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The Better Leaders Better Schools Podcast | The #1 Downloaded School Leadership Show: Daily Summaries Delivered
by Daniel Bauer
BETTER LEADERS BETTER SCHOOLS is the most downloaded podcast for K-12 school leaders — sitting in the TOP 0.5% of over 2 million podcasts worldwide. Launched in 2015, BLBS exists for one kind of leader: the Ruckus Maker — the principal who refuses to default to the status quo and is creating a campus experience worth showing up for. Every week, host Danny Bauer sits down with the sharpest minds in leadership, learning, and culture. No permission slips required. Turn your commute, your workout, or your chores into the best professional development of your career. Do School Different.
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- Yesterday49 min
How to Delegate Everything in Your Head Without Hiring Anyone with Kati Cahill
Delegating feels impossible when you run a school alone — until you turn what's stuck in your head into a playbook someone else can run. Delegation is the hardest skill for a principal running a school without an assistant principal — every checklist, process, and judgment call lives in one head, and that head is exhausted. Kati Cahill, Head of School at Humanex Academy, a small private school for neurodivergent students south of Denver, walks through how she's been using an AI thought partner to pull her admissions process and scheduling system out of her head and into playbooks her team can actually run. She also breaks down how the same backward-planning conversation turned her 90-day entry plan into four owned workstreams — communication, academics, culture, and operations — instead of a document that sits in a folder, and how she built a reusable "wins" template that turns a year of staff stories into an instant morale boost when energy dips. This one's a real look at what sustainable school leadership looks like when you're the entire admin team. ⌚️ Episode Timestamps 00:00 - Turning the systems in your head into playbooks 04:13 - Leading a school with no assistant principal 07:05 - A solo retreat that led to staying 13:36 - Inside the Mastermind hot seat and book study 21:16 - Using Digital Danny to stop overthinking 24:08 - Building a 90-day entry plan by department 33:38 - Turning staff wins into a shareable template 37:03 - Defining one belief to repeat all year 42:34 - Why Digital Danny stays open as a tab 48:00 - The takeaway on making the job sustainable 🧔🏻♂️ Your SelfMentorship Guide Meet Digital Danny — your SelfMentorship guide. Always available, never forgets, and evolves with you. Think through your next leadership move at myprincipalcoach.com 🚀 Whenever you are Ready, here's 3 Ways to Help you Do School Different: 📬 Weekly newsletter: https://ruckusmakers.news/subscribe 📚 Monthly mini-books: https://ruckusmakers.media 🧭 Map your next 90-days: https://betterleadersbetterschools.com/principals-entry-plan/ 🫶 Today's RuckusCast in Partnership With: IXL IXL's adaptive platform finds every student's knowledge gaps, adjusts difficulty as they learn, and gives you a dashboard showing exactly where growth is happening. 🔎 Over 1 million teachers use it — get started at https://ixl.com/leaders ODP Business Solutions ODP Business Solutions has supplied schools for 30 years — converting dead computer labs into STEAM centers, stocking multiple campuses, upgrading whiteboards to interactive displays — all from a single supplier through cooperative contracts. 🔎 Learn more at https://odpbusiness.com/education Orchard Orchard gives every student a personalized career action plan and scores readiness across 8 dimensions — a number you can take to your board. 🔎 See how it works at https://betterleaders.orchard.careers/ Kids First Education Kids First Education builds professional learning around your district's priorities, your data, and your classrooms — not pulled off a shelf — and 98% of educators walk out ready to use what they learned. 🔎 Partner with them at https://kidsfirst.llc/leaders
- 5 days ago53 min
Why Getting Answers From AI Is Hurting Your Leadership with Bill Renner
