Like an earthquake or the professional experience,” wrote retreating water before a Jeff Shields, NBOA’s president tsunami, there are signs that a and CEO, in a recent newsletter massive wave of disruption is column. “Couple that number on the verge of shaking up the with the fact that we are largely operational a ‘mid-career’ profession, and landscape. Price-sensitive it's easy to surmise that a vast families, powerful technologies majority of our members will fuel and shifting demographics a trajectory of mass retirements have brought new and often in the very near future.” cheaper competition. Compliance challenges are mounting, deferred With the forecast clear, it’s campus maintenance demands time to prepare. Who will suit attention. And an aging finance up for the next generation of and operational workforce leadership? What challenges foretells tremendous leadership will they inherit? What skills turnover. Members of NBOA and attributes will they need to “have an average of 28.7 years of ride the wave successfully?

By Donna Davis, Stacey Freed and Leah Thayer

THE NEXT GENERATION OF leade rship

20 JANUARY/FEBRUARY 2017 NETASSETS.ORG THE BOTTOM LINE

• Begin succession planning well in advance to prepare for unforeseen challenges and reveal gaps in knowledge and skills. • Silos are out; collaboration and group

scenario-building are in. • “Selling” potential leaders on the intangible benefits

of independent schools can help balance the for- profit/nonprofit pay gap. leade rship

[email protected] JANUARY/FEBRUARY 2017 21 Change has become so rapid and unpredictable that I don’t know anyone who can do a financial model that’s any good for more than three years.” —Vanessa Wassenar, Creating Resilient Schools

MASTERS OF REINVENTION As longtime ollaborative, nimble, strategic, in Atlanta, where he is head of school. somewhat visionary: Rising He holds a weekly administrative team independent school C independent school business meeting in which everyone must come leaders will certainly need these attributes. prepared to discuss a particular assigned But let's start by dispensing with the article all have read. Or he uses an actual leaders retire, myth of the perfect leader. “There’s a case study of something occurring at the real danger in looking for a ‘white knight’ school. “Whether you are or were part of their successors to solve the challenges our schools it, you have an opportunity to get access face,” according to Philip Cork, assistant to it and problem-solve an issue as a will step into headmaster for finance and assistant team,” he said. treasurer at St. Andrew’s School in Boca Training and coaching are critical, Mehta dramatically different Raton, Florida. While top talent is critical, said. As roles shift and staff grapple with “this is a team effort,” he added. The more responsibilities and challenges, it’s circumstances. What better question is, “How do you build a an opportunity to coach and mentor “to team with the needed complementary improve team development, collaboration will they (or you) need attributes and skills for the future?” and problem-solving skills.” Collaboration is inherent in that Other attributes include the ability to to be successful? process. “The business officer graveyard identify trends and adapt nimbly. So rapid is filled with business officers who went and unpredictable has change become in and told the faculty, ‘We are going to that “I don’t know anyone who can do a start running this place like a business,’” financial model that’s any good for more said Jeff Shields, NBOA’s president and than three years,” said Vanessa Wassenar CEO. “The business officer has to drive of Creating Resilient Schools. change and introduce business concepts in “Any predictions about the future are a servant-leadership sort of way.” just that,” agreed change management MORE FROM NBOA Cork agrees. “The days of business consultant Howard Teibel, whose clients 2016–2017 Business Office Compensation and officers existing in a separate silo and only include independent schools, colleges and Staffing Survey interacting with others about numbers universities. “I think any conversation go.nboa.org/Comp-and-Staffing is over.” He believes it’s important for about being prepared for the future needs to 2014-2015 Business Office Survey Report business officers to spend some time in include the acknowledgment that we’re good go.nboa.org/BizOfficeSurvey the classroom, “interact with students and at short-term decisions (getting through the Smooth Moves: Orchestrating a Successful understand the spaces in which teachers are next one- to three-year budget cycle) but are Head of School Transition teaching. It can give you a good perspective wholly unprepared to think 10 years down go.nboa.org/HeadOfSchoolTransition on what [teachers] would like to see. It’s a the road.” To better prepare for change, A Delicate Balance: the Rise of the Chief Risk matter of value and not dollars.” he prefers “group scenario building” in Management Officer Nishant Mehta seeks that kind of which designated leaders from different go.nboa.org/SchoolRiskManager collaboration at The Children’s School perspectives (finance, facilities, enrollment

