Have you thought about being coached to improve your resume and your performance during an interview and what it entailed? As a successful coach of 100’s and 100’s of educators over the last ten years, let me give you a brief overview of my approach: (1) free review of your resume and cover letter; (2) free 10 minute telephone in-take conversation; (3) schedule and conduct virtual one-hour one-on-one coaching sessions depending on client’s needs. The following is a brief summary of what takes place:

1. Review of Your Resume (no charge)         

2. 10-minute In-Take Conversation (no charge)

   a. What position(s) are you seeking?

   b. How long have you been applying for jobs? How many jobs have you applied for?

   c. How many first-round interviews have you had? Second-round? Beyond second-round?

   d. What do you think the problem might be in not moving on in the process?

   e. Information regarding fee; scheduling; brief feedback on resume; answer additional questions

3. Coaching Sessions (clients determine their needs and how many sessions they want)

• Review and edit resume and cover letter; how to prepare for an interview; and begin analyzing and crafting response to “Tell Us About Yourself”
• Finalize and practice response to “Tell Us About Yourself”; strategize answers to 10 to 20 of the most frequently asked questions.
• Analyze what your future supervisor is really looking for.
• Mutually create your narrative that emphasizes your strengths and neutralizes any potential weakness.
• Do mock interviews and get constructive feedback.
• Learn strategies and tactics on “how to close the deal” and negotiate salary.

FOR MORE INFORMATION, EMAIL: larryaronstein@yahoo.com  or call 516-423-0240.

Visit: www.larryaronstein.com

Register for my next 90-minute virtual workshop: “Inside Secrets to Getting your Leadership Job” on March 10^th. Only $50.

https://www.mylearningplan.com/WebReg/ActivityProfile.asp?D=10056&I=3959241

1. What do you anticipate being the most difficult types of challenges that you will face in our district?
2. Describe the process you use in communications between school board members and the superintendent.
3. How will you build and sustain an effective leadership team?
4. Describe a crisis to which you’ve responded and tell us the strategizes you use to deal with and avoid crises.
5. How would you deal with a hostile and aggressive crowd attending a public meeting of the Board of Education? What plan might you put together in anticipation of such a meeting?
6. What process do you go through in developing a District Budget?
7. What lessons have you learned in dealing with the Covid-19 epidemic and what changes would you seek to make which would improve the district as a result of these lessons learned?
8. Assume that there is a serious need to improve buildings and grounds; how would you go about doing Capital Improvement Planning that might include a Bond Issue?
9. What is your approach to effectively evaluate teachers and school leaders that results in their professional growth and development?
10. Outline your Entry Plan once you are appointed and extending into your first hundred days on the job.
11. What qualities do you look for in hiring teaching and leadership candidates?
12. How do you go about making visits to schools? What do you look for?
13. leaders and Central Office, and school leaders and Board Members.
14. How do you teach and mentor school leaders?
15. What functions and problems should the Superintendent directly and personally take on?
16. Describe the process you use in developing annual district goals.
17. What role do you play in negotiations with various unions?
18. How do you determine when it is necessary to communicate with school legal counsel?
19. How do you handle Superintendent-Student Disciplinary Hearings?
20. How do you prefer to develop agendas for Board Meetings?
21. What should be the role of the Board President?
22. What is your role in dealing with grievances?
23. How do you deal with conducting investigations of wrongdoing?
24. How do you prefer that the Board do your Superintendent Evaluation?
25. Walk through the steps of developing and putting up a Bond Issue
26. How do you go about deciding on a Snow Day?
27. What is your approach to dealing with the Union Leaders?
28. How transparent is your approach to “transparency”?
29. How do you go about building district-wide morale?
30. Taking a long-term view, how do you go about sustaining positive change?
31. Describe your Decision-Making Process
32. Tell us about an unpopular decision you made? What did you learn from it?
33. Tell us about innovations you brought about in the area of School Security and Public Safety.
34. How do you develop positive relations with local Police and Fire Officials?
35. What creative ideas do you have about maintaining a positive public image for the district?
36. How will you make yourself more accessible to your publics?
37. How will you deal with “special requests and favors” from “entitled” constituents?
38. How do you deal with disloyal school leaders who critical of your leadership?
39. What would you do if you strongly disagreed with a decision of the Board despite your best efforts to persuade?
40. How long do you expect to remain in the district?
41. What are your professional or personal guiding principles that are non-negotiable?
42. How do you deal with free speech and student publications?
43. What is your vision of the future role of technology?
44. How do you deal with the ever-rising costs of special education?
45. What do you consider to be your three great professional accomplishments?
46. What are some of your ideas about cost savings?
47. What would your critics say about you?
48. What would your advocates say about you?
49. What would you want to accomplish five years from now that would lead us to agree that you have been a successful leader?
50. Tell us about a student, or teacher, or school leader who you feel you helped change the course of his/her life.

