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Excerpts from the NAIS Trendbooks2012-2017
Trends Impacting the Independent School Sector
Part IIThe Demographic Outlook – Part 1: Diversity - The Changing Composition of Students & Families. Socio-economic challgnes.
Top Trends: • Affordability and socio-economic challenges• 2015 – the year the student-age population tipped
to minority-majority: rapid growth in Hispanic & Asian population of school-age students
• Independent school’s lagging behind school-age population demographics
• Diversity’s impact on organizations & learning
What’s the feeling in your neighborhoods about the economic future? Confident or anxious?
Floor of Top 20%Incomes?
$100K
Floor of Top 5% Incomes?
Floor of Top 1% Incomes?
$2ooK
$350K
Trend Impact? Price elasticity?Seriously eroding affordability?
Trend #1: Economics and Affordability
• In any and all systems (nature, corporate, educational, disease), the more diverse the system, the stronger and more likely to persist and succeed.
• Mathematically demonstrable: a formula to predict the higher likelihood of success of diverse systems
• The “100 people in the room” test
Scott Page: Diversity and Complexity
The Good News: Data To Use
Culturally Competent Leaders:Cosmopolitanism – the 6th C
§ Accepting of a lack of full closure, of ambiguity and ambivalence
§ Recognizes there is much denial about diversity challenges
§ Articulates well why diversity is mission-critical:– classroom experience richer; – faculty problem-solving is more innovative; – demographic imperative is addressed– benefits all: in some ways benefits white students most
(IHE) in terms of growth of critical thinking
Strategy in a shrinking market:1. Hire Hispanic admissions staff &
faculty2. Recruit tipping point Hispanic
families3. Advertise in Hispanic
publications, in English and Spanish – and on the website
4. Forefront value proposition outcomes, not features in website infographics (from Young Alumni in College Survey)
Don’t Miss the Boat on Diversity!
Part II
Top Social Change Trends:
Schools as the New Church
What are the strategic implications for our school of…• The student-age population tipped to minority-majority:
rapid growth in Hispanic & Asian population of school-age students
• Independent school’s lagging behind school-age population demographics
• Diversity’s impact on organizations & learning• The changing forms of marriage and family• The changing roles of moms and dads
#2 Topic – Demographic Outlook:The Changing Composition of Students & Families
Part IIThe Social Change Outlook:Generational Shifts in the Workplace
Top Trends: • Millennials as employees (faculty/staff)• Millennials as customers (parents)
Quality Teachers
Teachers who know, love, and challenge their students
Dan Pink’s Drive: The Surprising Truth about What Motivates Us
§ Extrinsic Motivators (carrot & stick) for Faculty? – Carrot (“pay for performance”); and – Stick (“probation and firing”). – How are these motivators going in school?
§ Intrinsic Motivators for Faculty? – Autonomy – Mastery– Purpose
The Best Way To Pay “How Gen Y & Boomers Will Reshape Your Agenda” HBR Jul-Aug 2009
Boomers
1. High quality colleagues
2. Intellectually stimulating environment3. Autonomy regarding work tasks
4. Flexible work arrangements
5. Access to new experiences/challenges6. Giving back to world through work7. Recognition from one’s employer
What employees value “at least as much as compensation”
Pink’s first principle, autonomy
Pink’s second principle, mastery
Pink’s third principle, purpose
The Best Way To Pay “How Gen Y & Boomers Will Reshape Your Agenda” HBR Jul-Aug 2009
Gen Y/Millenials
1. High quality colleagues
2. Flexible work arrangements
3. Prospects for advancement
4. Recognition from one’s employer
5. A steady rate of advancement/promotion6. Access to new experiences/challenges
What employees value “at least as much as compensation”
The Best Way To Pay “How Gen Y & Boomers Will Reshape Your Agenda” HBR Jul-Aug 2009
Boomers Gen Y/Millenials
1. High quality colleagues 1. High quality colleagues
2. Intellectually stimulating environment
2. Flexible work arrangements
3. Autonomy regarding work tasks 3. Prospects for advancement
4. Flexible work arrangements 4. Recognition from one’s employer
5. Access to new experiences/challenges
5. A steady rate of advancement/promotion
6. Giving back to world through work
6. Access to new experiences/challenges
7. Recognition from one’s employer
What employees value “at least as much as compensation”
Attracting & Keeping Millennials
§ Highest starting salaries
§ Leadership roles on design teams
§ Golden handcuffs (making college loan payments)
§ Developing a “talent management” system
Millennial Parents (b. 1980+)
§ Are used to 24/7 interactions, where "better, faster, cheaper, and customized" are the norms.
§ Most racially diverse generation in American history: 43 percent of Millennial adults are non-white, the highest share of any generation
§ Most educated generation to date. However, many Millennials struggle with student debt.
§ Feel pressure to be great parents: 80 percent of Millennial mothers believe that it's important to be "the perfect mom," compared with about 70 percent of Gen X mothers. Also, 64 percent of mothers across age groups said that they believe parenting is more competitive today than it used to be, Time magazine reported.
“Back to School: Understanding the New Student Population” ~ Amada Torres, Independent School Magazine Blog 09.15.16
How are they different from past generations?