Currently in his eleventh year of school administration and his twenty-fifth in education, Bill Renner has run the full course through the Ruckus Maker system — the Mastermind, one-on-one coaching, and now Digital Danny. A middle school principal transitioning back to his first love, elementary, he's spent this year applying what each stage taught him about slowing down instead of reaching for the fastest answer in the room. He's also working on a book, currently titled Lead with Heart, Build with Purpose, and Serve with Joy, drawn from his own journals. School principal Bill Renner has used every tier of the Ruckus Maker system — the Mastermind, one-on-one coaching, and now Digital Danny. In this episode, he breaks down why fast answers from AI chatbots are quietly making leaders worse, and what changed when he learned to slow down before changing anything at a brand-new school. 💟 What You'll Learn Why treating AI like an answer machine can quietly make you a worse decision-maker. How to slow down and ask better questions before changing anything at a new school. Why giving your staff a "permission slip" to slow down changes how they show up. How to actually measure whether you're leading with joy instead of guessing at it. What separates the Mastermind, 1-on-1 coaching, and Digital Danny — and when to use each. 🔨 Breaking Down the Old Rules 🧠 Key Insight #1: Why Instant AI Answers Lead to Mediocre School Leadership Decisions What's broken: Principals turn to AI chatbots for fast answers and start believing every idea the tool hands back is brilliant. The shift: A tool that asks better questions instead of supplying instant answers forces principals to actually reason through a decision first. Impact: Plans get executed with more ownership and better results because the leader has genuinely thought them through, not just accepted the first answer. 🧠 Key Insight #2: Why New Principals Should Ask Before They Change Anything What's broken: Experienced principals arrive at a new school with solutions already picked out, based on what worked somewhere else. The shift: Slow down and ask staff what they're proud of and where they feel stuck before changing a single thing. Impact: Staff spoke more openly once the notepad and devices disappeared, surfacing context a rushed transition would have missed entirely. 🧠 Key Insight #3: Why Giving Staff a "Permission Slip" Changes How They Show Up What's broken: Administrators push staff with deadlines and demands, expecting speed and compliance by default. The shift: Give staff explicit permission to slow down or push back — the same kind of permission a parent signs off on for a school trip. Impact: The room visibly relaxed, and staff started extending that same permission to each other. BILL QUOTES FROM THE RUCKUSCAST "There has to be more to this leadership thing than just survival." — Bill Renner "Leaders, they don't need to prove that they have every answer. We just need to be willing to reflect, ask different questions, and continue to grow." — Bill Renner "Every day isn't joyful, but every day has joy." — Bill Renner "I gave them permission to slow things down. In this fast-paced society, we're all interconnected one way or another." — Bill Renner "When I go to Digital Danny, I'm doing deep work — breaking things down to get to the raw of what exactly am I doing and why am I doing it." — Bill Renner 🫶 Your Do School Different Challenge Ready to implement? Start here: Tomorrow: Ask one staff member the question Bill used at his new school — "What's something we should never change here?" This Month: Give your staff one explicit "permission slip," written or spoken, to slow down or say no to something on their plate. This Semester: Build a weekly three-things-that-went-well journal, like Bill's, into your own routine to measure joy instead of guessing at it. ⌚️ Episode Timestamps 00:00 - Why 32 suspensions in one day killed his joy 04:33 - From hemming and hawing to joining the Mastermind 11:19 - Comparing Mastermind, 1-on-1 coaching,
- 1 weeks ago48 min
Why Student Behavior Won't Change Until the Adults Do
Student behavior changed when the adults did: 25 discipline calls a day dropped to about one. Here's the adult-first work behind it. School discipline problems don't start with the kids. Sarah spent years answering 20 to 25 walkie calls a day for escalated students. Tokens, red-light-green-light charts, taking away recess — external systems trying to fix an internal issue. Then she started doing the work on herself first. Ten days into opening a brand-new school this fall, she hasn't answered 12 calls total. Jill Molli has taught Conscious Discipline for 25 years, and she names the leap most principals never make. They'll regulate themselves for a kindergartner. They won't do it for the teacher who yells in the hallway but posts good test scores. Sarah Sicht did it with teachers, parents, and her own superiors. At her previous school, a 100% free-and-reduced-lunch building, that produced zero