22 JANUARY/FEBRUARY 2017 NETASSETS.ORG 53.4 56 58.6 Average age of NBOA members Average age of higher-ed business officers Average retirement age of Fortune 500 CFOs (2014–15 NBOA Business Office Survey Report) (NACUBO’s 2016 National Profile of (SpencerStuart) Higher Education Chief Business Officers)

management, etc.) map out various management, including employee benefits THE NEW GUARD scenarios, taking history into account, “and and retirement planning, for instance, and then asking, ‘How would we handle each of another for operations, risk management these if they came into being?’” and project management. On the other hand, leaders should be able STRATEGIC COMMUNICATORS to see the big picture and think strategically. Cork foresees growing value for the CFO What skill sets will the next generation “who understands the current pedagogy in of leaders need? When it comes to the the school and how it needs to change, and chief business officer, independent what it takes to deliver on the expectation schools face so many complexities that of providing students with both the skills “you have to be a number interpreter and for, and love of, lifelong learning.” And not a number cruncher and see how it he believes all leaders should support fits into the strategic plan,” said Chuck professional and personal development, ROCHELLE HARGRAVES McCullagh, CFO at Williston-Northampton for themselves and their staff. “This is an St. Patrick’s Episcopal Day School School in Northampton, Massachusetts. important aspect of leaders’ lives.” (Washington, D.C.) “A whole area of compliance and risk Communication skills continue to gain management has taken on a life of its currency. School leaders — ideally, all staff Job title and start: Assistant head of school own and is now piled onto financial and and faculty — should understand and be for finance and operations, July 2016 operations management.” able to articulate the value proposition like Previously: Six years as CFO at the YWCA of the On the one hand, larger schools may never before. “The previous generation National Capital Area, preceded by nine years in opt to divide the CFO’s financial and of business managers assumed the value finance and operations at other nonprofits. operational responsibilities into separate, proposition was a given: ‘We’re a great more specialized roles. “Now you’re seeing Surprised by: “The genuine desire to school; people won’t stop paying our independent schools starting to look collaborate within the school and wider tuition,’” said Brad Rathgeber, executive more like universities,” said McCullagh. community. Idea sharing is valued, and director of One Schoolhouse, which feedback comes from a place of authentic “There’s someone handling the financial provides online learning for students interest for the well-being of the community side and then someone handling the and adult learners. “But that’s called at St. Patrick’s and for me as a professional.” physical plant.” One specialized leader into question a little bit now because might be accountable for financial Advice for schools anticipating a leadership the [tuition] is so high. The CFO has to change: “Develop a thorough succession plan understand the value proposition in a way well in advance of the leader's departure. Not they might not have had to before.” IS YOUR BOARD REALLY only does the process prepare the school for Underlying all of this is a simple fact: unforeseen changes, but it also brings to light ON BOARD? “Meeting the increasing expectations of our any gaps in knowledge and skills, and highlights Before getting too invested in bold new customers is an expensive proposition,” the need to compensate for those. More leadership, consider the degree to which said Cork. These demands raise the bar importantly, it can serve as an onboarding tool your board will support real change. for people-management skills. Within for the incoming leader and help transfer some “Schools that are prepared to face these the parental pool may be challenging of the institutional knowledge that otherwise challenges need top talent willing to would have been lost. Second, when the time characters like “snowplow parents who shake things up,” said Howard Teibel of comes to fill that leadership role, commit to clear the path so their kids can’t trip and Teibel, Inc. “Part of the story includes casting a wider net. If the cultural fit exists and fall,” said Paul Ibsen, who came out of the school’s culture and willingness to the technical competence is evident, be open to retirement last year to be the interim head face tough issues. Some cultures are not hiring a leader that does not have independent [willing], and they could get the wrong of school at Greensboro Montessori School school professional experience. Finally, send your talent as a result.” If your board does not in Greensboro, North Carolina. “Teachers new leader to the NBOA Business Officer Institute foresee imminent risk and therefore does and administrators are going to need to [offered every June] as part of their onboarding. not want significant change, you can know this behavior is more of the norm for I found this to be an incredibly valuable training expect to see incremental change at best. a lot of parents. How will you communicate opportunity. It laid a foundation of not only field- But “if the board wants ‘big ideas’ and is and deal with parents who need to know specific knowledge but also opened the doors to willing to rethink the model, you need a every single thing?” a professional support system.” different set of talent.” Feature continues on page 24.

