LM Feb 2025

culture, effectively manage personnel, and handle human resource challenges with a strategic, systemic approach.

Can you share an example used in the book of someone who demonstrated exceptional leadership? The book emphasizes the importance of providing specific, timely feedback and addressing difficult conversations rather than avoiding them. Each chapter includes real-world examples of leadership in action, such as the story of a superintendent who navigated the challenging task of delivering a non-renewal notice to a teacher. The superintendent approached the situation with grace, demonstrating both professionalism and compassion. What are some examples of practical tools and graphics incorporated into this book? I included a variety of tools and graphics throughout the book to enhance its usefulness as a professional resource. For example, I included sample disciplinary forms that can be replicated or used as models. Also included are examples of a voluntary resignation form, and a revocation of representation form and key guidance about how each should be used. How were you able to fit writing a book into your busy schedule? Writing is therapeutic for me. While some leaders unwind with hobbies like sports or music, I find solace in the creative process of writing. It’s my way to reflect, decompress, and bring clarity to my thoughts. In my free time, putting words on paper helps me reflect and recharge.

Who is the target audience for this book? The target audience for this book is any leader who is responsible for supervision and evaluation of staff. Principals, assistant principals, superintendents, central office leaders, and board members can all find tools and resources for improving HR. This book is written for those beginning their career as educational leaders, but also for seasoned leaders who want to improve their district’s HR systems or improve the capacity of supervisors within their organization. What are some of the key takeaways you hope educators have when they read this book? The book highlights the importance of building a positive culture while holding staff accountable through a fair system of evaluation and discipline. It distinguishes between employee discipline and performance evaluation, guiding readers through the steps for each process. A central takeaway is the importance of setting clear expectations through job descriptions and training. When expectations are well-defined, most employees strive to perform well. If redirection is needed, it can be addressed through either performance evaluations or disciplinary processes. Also included is clear guidance on when each approach is appropriate. Making Personnel Personal includes sample disciplinary forms that can be replicated or used as models, along with practical tools such as a checklist for preparing a due process fact-finding interview and a set of key questions to facilitate the meeting.

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LM Feb 2025