teacher turnover and a move from the bottom 10% of the state to the top 10% of Title I schools with the same kids and no redistricting. Jill also breaks down SAFE, the four-domain framework Conscious Discipline built by studying principals like Sarah: Sustained leadership, Adult regulation, Foster community, Engaged classroom. It's the spine of the Elevate conference, where Danny is keynoting the S. REGISTER FOR ELEVATE Elevate is Conscious Discipline's conference in Orlando this October. Sessions are labeled by S.A.F.E. domain, so you go straight to what your campus needs. Danny, Jill, and Sarah will all be there. Sign yourself up, sign the team up: https://elevateteacherconference.com/ ⌚️ TIMESTAMPS 00:00 - From 25 walkie calls a day to one 04:12 - What Sarah believed about kids before Conscious Discipline 07:09 - Willingness beats waiting for a reason to change 09:11 - Hurt doesn't only show up in Title I schools 10:32 - Building the soil with a brand-new staff 14:39 - The hardest part is doing it with adults 17:49 - Why leading alone gets hard 23:24 - What COVID taught Sarah about connection 26:55 - Lowest 10% to top 10% with the same kids 28:32 - The two questions every staff member asks 36:17 - Where the SAFE framework came from 38:32 - Breaking down the SAFE framework 46:09 - The one thing: it's adult first
- 1 weeks ago47 min
How to Make Better Decisions Without More Information with David Samuelson and Mary Call Blanusa
Leading the Alliance for Decision Education's work to make decision science part of core curriculum are David Samuelson, the organization's Executive Director, and Mary Call Blanusa, its Director of Public Policy. Samuelson spent his career leading digital transformation at national associations before turning to teaching students and school leaders the skills to navigate uncertainty — the same skills, he says, that make a good sailor in unpredictable water. Blanusa brings two decades of education policy and philanthropy experience, including co-designing decision-making courses with state systems like the Tennessee Board of Regents. Together they're building the research, courses, and district partnerships that treat decision making as a teachable skill, not an innate trait. A principal ignored a direct order from central office — and made the right call anyway. This post breaks down the decision-making process that got him there: how to turn gut feelings into percentages, separate good decisions from good outcomes, and keep your judgment sharp as AI takes over more of the thinking for you. 🧲 What You'll Learn How to turn vague words like "maybe" and "highly likely" into percentages your whole team agrees on. Why judging decisions by their outcomes alone will wreck your team's confidence in a good process. The weight-and-rate framework David and Danny used to decide whether to defy a district directive. Why decision-making skills now show up explicitly in 41% of job postings nationally. What "don't give your agency to an agent" means for how you use AI in your building. 🖊️ Breaking Down the Old Rules 👀 Key Insight #1: Why Vague Language Kills Good Decision Making What's broken: Leaders use words like "maybe" and "highly likely" as if they mean the same thing to everyone in the room. The shift: Assign an actual percentage to the word — "highly likely" might be 95% to one person and 80% to another — so the team is agreeing on a number, not a vibe. Impact: A goal like "highly likely to graduate 95% of students" only works as a shared commitment once everyone has agreed on what "highly likely" actually means. 💟 Key Insight #2: How to Separate Decision Quality From Outcomes What's broken: Principals get judged — and judge themselves — on how a decision turned out, not on how it was made. The shift: Evaluate the process (the options you considered, the criteria you weighted, the probabilities you assigned) as a separate question from whether things happened to work out. Impact: A slow, evidence-based call — like keeping two struggling teachers in place with more support instead of transferring them — can be the right decision even before you know how it ends. 💡 Key Insight #3: Why AI Makes Decision-Making Skills Non-Negotiable What's broken: Schools are handing students and staff more AI tools without teaching the judgment to question what those tools produce. The shift: Treat decision making and media literacy as explicit, teachable skills — how to ask AI for the counterfactual, spot a confirming answer, and decide what to hand off to an agent versus what to keep for yourself. Impact: Decision-making skills already appear explicitly in 41% of job postings nationally, and hiring managers treat them as table stakes even where they aren't listed. 