[email protected] JANUARY/FEBRUARY 2017 23 How to identify and attract your next- generation leaders? Cast your net wide, and prepare for competition. FILLING THE PIPELINE THE NEW GUARD THE NEW GUARD What if there are no obvious candidates on tap to take over the senior finance/ operational reins?

ANDREA SABITSANA GAIL SCHULMAN (Greenwich, Connecticut) (Waltham, Massachusetts)

Job title and start: Chief operating officer, ong tenures and promoting from Job title and start: Chief financial officer, May 2016 within are hallowed traditions at August 2016 L independent schools — with the Previously: COO in a global high-tech company. Previously: Higher education finance notable exception of senior finance with responsibilities including accounting, Attraction factor: “I wanted to apply my positions, which are often filled by budgeting, financial reporting and taxes. business skills in an environment in which second-career professionals. Expect for- I felt I could truly give back, and in an Attraction factor: “Being the product of an profit companies, higher education and organization whose mission inspired me.” all-girls education and the mother of three other nonprofit sectors to become even Surprised by: “You can call it a CFO job, but it is young girls, Greenwich Academy's mission more popular launch pads as schools so much more than finance — it encompasses Toward the Building of Character really seek increasingly sophisticated analytical everything from rethinking our physical spaces appealed to me. I was excited to be part of skills and specialized knowledge. and ensuring support for our technology a smaller environment in an independent to making sure the buses run on time and Start with some recruitment school and was impressed by the culture of advising students in the business club.” Also: fundamentals, recommends Doug Cooney innovation and continuous improvement.” “the hands-on nature of running a very small of Deerfield Associates Executive Search. business office compared to a well-resourced Surprised by: “Despite the high expectations Define what you want out of a hire, learn business in the corporate environment; that come with an independent school, the how to package and market the opportunity, the complexity of an environment where culture is extremely warm and inviting. I was have an excellent interview team on campus, our ‘customers’ are also our donors and our also impressed with the level of engagement engage the candidate — and sell them on volunteers; how inspiring it is to work with of the trustees, current parents, faculty and the job. “The more personalized the search, leadership, colleagues and staff who are staff striving towards the common goal of committed to the school’s mission and who the more effective.” ‘What is best for our girls?’” use their creativity to advance that mission.” Feature continues on page 28.

24 JANUARY/FEBRUARY 2017 NETASSETS.ORG THE NEW GUARD THE NEW GUARD THE NEW GUARD

C. BEAR PAUL National Presbyterian School MELANIE JOHNSON ANN VISALLI (Washington, D.C.) Lick-Wilmerding High School (San Francisco) St. Andrew’s School (Middletown, Delaware)

Job title and start: Chief financial officer, Job title and start: Chief financial officer, Job title and start: Chief operating officer, July 2016 July 2015 May 2016

