TalentED Advisors

We’re thrilled to announce that Mia Winther-Tamaki is @AAF's new Program Coordinator! TalentED is proud to have supported this wonderful match. We sat down with Mia, and these are the highlights of our conversation: 💡 What excites you most about your new role? I’m excited to serve AAPI communities! Before now, I’ve never had the opportunity to connect part of my cultural identity to the work that I do. Since I’ll be supporting so many nonprofits (AAF member organizations) in my work, this role also gives me a unique opportunity to learn how nonprofits work. My background is in urban planning, and down the road, I hope to apply this knowledge to help communities reclaim the common goods that will help them thrive. It’s really helpful for me to learn at an organization like AAF where there’s so much good community-centered work being done. 💡 What impact do you hope to have at AAF? I hope to make the nonprofit support that AAF provides more consistent and customized to each nonprofit or small business. I’d love for the learning to be flexible and timely, something an organization can come back to as they need it. 💡 What piece of advice would you share with other job seekers who are seeking their next role at a mission-driven organization like AAF? First, I’d recommend leaning into your identity. It’s so important to try to make an impact wherever you can find community. Also, be open to new paths. Coming out of grad school with a master’s degree in urban planning, I had a strict idea of what I wanted to do. But as my job search continued, I realized that urban planning is all about community-centered work, which can take many different forms. Gradually, I expanded beyond the path I’d envisioned for myself. And I’m so glad! There’s so much learning to do in the communities around us. 🎉 Congratulations, Mia! You bring such passion for AAF’s work and the work you’re doing in your new role. Our team loved getting to know you, and we know you’ll do great things! #CandidatePlacement #Nonprofit #TalentAcquisition #CoordinatorJobs

We’re excited to announce that TalentED Advisors will partner with Cincinnati Public Schools for the next 2 years to develop and implement a teacher recruitment strategy. Cincinnati Public Schools is Ohio's second largest school district and serves about 36,000 students across 66 schools. #Talent #TalentAcquisition #Education

We’re thrilled to announce that Michael Lipphardt is Global Preparatory Academy's new COO! TalentED Advisors is honored to have supported this incredible match. We sat down with Mike, and these are the highlights of our conversation: 💡 What excites you most about your new role? It’s an exciting opportunity to serve as a strategic partner at a school that’s set to grow and scale. We’ll make the lives of 750 preK-8 students, their families, and our staff easier by improving systems, procedures, and frameworks. I’m really excited to dive in. 💡 What impact do you hope to have at Global Prep Academy (GPA)? I’m laser focused on human resources, information technology, enrollment, finance, and data and systems management. I want to equip our team with the tools to make those systems work in harmony with one another. These are the areas where we have an opportunity to have the greatest impact in serving our staff, students, and families. 💡 What piece of advice would you share with other leaders who are seeking their next role at a mission-driven organization such as GPA? Leverage your existing network and take intentional time to track down every lead and opportunity to see where those conversations might go. Set aside 30 to 60 minutes every day to give that person a call, set up lunch, have coffee or a drink with them. You never know where those conversations might lead. 🎉 Congratulations, Mike! You bring deep expertise in operations and a passion for doing mission-driven work. Our team had such a great experience getting to know you, and we know you’ll do great things as the COO at Global Prep Academy! #ExecutiveSearch #SchoolLeadership #Nonprofit #TalentAcquisition

When you have concerns about performance or behavior, consider progressive intervention. It’s a 3- to 6-month process that requires continued evidence and documentation. This gives the team member time to change. If they don’t change, the next intervention ratchets up a little. Verbal feedback → Written feedback → Development plan → Improvement plan → Exiting conversation (from a specific team or the organization) The tone and tenor of all communications and meetings should be warm but CLEAR about what needs to change. Progressive intervention helps both parties determine whether to stay in the working relationship or part ways. It takes time and money to hire and train new team members, so the goal is always to retain team members unless it’s clear that they’re not a good fit. 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.

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.