🎧 DAVID & MARY QUOTES FROM THE RUCKUSCAST "Don't give your agency to an agent. Keep your agency and choose what you want to give an agent to do. And that is empowering." — David Samuelson "Your life depends on your decisions." — Mary Call Blanusa "The process used correctly is always going to be better than the process not used at all." — David Samuelson "The quality and success that you experience in life comes down to two things: luck and the quality of your decisions. You can't change luck, but you can always improve the quality of your decisions." — Mary Call Blanusa "Stop and think. When in doubt, stop and think with curiosity." — David Samuelson 🚵♀️ Your Do School Different Challenge Ready to implement? Start here: Tomorrow: Run the words-to-probabilities exercise at your next leadership meeting — have each person put a number on "highly likely," "maybe," and "un
- 2 weeks ago39 min
Fred Holmes on Why He's Never Missed a Wednesday Mastermind
Over two decades in Memphis-area schools will teach you how to spot a leader who's still growing. Fred Holmes — known inside the Ruckus Maker Mastermind as the Velvet Hammer — started as a science teacher in Shelby County Schools, moved through teacher leadership and an assistant principalship, ran his own building as principal in Arkansas, and is now back in Memphis Shelby County Schools as a Professional Learning Communities coach, building leadership capacity district-wide. He's been a Ruckus Maker since the Mastermind's earliest days, joining during his first principalship and never missing a Wednesday since. Find him inside the Ruckus Maker community at betterleadersbetterschools.com Most AI tools will give you a confident answer whether or not it's actually true. Fred Holmes, a longtime Ruckus Maker and Memphis-area school leader, breaks down why he trusts his AI coach for principals — Digital Danny, built exclusively for school leadership — with his highest-stakes conversations, and why a decade-old peer Mastermind still shapes how he leads today. 🖊️ What You'll Learn Why generic AI tools like ChatGPT and Gemini can't replace a coach trained specifically for school leadership. How Fred rehearses high-stakes conversations with his AI coach before he has them in real life. The four jobs a real AI coach for principals should actually do. Why Fred still shows up to the same Wednesday Mastermind after nearly a decade. How to use your commute to get mentally ready to lead, instead of scrolling. 🔨 Breaking Down the Old Rules 🫶 Key Insight #1: Why Generic AI Tools Fail as an AI Coach for Principals What's broken: Tools like ChatGPT and Gemini answer every question with total confidence — even when they don't actually know — because they're trained on everyone's data instead of built for school leadership. The shift: An AI coach for principals should be trained exclusively on real school leadership coaching, refuse to train on your private conversations, and say "I don't know" instead of guessing. Impact: Fred trusts it enough to bring real, sensitive workplace situations to it — the kind he'd never run through a general AI tool. 🧲 Key Insight #2: How to Rehearse a High-Stakes Conversation Before You Have It What's broken: Principals walk into tough conversations — an underperforming direct report, a political conflict with a supervisor, a hard parent call — without a sounding board, and the wrong tone can make everything worse. The shift: Fred talks through the exact conversation with his AI coach first, testing language and thinking through the other person's perspective before he ever says a word out loud. Impact: He shows up calm and confident, because he's already rehearsed the hardest part before it happens. 🚀 Key Insight #3: Why an AI Coach Still Can't Replace a Weekly Peer Mastermind What's broken: Isolated leaders assume an always-on AI tool is enough support — but the loneliness of leadership doesn't disappear because there's an app on your phone. The shift: Fred pairs his AI coach with a live, weekly Mastermind of peer principals, using one as a thought partner and the other as human accountability. Impact: Nearly a decade later, he still hasn't missed a Wednesday. 💡 FRED HOLMES QUOTES FROM THE RUCKUSCAST "It's refreshing, it's renewing, it's empowering. It's where the loneliness of leadership disappears." — Fred Holmes "I already know where this is going. He's going to say, put it on the calendar." — Fred Holmes "Digital Danny just cuts through that noise, gives the signal." — Fred Holmes "I have this calmness and this peace. But also I have the confidence because I had that conversation." — Fred Holmes "If you're getting better, then your school is going to get better." — Fred Holmes ♟Your Do School Different Challenge Ready to implement? Start here: Tomorrow: Open your AI coach — or a blank doc if you don't have one yet — and talk through the one high-stakes conversation you've been avoiding this week. This Month: Build a 10-minute reflection or coaching routine into your commute instead of starting your day on you