Previously: Business manager at a charter Previously: CFO at a community-based Previously: Director of the office of management school. Has also been a classroom teacher, nonprofit providing housing and services and budget for the state of Delaware. assistant director of a middle school, coach to very low-income and homeless Surprised by: “How welcoming and and occasional bus driver. individuals and families. Finance and supportive the entire school community operations work in not-for-profit and Attraction factor: “My wife attended NPS and has been.” still tells stories of how warm a community it for-profit organizations. Advice for schools anticipating a leadership was. On my visit in the spring, I was delighted Attraction factor: “The school’s change: “Communicate with everyone about to find that the school remained the wonderful commitment to teaching students to how positive the experience can be. Support place she described. The board of trustees, participate in and contribute to the new leaders by sharing experiences from others faculty, staff and parents are engaged and broader community.” committed to maintaining a remarkably warm who have transitioned into the school recently and caring school environment.” Surprised by: “Just how much can be as well as from those who can share the long packed into a day at Lick-Wilmerding, as Surprised by: “How much I love working in and rich history of the school and its culture. the school is bursting with an impressive an elementary school. My previous school Both perspectives are incredibly important.” array of collaborative, inspirational, professional experience has all been at the artistic, philanthropic and fun learning middle school and high school levels. This opportunities throughout the year.” is my first time working in an exclusively elementary school. I feel lucky to be here.”

This is especially true for positions Begin succession planning well profits, financial services and consulting so new they have no precedent or career in advance of a search. Cast your net disciplines, he said. path. Gabriel Lucas recently conducted a wide — possibly even nationally or Jane Armstrong, managing partner search for a “knowledge hub manager” internationally. Define the key priorities of education search firm Independent at a school. “Who has been that before?” and skill sets needed and wanted in Thinking, sometimes supplements asked the principal of Ed Tech Recruiting the role going forward. Cooney said his advertised searches by going through schools’ alumni databases — for and co-founder of ATLIS (Association typical independent school CFO search instance, seeking an MBA alumnus who of Technology Leaders in Independent might involve as many as 300 calls to has been involved with the school. Your Schools). “Who has run a library, been potential candidates and referral sources school’s audit firm might also have an innovation and curriculum manager within what he calls his “Doug Club” sources, she said. and served as a director for all things — well-placed individuals in relevant In any case, prepare for competition. technology?” By and large, “there’s just spheres. Winnowing names to a final In a hypothetical search for a smart, not a deep pool” within independent list of candidates might take three to strategic and dynamic school CFO, it’s schools to handle the shift to academic four months, depending on the pace of likely that “the person they want is in and curriculum design. “Quite often we the institution hiring, with that roster much demand not only by education but have found the top candidate is not the typically including one to two individuals by other sectors. You have to broaden typical rising-up-the-ranks independent from independent schools and the rest your sphere to get the best talent,” school technology leader.” from higher education, other not-for- Cooney said. Armstrong surmised that

28 JANUARY/FEBRUARY 2017 NETASSETS.ORG such talent is also ambitious and looking always the case, said Jeff Shields, NBOA’s bring the “new thinking necessary for for advancement potential. “Tomorrow’s president and CEO. For instance, while success in the future,” said Philip Cork, administrators are presenting themselves the controller might seem the likely assistant headmaster for finance and with terrific credentials,” she said, noting choice for succession, “controllers don’t assistant treasurer at St. Andrew’s School professional development programs necessarily desire to be the business in Boca Raton, Florida. Rather, “our from NBOA as well as NAIS, regional officer, just as the business officer doesn’t schools will thrive because we develop independent school associations and necessarily have the desire to be the head people from within who are eager to learn specialized offerings from the likes of of school.” new skills and apply them.” Harvard and the Klingenstein Center at Likewise, longtime leaders who retire Columbia University’s Teachers College. and then go into consulting don’t always Feature continues on page 32.

