Name of interviewee: Brian Stockton Assistant Commissioner, District Operations  Leader Interview Assignment Learning from others’ successes and challenges is as old as humankind. This course asks you to arrange 1 leader interview of a community leader who is leading a team or an organization remotely. Currently of national emergencies and overall changes in the workplace, the ability to lead remotely is a critical skill set. Questions for that interview are to be developed by you based on your textbook concepts, extra readings I assign, and suggestions from your classmates’ interview discussion board. Remember this is an interview about leadership. A prepared question bank of at least 20 – 24 questions is suggested, though you may choose not to use some. It is expected that you will follow-up with good question discussion with your interviewee, just as a journalist might. Don’t just stick to the “script” when an interesting comment might bring additional insight. Requirements: The written interview assignment will include a cover page, and your preapproved/graded question set listed on the second page. The third page begins the interview write-up. You will describe this person’s profession, educational background, and why you selected them. You will then craft their responses into a narrative, closing with at least a paragraph about what you learned about leadership from this person. Please use 12-point font and double space. Such papers usually run about 5 pages. Brian Stockton’s cover letter and resume to complete the assignment: I am a dedicated Executive Leader and Leadership Facilitator with more than 15 years of experience creating proven positive organizational change and implementing innovative financial and business strategies. I have experience coaching leaders, managing budgets up to $1.5 billion as well as managing multiple large-scale projects for more than 14,000 staff while at the same time increasing organizational morale. I am adept at developing leadership and organizational change programs for c-suite leaders down to front line management. I am recognized as a leader who creates a continuous improvement culture of change that will be perceived by employees as a valuable opportunity instead of something negative to worry about and resist. I can also affect financial turnaround using my business and financial acumen, which in turn benefits the organization and employees. As my resume details, my accomplishments include – · Developed and facilitated leadership programs on over 28 leadership competencies, proven to increase acumen of organizational leaders · Improved management and operations strategy at Serco by advising and coaching 400 front-line leaders nationwide on best practices including transformational change, business execution, delegation, and trust · Reduced company attrition at Serco from 30% to 12% in one year, leading the company to rank 39th on Forbes list of Best Company to Work for, via my p ...

1. Name of interviewee: Brian Stockton Assistant Commissioner,
District Operations
Leader Interview Assignment Learning from others’ successes
and challenges is as old as humankind. This course asks you to
arrange 1 leader interview of a community leader who is leading
a team or an organization remotely. Currently of national
emergencies and overall changes in the workplace, the ability to
lead remotely is a critical skill set. Questions for that interview
are to be developed by you based on your textbook concepts,
extra readings I assign, and suggestions from your classmates’
interview discussion board. Remember this is an interview
about leadership. A prepared question bank of at least 20 – 24
questions is suggested, though you may choose not to use some.
It is expected that you will follow-up with good question
discussion with your interviewee, just as a journalist might.
Don’t just stick to the “script” when an interesting comment
might bring additional insight.
Requirements: The written interview assignment will include a
cover page, and your preapproved/graded question set listed on
the second page. The third page begins the interview write-up.
You will describe this person’s profession, educational
background, and why you selected them. You will then craft
their responses into a narrative, closing with at least a
paragraph about what you learned about leadership from this
person. Please use 12-point font and double space. Such papers
usually run about 5 pages.
Brian Stockton’s cover letter and resume to complete the
assignment:

2. I am a dedicated Executive Leader and Leadership Facilitator
with more than 15 years of experience creating proven positive
organizational change and implementing innovative financial
and business strategies. I have experience coaching leaders,
managing budgets up to $1.5 billion as well as managing
multiple large-scale projects for more than 14,000 staff while at
the same time increasing organizational morale.
I am adept at developing leadership and organizational change
programs for c-suite leaders down to front line management. I
am recognized as a leader who creates a continuous
improvement culture of change that will be perceived by
employees as a valuable opportunity instead of something
negative to worry about and resist. I can also affect financial
turnaround using my business and financial acumen, which in
turn benefits the organization and employees.
As my resume details, my accomplishments include –
· Developed and facilitated leadership programs on over 28
leadership competencies, proven to increase acumen of
organizational leaders
· Improved management and operations strategy at Serco by
advising and coaching 400 front-line leaders nationwide on best
practices including transformational change, business execution,
delegation, and trust
· Reduced company attrition at Serco from 30% to 12% in one
year, leading the company to rank 39th on Forbes list of Best
Company to Work for, via my programs
· Won Serco’s National and Global Award for creation of
culture changing leadership programs

3. · Lead an $88 million school district financial turnaround by
identifying and implementing cost-effective strategies to
reinvent fund allocation, contract negotiations, and district
budgeting
· Used surplus from financial turnaround to increase all hourly
school district employees wage to $15 an hour, the first large
employer to do so in the City of Memphis
· Created first ever school district leadership program for
director-level and high potentials employees
· Increased school district minority spending from 3% to 32%
by cultivating an inclusive culture to encourage stronger
involvement from Latino and Black businesses
I look forward to meeting with you to further discuss the Bold
Center Director position and the contributions I can make. Until
then, I can be reached at the number listed on my resume.
Thank you for the consideration.
Sincerely,
Brian StocktonDynamic, results-oriented leader with a strong
track record of turnaround. Utilize keen analysis and team
approach to drive organizational improvements and
implementation of best practices. Superior interpersonal skills,
with an exceptional talent for resolving complex issues and
moving organizations forward.
_____________________________________________________
_____________________________
· Strategy, Vision & Mission Planning
· Key Partnership Development
· Operational Planning
· Programs, Services & Products

