How to excel in the role of chief people officer

Why do staff join your district and stay? The answers are among the highlights of a new “chief people officer” field guide compiled by 50 superintendents who are also members of the DA Leadership Institute.

At the March Superintendent’s Summit in South Carolina, they shared insights on morale, feedback and credibility to help their fellow K12 leaders excel as a chief people officer. “People do not join districts,” the superintendents agreed. “They join conditions.”

Teachers, administrators and other staff prioritize climate alongside compensation. Steady leadership and obvious support are two signals that a school system is a positive place to work.

Morale improves with thoughtful scheduling, manageable workloads, peer recognition programs, state-of-the-art technology and paid professional development. District employees also want a role in decision-making.

The superintendents noted a factor that is largely beyond their control: the reputation of the surrounding community. Even when school climates are healthy, negative external narratives can impact candidates’ interest in working in a district.

Leaders must therefore ensure they have control over their district’s story by delivering strong messages on websites and social media, through community outreach and in professional organizations.

Find more solutions in the full “Field Guide for People Leadership,” which is available with a free DA+ trial. Then, navigate to the People section of the Content Hub, which is listed in the menu on the left side of DA+.

The image above was created with AI.