- 3 weeks ago38 min
Why Principals Won't Delegate (And What It's Costing Them) with Naphtali Hoff
Dr. Naphtali Hoff trains school leaders and teachers to perform at their best without running themselves into the ground. A former educator and school leader himself, Dr. Hoff now coaches and trains school leaders on management, productivity, and delegation across the country. He's the author of three books, and his newest, Becoming the Delegating School Boss, is the one most relevant here — it helps school leaders clear their plates and empower their teams. Dr. Naphtali Hoff joins the Ruckuscast to break down why so many principals resist letting go, and what it actually takes to build a team you can trust. Every principal has felt it: the sense that if they left the building for a day, something would fall apart. That's not a compliment — it's a delegation problem, and it's quietly running good leaders into the ground. This episode breaks down why school leaders won't let go, and the exact framework for handing off real work without losing control of it. 🤯 What You'll Learn Why most delegation "excuses" are unexamined fears, not facts, and how to name yours honestly. How to use the Eisenhower matrix to sort your task list into do, defer, delegate, and delete. Why chasing perfection instead of excellence is quietly costing you time and staff trust. How Ken Blanchard's ABCD trust model tells you who's actually ready to take something off your plate. The one low-risk, low-stakes task every principal should delegate first. 🔨 Breaking Down the Old Rules 📚 Key Insight #1: Why School Leaders Treat Delegation Excuses Like Facts What's broken: Principals tell themselves "I don't have the time to train someone" and treat it as an immovable truth instead of an excuse. The shift: Naphtali Hoff reframes these as excuses, not myths — challenges to work through, not facts to accept. Impact: Leaders who name the excuse for what it is stop waiting for the "right" moment and start handing off real work now. 💡 Key Insight #2: The Eisenhower Matrix Every Principal Needs for Delegation What's broken: Without a system, urgent tasks crowd out important ones, and everything ends up back on the principal's desk. The shift: Sort every task into do, defer, delegate, or delete — and treat quadrant three as your standing delegation list. Impact: Principals free up hours each week for the visioning and instructional leadership work only they can do. 🧲 Key Insight #3: Why Perfection Is Costing Principals Trust, Not Building It What's broken: Leaders hold their team to a personal standard of perfection that almost no one else shares or notices. The shift: Aim for excellence, hand off the outcome, and let go of controlling every small detail along the way. Impact: Staff step up faster, and the principal gets back the hours they were burning on edits nobody asked for. 🧠 NAPHTALI HOFF QUOTES FROM THE RUCKUSCAST "Excellence really should be the goal, because perfection is the enemy of progress." — Naphtali Hoff "Delegating is not abdicating." — Naphtali Hoff "Their standard of good enough is probably a lot lower than your standard of excellence." — Naphtali Hoff "If I leave the building, there's going to be chaos unfolding. That means I have not done a very good job in delegating." — Naphtali Hoff "You have to realize what is it that I'm uniquely gifted at and capable of, and what can I empower other people to do?" — Naphtali Hoff 🧩 Your Do School Different Challenge Ready to implement? Start here: Tomorrow: Pick one recurring task — a newsletter, a weekly email, an observation schedule — and hand it off with a clear outcome instead of a script. This Month: Run a two-week activity log of everything you do, then sort each task into do, defer, delegate, or delete. This Semester: Move one staff member through Blanchard's four stages — directing, coaching, supporting, delegating — until a real piece of your job is permanently theirs. ⏳ Episode Timestamps 00:00 - The warning sign you're the campus bottleneck 03:02 - Naphtali's delegation disaster as a new headma