NEW ENERGY FROM WITHIN Could your next-gen leaders be closer ANTICIPATING RETIREMENTS, to home — perhaps among existing GLEANING INSTITUTIONAL KNOWLEDGE: employees, trustees or parents? “Some talent should be home-grown,” said One School’s Approach Frank Aloise, chief financial officer at Springside Chestnut Hill Academy in By Kitty Schainman, Catlin Gabel School Philadelphia. “They know the culture Our school is going to be facing the double impact of key financial officers and facilities personnel of the school.” But while the business retiring in the next few years. We will be missing their collective 60-plus years of experience with office might seem like an obvious training ground for a business officer, that’s not our institution. While the loss of their experience and knowledge will be sorely missed, my greater concern is two-fold: the loss of solid working relationships and the dearth of skilled middle-career managers and technicians to fill the voids. Regrowing relationships and training-up novices takes THE NEW GUARD an investment in time and resources. It also puts a greater burden on those who aren’t retiring. We are moving forward proactively to glean as much insight and institutional knowledge as possible from these folks now. Annual staff reviews will now include maintaining an annual calendar of planning and tasks related to each job. Not work orders or preventive maintenance, but the seasonal planning and thought processes that have become habit over the years. We are also attempting to get funding into our operations budget to cover the huge expenses that come when an established person is succeeded by a new employee: professional training, licensing and, most importantly, planned months of overlap with the replacement person. As a small school (750 students but 32 buildings and 60-plus acres), we rely so much on individual specialists (one HVAC, one mechanic, one electrician) because we have little redundancy. I am adamant that to ensure a successful transition and a seamless transfer of knowledge, we have to have a lengthy training and vetting period. We must make sure we have the right LINDA MACLEAN replacement before the veteran retires. Several times we have hired a person Marist School (Atlanta) who became overwhelmed, disenchanted or lured away. This left us with no knowledge transfer at all and a much longer and more costly recovery time. Job title and start: Vice president, finance, Wish me luck, and put out the word that there is great value in investing in the February 2015 people who manage the school’s physical and financial health. Previously: 20 years in leadership positions at UPS. Began in public accounting at a (then) “Big Eight” firm. Kitty Schainman (at right) is facilities manager at Catlin Gabel School, Portland, Oregon. Attraction factor: “My three children graduated from Marist and I was on the Marist board of trustees. It has been an important part of my family’s life, and I wanted to contribute in some way.” Surprised by: “The variety of issues that have come across my desk, large and small. I am also learning a lot of interesting and thought- provoking things from students and faculty that I hadn’t been exposed to before.”

30 JANUARY/FEBRUARY 2017 NETASSETS.ORG It’s all about the match both for the organization and the individual. That means affinity interests, strengths, work-life balance, location, culture, and of course, salary. It’s the whole package.” —Doug Cooney, Deerfield Associates Executive Search MONEY MATTERS

But so do mission hen it comes to recruiting financial THE NEW GUARD leaders, compensation is “a hard W topic” that is critical to discuss, and quality of according to Doug Cooney of Deerfield Associates Executive Search. Competition life. “Feeling good may be fierce, given high demand in all about your work is sectors for professionals with expertise both broad and deep. Heads of school ANN-MARIE FLYNN in particular need to recognize this, lest Shore Country Day School a driving force.” their expectations price them out of the (Beverly, Massachusetts) market. Thankfully, trustees, who often have corporate experience, may not be as Job title and start: Director of finance surprised. “When you say the replacement and operations, July 2016 has to be paid 30 to 35 percent more than Previously: Positions in financial aid, admissions the incumbent who’s retiring, the trustees and student employment at a private are most of the time cognizant of the college; also accounting and management demands and challenges going on in the in food service, building management and market for top-tier talent,” Cooney said. transportation companies. NBOA's 2016-2017 Business Office Surprised by: “Each day is a new and Compensation and Staffing Survey exciting challenge.” Report bears out that top leaders are OTHER RESOURCES asking for, and often getting, top pay. Advice for schools anticipating a leadership Deerfield Associates “Schools understand that this role is more change: “Help cultivate a relationship between deerfieldassociates.com sophisticated and it’s a leadership role,” the current leader and successor. Have the Ed Tech Recruiting said NBOA President and CEO Jeff Shields. current leader thinking about the transition a edtechrecruiting.com “We’re seeing that in titles and also in year in advance if possible, and make notes on cyclical forms and spreadsheets. Provide quick Independent Thinking salaries.” In the report, those with the title and easy access to a staffing directory with independent-thinking.com “assistant head for finance/operations” names and faces. A calendar of events and who saw their median compensation rise 34 Grant Thornton Financial Executive ‘owns’ those events is helpful to compare past Compensation Survey 2015 percent between the 2011-2012 and 2015- with present and helps to ensure nothing falls go.nboa.org/2eYgplb 2016 school years. Chief operating officers through the cracks. Only new items need to be enjoyed a 31 percent pay hike in that time. 2016 National Profile of Higher updated for the current year.” Education Chief Business Officers For chief financial officers, median pay go.nboa.org/2eay7jM rose 22 percent.

