• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Summary Of Who
 

Summary Of Who

on

  • 7,002 views

This is a summary of the book "Who: The A Method for Hiring" by Geoff Smart and Randy Street. It is summarized and then applied to the educational setting. Ideally this should be helpful to school ...

This is a summary of the book "Who: The A Method for Hiring" by Geoff Smart and Randy Street. It is summarized and then applied to the educational setting. Ideally this should be helpful to school administrators.

Statistics

Views

Total Views
7,002
Views on SlideShare
6,994
Embed Views
8

Actions

Likes
3
Downloads
204
Comments
1

3 Embeds 8

http://brief-summary.blogspot.com 4
http://www.slideshare.net 3
http://www.slideee.com 1

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel

11 of 1 previous next

  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
  • This is absolutely brilliant. We are from Brief-summary.blogspot.com proudly embed your presentation in one of our post. Thank you.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Summary Of Who Summary Of Who Presentation Transcript

    • By Charlie A. Roy Summary, Notes, and Reflection for School Leaders A Summary of "Who: The A Method for Hiring"
    • Context of the Book
      • Published in September of 2008
      • Authors Randy Street and Geoff Smart
      • http://www.ghsmart.com/
    • Not what but “who”
      • It’s all about the people
      • Any current issues that are people driven?
    • Common Mistakes in Hiring
      • Art Critic
      • Sponge
      • Prosecutor
      • Suitor
      • Trickster
      • Animal Lover
      • Chatter Box
      • Psychological Test
      • Fortune Teller
    • Essential of the A Method
      • Scorecard
      • Sourcing
      • Selecting
      • Selling
    • Scorecard
      • Begin with end in mind
        • Mission Statement
        • Outcomes
        • Competencies
    • Scorecard - Example
      • Dean of Students Position
        • Mission: The dean will ensure the enforcement of the school’s discipline policies by being firm fair and consistent in administering his/ her duties. The dean will accomplish this by working in a collaborative way with students, families, staff, and the administration.
    • Scorecard - Example
      • Dean of Students Position
        • Outcomes:
          • General perception on annual survey indicates families are pleased with level of discipline.
          • Staff and Students rate the dean as highly effective at the year end survey.
          • Major Infractions are minimized by being working to prevent major issues.
          • A plan is developed for afterhours building supervision.
          • A new effective program for dealing with cyberbullying issues is implemented.
    • Scorecard - Competencies
      • Competencies
        • Collaborative
        • Interpersonal Skills
        • Sense of responsibility to rules tempered with judgment
        • Understanding of proper discipline philosophy
        • Commitment to Mission of the School
        • Forward Thinking
        • Willingness to take risks
    • Sourcing
      • Finding the Applicant Pool
        • Referrals
        • Recruiters
        • Researchers
    • Referral Sources
      • Asking current “A” staff
      • Local colleges and Universities
      • Other school principals
      • Middle School Teachers
      • Friends and Family
    • Selecting
      • Four Interview Types
        • Screening
        • Top Grading
        • Focused
        • Reference Interview
    • Selecting
      • Screening Interview
        • What are your career goals?
        • What do you excel at professionally?
        • What are you not good at or unwilling to do professionally?
        • Who were your previous bosses and how will they rate you on a scale of 1-10 when we speak with them?
    • Screening Interview
      • Keys to success
        • ½ hour or so max on the phone
        • Stick to questions and explain format
        • Do with a partner or two to listen as well.
        • Note answers on sheet
        • Write bosses names down and ask to spell as they are mentioned.
    • Top Grading Interview
      • 1. What were you hired to do or what did you do in your previous job?
      • 2. What accomplishments are you most proud of?
      • 3. What were the lowpoints of your past jobs?
      • 4. Who were the people you worked with what will they say about you? (boss and coworkers specifically)
      • 5. Why did you leave that job?
    • Top Grading Interview
      • Key points
        • Successive in terms of all previous jobs
        • Start in terms of early to most recent employment history
        • Could take 1 to 3 hours depending on employment history
        • Do with team present
        • Be prepared to pause and refocus so the conversation keeps going.
        • Look for “push vs. pull”
        • Use 3 p’s to evaluate accomplishments (Past, Peers, and Plan)
    • Reference Interview
      • Essential
        • Bosses
        • Co-Workers
        • Subordinates
        • Should be arranged by the interviewee.
    • Reference Interview
      • Things to be aware of
        • Not willing to help
        • Only wants to give dates of employment
        • Use hypothetical questions
        • Stick to same questions in screening interview
    • The Sell
      • Fit
      • Family
      • Fortune
      • Freedom
      • Fun
    • The Education Sell
      • Fit
      • Collaboration
      • Learning Community
      • Opportunity for Growth
      • Leaders in Change
    • Photo credits
      • http://www.flickr.com/photos/kitaro_san/459299691/
      • http://www.flickr.com/photos/dreadfuldan/746297725/
      • http://www.flickr.com/photos/86598108@N00/184720748/