- 4 weeks ago47 min
Why Your Anti-Racist PD Isn't Actually Changing Anything with Dr Abby C. Emerson
She studies why anti-racist professional development in schools so often fails to change how teachers actually treat students — and what works instead. Dr Abby C. Emerson is an assistant professor of Childhood Education at Hunter College, CUNY, where her research spans anti-racist and abolitionist teacher education, restorative justice, and the critique of whiteness in educational spaces. She's been named National Association for Multicultural Education's Critical Teacher of the Year, and this fall she releases her book, From Anti-Racism to Professional Learning for Liberating Schools, with Harvard Education Press. Most schools running anti-racist professional development hit the same wall: teachers learn the theory, reflect on their own bias, update a unit — and the discipline data doesn't move. Dr. Abby C. Emerson studied schools across New York City to find out why, and she found the fix isn't another workshop. It's handing the mic to students. 📚 What You'll Learn Why the three most common anti-racist PD strategies rarely change discipline outcomes How one high school's student-led equity committee exposed teacher bias that surveys never could Why "call-out culture" undermines anti-racist work faster than it builds it How to communicate proactively with parents before backlash starts Why breaking curriculum change into small, sequenced steps outperforms sweeping overhauls 🔨 Breaking Down the Old Rules 🧠 Key Insight #1: Why Anti-Racist Professional Development Doesn't Change Discipline Data What's broken: Schools run PD on structural racism, individual reflection, and curriculum revision, then assume the culture has shifted. The shift: Track whether discipline outcomes actually move — not whether teachers can articulate the theory. Impact: Educators reported updating their curriculum while the same students kept getting pulled out of class for the same behavior, because the PD never reached school-wide policy. 🧠 Key Insight #2: The Student Voice Committee That Exposed Teacher Bias What's broken: Adult-only equity committees rely on surveys and self-report — data teachers can rationalize away. The shift: One high school trained students on its equity committee to collect, analyze, and present discipline data directly to staff, with no teacher in the room. Impact: Teachers only reversed their denial when white students said out loud that Black classmates were being punished for the exact same behavior they weren't. 🧠 Key Insight #3: Why Call-Out Culture Kills Anti-Racist Progress What's broken: PD that turns into "gotcha" policing — correcting language, catching mistakes in real time — makes people defensive and shuts the conversation down. The shift: Build the relationship first: one-on-one conversations, patience, and space for staff to say when they don't feel great about the PD. Impact: Principals who built trust before pushing change kept staff in the work, instead of losing them to resistance or resignation. 🗣️ DR. ABBY C. EMERSON QUOTES FROM THE RUCKUSCAST "Racism is not just about a couple bad apples, but that racism is a systemic structural piece that impacts all of us." — Dr. Abby C. Emerson "Education and teaching can be used as a tool to really challenge inequality in all its forms." — Dr. Abby C. Emerson "That relationship piece is more important than calling people out." — Dr. Abby C. Emerson "That sort of policing of each other was ultimately really detrimental." — Dr. Abby C. Emerson "I really tried to get ahead of the conversation so families knew it was coming home." — Dr. Abby C. Emerson 🧗♂️ Your Do School Different Challenge Ready to implement? Start here: Tomorrow: Schedule one 15-minute conversation with a teacher who's pushed back on equity work, and just listen before you respond. This Month: Pull last semester's discipline data broken out by race and share it with your leadership team before your next PD session. This Semester: Launch a student equity or student voice committee that collects and presents its own data directly to staff. ⌚️ Episode Timestamps 00:00 - Cold open: the da
- Aug 19, 202649 min
Why the "Conveyor Belt" Career Model Is Failing Kids with Corey Kossack