Resumes require descriptive and active verbs to make reviewers fully aware of your accomplishments, knowledge, skills and dispositions. I have lifted many of the actual verbs that my clients have used in their resumes. Some are better than others although they may connote similar meanings. To my thinking, the more active the verb the better. As an example, “develop” is neutral compared to “create”. “inspire” has a positive emotional component compared to “motivate”.

Here are 40 examples to choose from. I’m sure there are others. However, you should find these examples very useful in crafting your resume.

1. OVERSEE
2. DIRECT
3. SUPERVISE
4. MANAGE
5. RUN
6. ADMINISTER
7. CREATE
8. DEVELOP
9. ADVANCE
10. BRING ABOUT
11. COACH
12. NURTURE
13. ACCOMPLISH
14. ENHANCE
15. INCREASE
16. GROW
17. ENCOURAGE
18. FOSTER
19. INSIRE
20. MOTIVATE
21. PERSUADE
22. CONVINCE
23. INFLUENCE
24. SUPPORT
25. SUSTAIN
26. CONTROL
27. GOVERN
28. STIMULATE
29. KINDLE
30. ADVANCE
31. USE
32. DESIGN
33. CRAFT
34. INSTRUCT
35. TEACH
36. MENTOR
37. GUIDE
38. PLAN
39. STRATEGIZE
40. PROPOSE
41. PROVIDE LEADERSHIP
42. WRITE
43. AUTHOR
44. FOUNDER OF
45. INITIATE
46. RECRUIT
47. REFORM
48. SYNTHESIZE
49. ANALYZE
50. FORMED
51. ORGANIZE

Assume that you are a well-qualified applicant who is applying for a mid-level leadership position and are 1 out of a total of 150 applicants. Assume that there are at least 15 other candidates who are equally qualified. Why do you need to be well prepared for a job search? What must you know and do so you don’t sound like the rest of the candidates? Consider the following:

1. Do you know how to strategically organize and design a resume that gets the reviewers’ attention?
2. Do you know how to differentiate yourself in your response to the inevitable question, “Tell us about yourself”?
3. Do you know the best order in which to be interviewed and how to get that “post position”?
4. Do you know when to stop talking in response to a question?
5. Do you know how to read the “body language” of the interviewers?
6. Do you know what questions to ask at the conclusion of your interview?
7. Do you know how to frame a final statement at the conclusion of an interview?
8. Do you know how to present yourself as someone who is likeable and a good fit?
9. Do you know how to adjust your interviewing approach as you move from screening to committee to leadership to Board interviews?
10. Do you know how to “close the deal” if you are a finalist”?
11. Do you know how to negotiate the best deal for yourself if you’re offered the job?
12. Do you how to make a good impression during your first 100 days?

There are many other things that you must know in order to be a highly competitive candidate. I have coached 100’s of my clients get their dream jobs. Let me help you, too.

https://www.mylearningplan.com/WebReg/ActivityProfile.asp?D=10056&I=3959241