32 JANUARY/FEBRUARY 2017 NETASSETS.ORG THE NEW GUARD THE NEW GUARD THE NEW GUARD

JEFF CATALDO VIRGINIA ARBOUR JOHN CUNNINGHAM (Kent, Connecticut) Emma Willard School (Troy, New York) St. Martin’s Episcopal School (Atlanta)

Job title and start: Business manager Job title and start: Chief financial officer, Job title and start: Director of finance and and chief financial officer, 2012 August 2016 operations, June 2014 (controller 2008-2012) Previously: 35 years in administration and Previously: Financial officer at a liberal Attraction factor: “I was managing acquisitions finance, primarily in nonprofit hospice and arts college. for a large multinational company and was palliative care organizations. Attraction factor: “My children attended interested in being part of a smaller organization. Attraction factor: “Having worked as St. Martin’s and I was previously a My first reaction: why would I work for a not- a trustee of a college, I had become member of the board of trustees. for-profit when my entire career has been about increasingly interested in education, The position intrigued me. I liked the maximizing profit? There was something about especially advancement of young school’s mission and employees. I working for a school that I found interesting. I thought this could be a place where I learned quickly that the world of independent women. I wanted to be a part of could grow professionally and utilize my school finance is fascinating and requires many empowering young women to be the prior experience to benefit the school.” of the skills learned in the for-profit setting.” great leaders of the future.” Surprised by: “The intensity and scope Surprised by: “How broad the responsibility of Surprised by: “The overlap between health of the position. It requires skills that are an independent school CFO is.” care and education, with both sectors aligning risk with strategy in order to both deep and wide.” Advice for schools anticipating a leadership accomplish the mission.” Advice for schools anticipating a change: “Do not lose sight of the school’s leadership change: “Plan ahead and mission. Remove the noise and confusion Advice for schools anticipating a leadership look for a person who has the skills and that exist in every organization, and focus on change: “Look for leaders with good skills ability to fit into the school’s culture.” priority issues that will create value through in communication, collaboration and ability program involvement. Independent school to manage change. A good sense of humor CFOs must realize that they are part of the wouldn’t hurt. Leaders of the future need operating team responsible for executing the to be able to embrace and lead in change strategy to improve the school; they must management while respecting the past, go beyond the management of traditional the culture and organizational strengths. financial issues and remain committed to Properly train, document and coordinate good creating ‘real value’ for the school.” succession planning for key roles.”

MEDIAN SALARY INCREASES FOR OPERATIONAL LEADERS, FY 2011/12–2016/17

Assistant head for Chief financial Chief operating Business Director of finance finance/operations: officer: officer: manager/director: and operations: 34% 22% 31% 21% 12%

Source: NBOA 2016-2017 Business Office Compensation and Staffing Survey Report Download the report at go.nboa.org/Comp-and-Staffing, and see the article on page 10 of this magazine.

