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FROM–THE–FIELD

Prepare Your Team for Success

Managing others is not something that comes easy to me. Several years ago, I managed a team of three employees. Our team worked together effortlessly, and we got along exceptionally well. One year for the holidays, the team gave me a vase with “A Team” engraved on it which was the nickname we gave ourselves. This gift was very meaningful to me because in that moment, looking at the gift, I realized that the team as I knew it would not last forever. Sure enough, far sooner than I would have liked, one by one they each went on to different positions. Today when I look at that vase, I am proud to know that I made a difference in their lives professionally. For those of us who enjoy helping others reach their full potential, there are so many great tips in this issue regarding hiring, crucial conversations and recognizing how to work with and motivate different generations in the workforce.

Lisa Yefsky

AREA EXECUTIVE VICE PRESIDENT ARTHUR J. GALLAGHER & CO.

SIMPLY SAYING

Identifying the right fit for a team is not as easy as just replacing the person who was in the seat before. important to build a foundation of trust where the employee

In sports, coaches have to rebuild their team as players come and go. Identifying the right fit for a team is not as easy as just replacing the person who was in the seat before. Oftentimes when a job opening is created it is a great opportunity to see if you can reshuffle the deck, reorganize the work and provide advancement for existing staff. Nothing is more satisfying than watching a staff member grow in their career or offering them a welldeserved promotion.

Crucial conversations and effective listening skills are critical to have in your mentoring toolkit. Sharpening your listening skills allows you to understand the meaning behind the words when someone is speaking. As a coach, having regularly scheduled conversations with staff to discuss performance goals and provide constructive feedback is vital to alleviate uncertainty in the organization’s expectations of the employee. If you are having regular discussions, there should never be a surprise when delivering a performance review or telling someone why To have open and honest conversations, it is important to create a safe environment and encourage two-way feedback. Showing you are receptive to new ideas and opinions helps to bolster your team’s confidence. As in interviewing, it takes preparation and practice to get these crucial conversations just right. In providing feedback some employees may be very easy to manage if they are self-aware and eager for growth. Other employees may be a little more challenging. In all of these situations it is

they are or are not deserving of a promotion. recognizes that you do want them to see them succeed.

A reality we are all experiencing is managing different generations in the workforce. Understanding how each generation is different, what matters to them, how to communicate and motivate an employee takes thought. Helping your teammates, no matter their age, achieve success at work and increase their job satisfaction comes with a great payout for you knowing you made a difference for them.

CONTRIBUTORS

Matt Bubness Senior Manager Government Finance Officers Assoc.

Leads outreach efforts related to best practices in budgeting for school districts and community colleges that are centered on improving the budget process. Matt also staffs GFOA’s Committee on Governmental Budgeting and Fiscal Policy and leads consulting on process improvements. Prior to GFOA, Matt worked for CPS and City Colleges of Chicago.

mbubness@gfoa.org Dale Fisher, Ed.D., pHLCE, CSBO Asst. Supt./Human Resources Deerfield Public Schools District 109

Dale’s greatest passion is fostering and growing individual relationships to bring forth the best in each and every organization. He has built a unique skill-set in human capital leadership that spans twenty-two years in public education; including serving as a middle school science teacher, assistant principal, principal and executive director.

Heather Eastman Senior Consultant Arthur J. Gallagher & Co.

Helps clients navigate large scale organizational change and optimize the human element of their operations. With more than 25 years of leadership roles in HR, strategy and operations, Heather brings a unique crossfunctional perspective with proven success in the technology, legal and healthcare sectors.

heather_eastman@ajg.com Brittany Flaherty Theis Senior Attorney Whitt Law LLC

Advises school districts on their full spectrum of education law needs, including school finance and facilities-related matters. Brittany also represents taxing districts in industrial and commercial property tax disputes before local boards of review throughout the State and at the Property Tax Appeal Board.

John Filippi, Ed.D., CSBO Business Manager Deerfield Public Schools District 109

Is a school leader who views a collaborative environment as the key to creating successful outcomes for students, staff and the community. He is a former Middle School Principal of the Year for Lake County, Illinois, and led Deerfield’s Shepard Middle School to the coveted Blue Ribbon School of Excellence recognition at the national level.

jfilippi@dps109.org

Tom Jackson, APR Public Relations Officer East Aurora School District 131

Has 30 years of experience in communication. Since 2016, has led the public relations efforts at SD 131. An accredited public relations professional, Tom serves on the Board of Directors for INSPRA, the Illinois Chapter of the National School Public Relations Association.

Dr. Robert Lang Dir./Innovation in Teaching & Learning Comm. High Sch. Dist. 99

Holds a doctorate degree in Leadership in Curriculum & Instruction. His prior administrator responsibilities include instructional technology, instructional innovation and professional learning, including an emphasis on equity and inclusion

rlang@csd99.org Pete Theis Dir./Human Resources Lake Forest SD 67 & 115

Previously spent seven years as the Assistant Superintendent for Human Resources for Community High School District #99 in Downers Grove, IL. This is Pete’s 37th year in education where he has also been a teacher, coach, dean, middle school principal and high school assistant principal.

Susie Murtaugh Human Resources Coordinator (Retired August 2020) Aptakisic-Tripp CCSD 102

Retired this past summer after over 30 years of serving staff in a human relations role of some kind in both retail and school environments. The last 13 years of Susie’s career were happily spent working in her beloved Aptakisic-Tripp CCSD 102. She is steadfast in her belief that a human relations department is the heart and soul of the organization.

susiemurtaugh@hotmail.com Leah Waser Human Relations Coordinator Aptakisic-Tripp CCSD 102

Has been working in human relations for the past seven years. Leah recently became the Human Relations Coordinator at Aptakisic-Tripp CCSD 102. She is grateful that she is in a profession that allows her to help people every day. Her passion is working with people and helping them to achieve their goals.

Rebecca Starr Managing Director, HR Consulting Arthur J. Gallagher & Co.

Offers extensive experience managing, reviewing and evaluating human resource functions, specializing in HR strategic and tactical approaches. Rebecca leverages her expertise to consult clients in the areas of employee relations, policy creation, efficient practices, employment law and benefits and HR administration

rebecca_starr@ajg.com

Stuart L. Whitt Partner Whitt Law LLC

The founder of Whitt Law LLC, Stuart has represented districts for more than four decades in matters including personnel issues, student rights and responsibilities, land acquisition and school construction, as well as school finance. He also advises school

districts and other taxing bodies on the assessment and taxation of complex, high stakes industrial properties throughout Illinois.

swhitt@whittlaw.com