute call.

When your organization is ready to hire another leader, it’s essential to find the right person! After being run by volunteers for many years, I Support The Girls (ISTG) came to TalentED Advisors because they were ready to bring on their first full-time leader: the Director of Development. After receiving 230 applications and interviewing 4 semi-finalists, ISTG hired an experienced development leader to fill this important role. ✨ Here are some of their takeaways from our work together: “As we searched for a Director of Development, Katie remained determined to find the right hire who was a good fit ― and in the end, we did hire the perfect person for the role! There were challenges along the way, but Katie was an open communicator who was willing to work with us to ensure greatness. She coached us through implementing best practices in executive search to the point that we now feel well-positioned to do this work internally moving forward. We developed a really nice rapport with TalentED Advisors in the months we worked together. We are so grateful for Katie’s patience in this process and for continuing to work with us to find the right person!” ~Erin Persaud, Director of Operations, I Support the Girls P.S. Want support in finding top nonprofit talent? Let’s chat! Visit talentedadvisors.com and click Get Started to set up a free, no-obligation, 30-minute call.

Ideally, we want the strongest team members to stay and the weak links to go. And it shouldn’t come as a surprise when someone wants more from their role in order to stay or when they decide to leave. In this month’s Talent Roundtable, we’ll discuss retention and exiting, including: 👉 The signs suggesting you need to think about how to retain or exit a team member 👉 How to put together programming or processes that allow you to consistently have these conversations 👉 Best practices for retention and exiting DETAILS Wednesday, July 10, 2024 12-1pm Eastern (and the second Wednesday of every month) Can’t make that time? No problem. You’ll get a recording if you register. REGISTER HERE: https://lnkd.in/eaXhdYUf

Happy Independence Day if you celebrate! But we recognize that July 4th doesn't represent independence for all of us. We hope that America continues to move closer toward upholding freedom for all of us. In fact, that’s why TalentED Advisors exists ― to create more access, opportunity, and freedom for members of marginalized communities.

Sometimes it's ok for team members to go. Sometimes, despite your best efforts, it’s simply not a fit. If you've done your best as a talent leader but you're not getting what you need and your team member isn't either, it's probably time for them to transition out of the team or organization. For example, on June’s Talent Roundtable, one talent leader spoke about a team member who had a side hustle they loved. Their full-time job wasn’t really their focus; they just saw it as a way to pay the bills. Managing this team member was taking a lot of time from the talent leader. It was time to transition. After a transparent conversation, the team member agreed that it was time to leave. In the end, there were no hard feelings, just honesty. So yes, sometimes it’s best that team members go. P.S. This post comes out of June’s Talent Roundtable in which we discussed a challenge one talent leader is facing related to managing a recruitment team. Be part of the discussion next time! The next Talent Roundtable is Wednesday, July 10, 12-1pm Eastern ― and the second Wednesday of every month. Register here: https://lnkd.in/eaXhdYUf P.P.S. Want to discuss a sticky situation or project you’re navigating as a talent leader? We offer talent leader coaching on an hourly basis. Learn more by visiting talentedadvisors.com and clicking Get Started.

In honor of Pride Month, we’ll highlight one LGBTQIA+ scholarship each week in the hopes of raising awareness of opportunities that are out there and inspiring more like them! This week, we’re highlighting the @League Foundation, which offers several scholarships to LGBTQ high school seniors entering their first year in higher education. The high school dropout rate for LGBTQ students is very high ― as is the suicide rate for these students while they are in high school. Therefore, the League Foundation’s scholarship program focuses on supporting high school seniors who are moving directly into higher education. Statistically, once LGBTQ students move on to college, the number of suicides and even dropouts decreases exponentially. To learn more about this scholarship program and how to apply, visit https://lnkd.in/ecrcXam3

When you're struggling as a talent leader, it can be very helpful to go back to the basics of leadership. For example, make sure you set (or reset) clear expectations. Make sure to explicitly lay out what you need and ask your team what they need. Make sure you clarify the consistent touchpoints and KPIs. Yes, these are the very basics of working together. But it’s easy to assume that these are in place when they’re not ― or people have forgotten or you’ve brought on new hires recently. So do yourself a favor and make sure that the basics are in place. That might be the very reason for your leadership struggles. P.S. This post comes out of June’s Talent Roundtable in which we discussed a challenge one talent leader is facing related to managing a recruitment team. Be part of the discussion next time! The next Talent Roundtable is Wednesday, July 10, 12-1pm Eastern ― and the second Wednesday of every month. Register here: https://lnkd.in/eaXhdYUf P.P.S. Want to discuss a sticky situation or project you’re navigating as a talent leader? We offer talent leader coaching on an hourly basis. Learn more by visiting talentedadvisors.com and clicking Get Started.

In honor of Pride Month, we’ll highlight one LGBTQIA+ scholarship each week in the hopes of raising awareness of opportunities that are out there and inspiring more like them! This week, we’re highlighting the Flagship Scholarship offered by the Point Foundation. The Flagship Scholarship is for lesbian, gay, bisexual, transgender, and queer students earning a bachelor’s, graduate, or professional degree. Flagship Scholarship recipients receive financial support, access to multiple leadership development programs, mentorship or coaching, and the support of a community of scholars and alumni. Financial award based on need and renewable for up to four years of support. To learn more about this scholarship and how to apply, visit https://lnkd.in/g7Te3QtE