Building AI tools that replace one-size-fits-all personality tests with real career plans is what got Corey Kossack into K12 education. He's the founder and CEO of Orchard, an AI-powered career counseling platform for schools, and Aspireship, an employee upskilling platform — work born from watching his own father cycle in and out of a job he hated for years. Kossack has spent his career helping people who want to help themselves climb toward ambitious goals, and Orchard is the result: an AI career counselor named Orchie, paired with real interviews from working professionals across hundreds of occupations. For Ruckus Makers wrestling with overworked counselors and an outdated career-readiness playbook, that's the credential that matters. Most schools still run career readiness on a conveyor belt: next grade, next test, college, then hope for the best. Corey Kossack argues that model was built for a workforce AI has already started dismantling — and he's built a system for what comes after it. This is the episode for any Ruckus Maker rethinking what career readiness actually means right now. 🧐 What You'll Learn Why the "conveyor belt" model of career prep breaks down the moment AI starts reshaping entire job categories The four stages of school transformation — conveyor belt, simulation, mentor, and venture mode — and what each looks like in practice Why personality tests give students false certainty instead of real career readiness How AI tools like Orchard's Orchie can support overworked counselors instead of replacing them What it actually takes to build career connections into daily instruction instead of treating it as an extra 🔨 Breaking Down the Old Rules 📚 Key Insight #1: The Conveyor Belt Career Readiness Model Is Broken What's broken: Schools push students through a fixed path — next grade, next test, college, career — built for a stable workforce that no longer exists. The shift: Replace single-path thinking with a system built on exploration, mentorship, and venture (real-world doing) woven into the curriculum instead of bolted onto it. Impact: Students leave school with an actual plan and multiple explored pathways, instead of a deterministic label like "you're an engineer." 📚 Key Insight #2: Personality Tests Give False Certainty, Not Career Readiness What's broken: Traditional interest inventories are deterministic — one survey tells a student exactly what they'll be, and it's often wrong. The shift: AI-driven exploration lets students search by criteria — "an innovative tech career for creative people" — instead of getting boxed into a single job title. Impact: Students can compare pay, pathways, and requirements across a dozen careers at once instead of fixating on one narrow "good job." 🚀 Key Insight #3: AI Career Coaching Should Back Up Counselors, Not Replace Them What's broken: School counselors are overworked and can't possibly know the full breadth of occupations that exist today, especially as AI reshapes the job market in real time. The shift: Tools like Orchard's Orchie generate a personalized student action plan in under 20 seconds, freeing counselors to focus on relationship and guidance instead of research. Impact: Counselors gain a resource that scales their impact instead of one more task piled onto an already impossible list. ✍️ COREY KOSSACK QUOTES FROM THE RUCKUSCAST "If you're using the conveyor belt method at your school to prepare kids for the future, you are failing your students." — Corey Kossack "That conveyor belt method was built to produce a stable workforce. A workforce that's now gone." — Corey Kossack "Your students don't need to take a personality test telling them what they will one day be." — Corey Kossack "Don't fall into your future. Climb to it." — Corey Kossack "Why do we put it all on counselors? Why does it all have to be on counselors?" — Corey Kossack "How would you possibly expect a counselor to know all of these things?" — Corey Kossack "College is not the destination. It is a step in the journey." — Corey Kossack 🚵♀️ Your Do
About The Better Leaders Better Schools Podcast | The #1 Downloaded School Leadership Show
BETTER LEADERS BETTER SCHOOLS is the most downloaded podcast for K-12 school leaders — sitting in the TOP 0.5% of over 2 million podcasts worldwide. Launched in 2015, BLBS exists for one kind of leader: the Ruckus Maker — the principal who refuses to default to the status quo and is creating a campus experience worth showing up for. Every week, host Danny Bauer sits down with the sharpest minds in leadership, learning, and culture. No permission slips required. Turn your commute, your workout, or your chores into the best professional development of your career. Do School Different.
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