Millennial Parents (b. 1980+)
§ Most likely among all generational groups to support school choice (75 percent), in particular charter schools which support is disproportionately high (85 percent), according to American Federation for Children and Beck Research.
§ Twice as likely as Boomers to say they most often look for instruction from Google and for advice from their social media networks (Facebook, Twitter, blogs, and apps), according to Time.
§ More pragmatic as consumers. Before having children, 57 percent of their buying decisions are based on quality; after parenthood, this number is just above 50 percent, says MillennialMarketing.com.
“Back to School: Understanding the New Student Population” ~ Amada Torres, Independent School Magazine Blog 09.15.16
Millennial Parents (b. 1980+)“Back to School: Understanding the New Student Population” ~ Amada Torres, Independent School Magazine Blog 09.15.16
§ Perfectionism: P.E.T., the dangers of Black Swan parenting, the benefits of free-range parenting, etc.
§ Quality & Value: Bring your neighbors to Mom & Toddlers’ Reading hour, Maker Camp, Fitness & Coordination Programs, etc.
§ Google as Source of Information: “Best pre-school” Searches find your school
§ Social Media as Source of Advice: Communications Dept blogs by guest experts (Rob Evans, Wendy Mogel, etc.) and school staff and parent moms.
Strategy around…
What are the strategic implications for our school of…• Millennials as employees (faculty/staff)• Millennials as customers (parents)
Social Change Outlook: Generational Shifts in the Workplace
School Culture & The Value Propostion Outlook
Top Trends: • Defining our current & aspirational culture• The Elements of Value (HBR, Sep 2016)
Culture & Value
A phrase originated by Peter Drucker and made famous by Mark Fields, President at Ford, Inc.
External Culture: The Changing Demographic Landscape
Organizational Culture: The Internal Culture of Schools
School Culture (OCAI)
§ The Clan Culture
§ The Adhocracy Culture
§ The Hierarchy Culture
§ The Market Culture
Like a family; high trust & loyalty; membership is life-long; conform to strong norms, traditions, workplace expectations; change-resistant; outsiders = danger; Examples: unions; civic groups; teams; guilds; the Mafia
Like a tech start-up: risk-adept; fearless fail-forward attitude; break the social and workplace norms; disruptive innovation beyond improving to replacing the prior model; Examples: Google; Facebook; Amazon; Uber; Online Schools
Like a feudal kingdom where organization is highly stratified and power concentrated. Value adherence to rules; predictability & consistency; Examples: churches, the military, the DMV
Like a business; highly responsive to market conditions – where the customer is always right. Examples: GE; Ford; Starbucks; L.L. Bean
Organizational CultureAll Surveys:
(Hierarchy) (Market)
(Clan) (Adhocracy)
The Value Propositioncf. The Elements of Value(HBR, Sep. 2016)
For parents, as perceived price/cost goes up, value goes down unless perceived outcomes increase proportionately
A six-year old’s take on the value proposition
= Value
OCAI: Organizational Culture Assessment Inventory’s Four Cultures: Clan; Hierarchy; Adhocracy; Market.
The Change Vector
The ValueProposition: cf Maslow’s Hierarchy of Needs
Are you more like Amazon or Wells Fargo? Your school’s examples of providing value at each “needs” level?
Amazon example of adding value before increasing price (streaming videos and cloud storage of photos) vs. Wells Fargo’s new online interface –impossible to find functions.
If your school introduced a student digital portfolio that included all the student’s best work across all years, which value elements would be added?
• Informs in real time and with evidence of skills sets learned/or needing improvement• Adds variety to the way in which a child/student's learning is documented• Connects the teacher/parent/student/classmates in group project successes• Organizes the child’s whole history of learning over the first 13-15 years of school• Reduces risk of the child having learning gaps as progress is recorded sequentially• Reduces anxiety of the parent regarding what's being taught and learned in class.• Fun/entertainment from the video-recording of major breakthroughs (especially in public speaking, class plays, etc.)• Provides access by the parents to real-time tracking of "best work"• Rewards me as a parent to see the growth manifest in the student's best work• Nostalgia peaks in having a real record of the child's growth in every way from age 3 to 18 when I "flip" back in the portfolio from grade 12 to grade 6 to preschool.• Motivation is tapped into as children take pride in their work and decide themselves what is worthy to be in their portfolio• Heirloom is created as the portfolio is handed down, generation after generation.• Provides hope is generated as students and parents see and documented growth yearly• Demonstrates the quality of the teacher's lessons and the student's work• Self-actualization occurs as the portfolio is part of what is considered in the college matriculation process - and the success in college that follows our students.• Self-transcendence occurs as the graduates create testimonials of values learned in service beyond self
One Innovation, Elements of Value
What are the strategic implications for our school of…• Developing a “market culture”• Understanding the multiple elements of value• Brainstorming how we inadvertently reduce Value• Brainstorming how we might increase value
#6 Topic – The Value Proposition Outlook: Articulating & Adding Elements of Value
Part II21st C. Schools: (Go To Schools of the Future: The Big Shifts PPT)
Top Trends: • The “Big Shifts in Education, PS-Grade 20.• The Blended Learning Future• The Five C’s Plus 1: Outcomes, not Features• The Classical/Traditional vs. Progressive/Innovative Continuum
