Thank you for ALL comments. It is this type of discourse and debate that must take place in the "proper" places and at the "proper" times, in order to bring about TRUE "transparency." It is the very reality that individuals, daily, are intimidated and threatened with hostile measures for even raising such valid questions as to qualification, that perpetuates strife and corruption.
We're not just talking qualifications of a Human Resources Director or a Superintendent, but these are the types of politically charged positions, at times, that bring about "How Dare You Question Us," type responses that smack of tyranny and dictatorship --- much like that of Dr. Gallon's widely-noted infamous and disreputable actions.
The fact remains that there has been this element of secrecy mislabeled with the term "confidentiality" that continues to exist in various areas of our school district. And it's, of course, not really "an issue" or of concern to some until it affects THEM! This must end and good folks that are dedicated to the true development, improvement and edification of our district leadership principles and standards must stand strong and closely, sit openly and honestly, and be prepared to relinquish their defensiveness of friends and cronies, in order to let the healing REALLY begin.
I love all of my family members, but interference with the hands of truth and justice or enabling any of them in their darkest hours of denial or deceit would not serve ANYONE...even them, in the long run and in their final hours. So, "Driving Drunk," even if intellectually or morally, will still inevitably lead to tragic circumstances, if we fail to keep the keys away from those sometimes even drunk with POWER!
We have an often philosophically and dogmatically SPLIT BOE from which we all need to urge and even demand diligent truth-seeking and rational, deliberate, sober-minded, intelligent, competent, and TRANSPARENT decision-making.
If questions are raised by our community members regarding the selection of personnel to fill vital district roles, then any attempts to deny the necessity of this process or circumvent is nothing short of suspicious, at best and apparently corrupt to some.
In order to "let the healing begin" as some have urged, we must look at not only the qualifications but also job descriptions of not only the Human Resources Director and other Top Administrators, but EVERY POSITION! Indeed, how else can we know where the duties of one job ends and the other begins; where they meld and/or merge, and what to reasonably expect from our colleagues and counterparts, in this whole mish-mosh of a school district reform effort???
So, to be fair, the Human Resources/Dr. Bailey's situation is not the only dilemma worthy of CLOSE EXAMINATION AND SCRUTINY.
By the way, "personality" DOES factor into one's ability to lead, when you consider that development of "leadership style" is a vital component in one's earning of advanced degrees that lead to educational leadership and management. Not one among us goes throughout a professional day without the effects of some personal impact upon our psychological, emotional, social, intellectual or mental state of being that for some is neatly arranged in our schemata. But for some, their personal experiences, interactions, exchanges, etc. prompt them to make VERY PERSONALLY MOTIVATED and even callous decisions about people's professional lives (that affect them in personally harmful ways); none of which are meant, at all to serve our students' interests.
I keep hearing of this "corporate mindset" for leadership and how it is NOT an effective option for our schools, as evidenced by ongoing and recent research. Yet, it seems that some who defend this position also, curiously, defend that pragmatic, impersonal element that for years has been associated with the cut-throat, dog-eat-dog environment of corporate America.
I keep hearing of this "corporate mindset" for leadership and how it is NOT an effective option for our schools, as evidenced by ongoing and recent research. Yet, it seems that some who defend this position also, curiously, defend that pragmatic, impersonal element that for years has been associated with the cut-throat, dog-eat-dog environment of corporate America.
So the question remains, wouldn't more "kinder, gentler" methodology, demeanor, attitudes, and decision-making procedures serve as more palatable medicine to cure what ails us???
Think about it...talk about it...and let's all BE about it.