34 JANUARY/FEBRUARY 2017 NETASSETS.ORG THE NEW GUARD MEDIAN SALARIES OF CHIEF BUSINESS OFFICER FUNCTION BY REGION

East (N.Y. and N.J.) $185,400 Southeast $127,746

Mid-Atlantic $131,552 Southwest $125,000

Midwest $117,000 West $164,705

New England $170,613 Source: NBOA 2016-2017 Business Office Compensation and Staffing Survey Report JUSTIN WHEELER Delaware Valley Friends School (Paoli, Pennsylvania)

Job title and start: Chief financial officer, These sharp escalations also reflect solving problems, if you like serving a March 2016 trends in the for-profit world. A 2015 mission, then it’s a really attractive field.” Previously: Nine years as a CFO in the survey from the Financial Executives Jane Armstrong, managing partner charter school sector. Taught English at two Research Foundation reported that pay of Independent Thinking, has placed independent schools. increases for corporate CFOs outpaced the several CFO candidates from outside 3 percent average for the entire business the educational sphere seeking a new Attraction factor: “The Quaker belief system and how it plays out in education. I marketplace by about 1 to 1.5 percent. challenge. “When someone contemplates was interested in a school serving students Overall, CFOs’ salaries averaged $284,924 making a move into the independent with learning differences in a robust way. at public companies and $202,692 at school world, they are often at a point in I was looking to return to working in a private companies. their career when they can afford to take a single school, close to program.” While most independent schools would step back in terms of compensation.” And be hard-pressed to match these salaries, don’t underestimate the appeal of joining Surprised by: “I expected that the pace of organizational change would be slower they do have other advantages working a mission-driven organization. “The idea than in the charter school sector. In fact, for them. “I don’t think education of waking up each day and working for the we've made significant changes at DV. will ever be able to fully compete mission of educating future leaders of the We're in a very competitive and dynamic with industry pay at that level,” said country is really compelling. Feeling good market, so we've got to be collecting about your work is a driving force.” consultant Howard Teibel. But that may quality data, doing quality analytics on be immaterial. “People who do this kind In fact, not only is compensation that data, and constantly responding to of work do it because it’s a calling,” he typically not top-of-mind for aspiring what we learn. I'd go further and say that said. “Independent schools need to do independent school leaders — but we need to generate more opportunities a better job of recruiting senior finance it’s sometimes the fifth or sixth topic to learn about our market by piloting administrators who are committed to discussed, according to Cooney. “It’s all innovations and rigorously evaluating education, not to their discipline.” about the match, both for the organization their results. I'm excited to be working Others agree. “Nonprofit and for- and the individual. That means affinity with a head of school and leadership profit incentives for key employees are interests, strengths, work-life balance, team that share that approach.” different,” said Philip Cork, assistant location, culture, and of course, salary. Advice for schools anticipating a headmaster for finance and assistant It’s the whole package.” Once you’ve leadership change: “There are benefits treasurer at St. Andrew’s School. identified the candidate of choice, to bringing in school business leaders “Understanding motivation is key to however, “salary then moves to the top of with experience in strategic roles in other recruiting and retaining the right talent.” the list of importance.” sectors. There are also of course risks — Identify these motivations and sell especially that there won't be a culture fit. your benefits, said Shields. “There are The charter sector grows up leaders more certain aspects of quality of life that quickly than independent schools and, at least among the larger networks, benefits come with this position that many from the influence of business thinking individuals may find rewarding, especially from the tech, management consulting after a successful career in for-profit, Donna Davis is a freelance writer and finance worlds. It may be an emerging government, auditing, etc.” In addition, in Boulder, Colorado. Stacey Freed is a source of business and operations talent the work is just plain interesting. “If you freelance writer in Pittsford, New York. for independent schools.” like a fast-paced environment, if you like Leah Thayer is editor of Net Assets and NBOA’s doing a lot of different things, if you like vice president, communications.

[email protected] JANUARY/FEBRUARY 2017 35