4. · Contract Negotiations & Strategic Alliances
· Finance, Budgeting & Cost Management
· Public Relations & Media Affairs
· Community and Partner Development
· Government Regulations & Relations
· Team Building & Performance ImprovementPROFESSIONAL
EXPERIENCE
Assistant Commissioner, District Operations
Tennessee Dept. of Education - Nashville, TN
September 2019 – Present
· Oversee the development and implementation of district and
school plans as required by state and federal rules and laws for
nutrition, safety, and transportation programs
· Develop and implement of robust monitoring and compliance
review processes, including desktop monitoring and site visits
to ensure fidelity of implementation
· Manage oversight of fiscal operations and grants management,
including both state and federal funds
· Established Key Performance Indicators for all operating
departments. Introduced numerous managerial/ operational
improvements including computerized production of backlog
reports, staff cross training and resource redeployment
· Conducted internal audits to identify systemic problems.
Personally visited and evaluated majority of programs
eliminating poor performers. Assigned accountability to each
Director for quality and to ensure adherence to new standards
and policies
· Designed and coordinated with system team to build the RIP
(Risk in Process) tool used as a repository for reporting,
tracking and resolving items of risk
Chief of Staff
Shelby County School – Memphis, TNFebruary 2016 – June
2019
· Executive leader for the nation’s 25th largest school district
with 110,000 students, 170 schools, 14,500 employees and a

5. budget of $1.5 billion
· Spearhead and lead $88 million financial turnaround in 2016
· First Surplus in 6 years
· Shepherd the building of 2 new 21st century schools
· Lead to the first raises for teachers in 5 years and raises for
non-instructional employees in 10 years
· Increased minimum wage for hourly employees to $15 an hour
· Acted as Superintendent in Superintendent’s absence
· Liaison to the Shelby County School Board to resolve
constituency matters
· Initiated purchased of New Headquarter Building
consolidating 15 offices into 1
· Initiated the creation of the District’s first Academic Plan in
over 10 years, leading to the removal 12 schools off of the
State’s bottom 10% list
· Developed and manage the district’s second innovation school
and turnaround program (Empowerment Zone) *Similar to I-
Zone, which consistently out performs state-managed schools
· Presided over 3 flawless school openings starting in 2016
· Liaison to Bill and Melinda Gates Foundation on $90 Million
Gates Grant
Leadership & Organizational March 2014 –
February 2016
Development Analyst
Serco Americas
· Key Partner with CEO and C-Suite executives to implement
targeted programs to stem attrition and increase engagement
(Cut attrition by 12% in one year)
· Responsible for all Leadership and Organizational
Development from Strategy to implementation
· Advisor and Coach to 400 front line and key leaders across
North America Enterprise
· Subject Matter Expert on over 28 leadership and relationship
building competencies

6. · Won Company National and Global Award for creation and
implemented of a culture changing leadership program
· Major role in helping Serco rank 39th on the Forbes list of
best companies to work
Director, Engagement ManagementAmerican Bankers
Association August 2012 – February
2014
· Lead overall direction and management of all custom training
engagements with ABA member banks
· Performed thorough Clients Training Needs assessment to
understand Client’s Business Objectives, define project scope,
and recommend the best delivery method for the training
engagement
· Proposal and Project Management Lead on Habitat for
Humanity Mortgage Compliance Training Initiative
*Implemented E-learning training for over 4500 users Nation-
wide
· Produce National Webinars to keep ABA members abreast of
top issues facing banks *Co-Produced Webinar with United
States Treasury
· Project managed $150k Custom Commercial Lending Training
Course to switch lenders from EBITA to UCA Cash Flow model
Vice-President, UniverCiti October
2007 – July 2012
Citibank North America
· Provide superior instruction and facilitation to ensure a high
quality delivery of Leadership, Sales, Small Business,
Commercial Credit and Retail Curriculums
· Consistently ranked 2nd out of 80 Trainer/Coaches nationally
via Level One Evaluations from participants
· Effectively engaged participants with conversational delivery
to ensure a high level of comprehensive
· Oversaw production of training content, including instructor-

7. led training, web-based training, job aids and quick reference
materials for Siebel rollout project to Commercial Banking Unit
Nationwide
Senior Relationship Manager March
2003 – September 2006Reuters America
· Managed 12 Major Client Accounts to ensure account growth
and great service.
· Dotted line responsibility for the Client Development
Executives to navigate client project and trainings.
· Led a team of five Client Training Executives offering
training and support on Reuters Trading products
· Provided updates and training on product enhancements to
training executives
· Coordinated nationwide training efforts with clients such as
Fannie Mae and Susquehanna
EDUCATION
· BA, Journalism, Howard University
· Management Certificate, Georgetown University, School of
Professional Development
· Graduate of National Superintendents Academy