DEIA:Better Together - The Power of Professional Development

 In this episode of DEIA: Better Together, we’re exploring the powerful link between professional learning and student success. Talent development isn’t just about training — it’s about transformation. When educators grow, students thrive.

Co-Host Everette Callaway is joined by Tanisha Holland, Director of Talent Development, and Lauren Sprowls, Supervisor of Leadership Development within Human Resources and Talent Development (HRTD), to discuss how LCPS is building pathways for continuous learning, supporting classroom teachers, and cultivating strong, reflective leaders.

Together, they unpack what it means to take a learner’s stance as educators — expanding access to professional growth, empowering teachers to lead with confidence, and shaping schools where every student can see, feel, and experience excellence.

Because when we invest in our people, we invest in our students.

Transcript

SPEAKER_00 0:00

It's your co-hosts, Anthony, Camille, and Everett.

SPEAKER_03 0:04

Welcome and thank you for joining us for another episode of DEIA Better Together.

SPEAKER_00 0:20

It's another beautiful day at LCPS, and today we're going to discuss the importance of ensuring that students see themselves reflected in their school environment. Before we dive into our main topic, let's have an appetizer, Alphabet Soup. Today's letter is I. What is a word starting with the letter I that resonates with each of you and connects to equity work?

SPEAKER_01 0:48

I'm gonna go with the word inspiration because truly trying to lean in for every student, every staff member to truly get what they need. It's inspiring to help them really reach their full potential and where they want to go with it in their life.

SPEAKER_00 1:06

I love that.

SPEAKER_02 1:08

And I love that as well. I will choose the word integrated because when I think about the word, the words diversity, equity, inclusion, and accessibility, I think that it has to be work that's integrated throughout all that we do in our school division.

SPEAKER_00 1:31

Love that as well. And just because I'm also here, I am going to share my I word, and my I word is intersectional. So I think that if we're really going to engage in this work, we've got to think about all facets of one's identity, another I-word, uh, when we are engaging with this work. So I think that to be true practitioners, we've got to look at this work from a lens of it being intersectional. Today, we are diving into the role of talent development in our school leaders and why it matters for the success for each and every student. We all know strong leadership makes a difference in how schools function day-to-day, but beyond that, the way we support and grow our leaders has a direct impact on whether schools, whether students feel seen, challenged, and supported in their learning. Our conversation is about exploring how districts can invest in leaders in ways that build strong schools, support teachers, and ultimately make sure all students have what they need to reach their full potential. Today, we're diving into the power of talent development, how can we expand learning opportunities, support educators and leaders across our schools, and keep growing together as lifelong learners. You've already heard from them, but to offer some insight into this topic, our guests today are Tanisha Holland, Director of Talent Development, and Lauren Sprolls, Supervisor of Leadership Development within Human Resources and Talent Development, or HRTD. These two members of the LCPS community play a crucial role in selecting and supporting new teachers and leaders as they enter LCPS. Thank you both so very much for joining us today. Can you tell us a little bit about your journey in education and into your current role within LCPS? And I think we'll start with you, Tanisha.

SPEAKER_02 3:30

Well, thank you so much for having me. I'm honored to join this conversation about the power of talent development. My journey has always centered around people, helping employees grow in ways that ultimately impact students. In my role as director of talent development, I oversee performance management, leadership development, and mentoring and coaching. At the heart of this work is really a simple truth. When we invest in our people, our students benefit. And so talent development exists to support student excellence, and every decision we make is grounded in the belief that when staff thrive, students thrive.

SPEAKER_00 4:11

Lauren.

SPEAKER_01 4:13

Excellent. So again, thank you all so much for having me. And I'm excited also just to be here with my director as well, Tanisha Holland. So a little bit about my story. Um, I think a lot about Michelle Obama's book, Becoming. There's a quote in the book that says, For me, becoming isn't about arriving somewhere or achieving a certain aim. I see it instead as a forward motion, a means of evolving, a way to reach continuously towards a better self. The journey doesn't end. And so I think about my story. I was serving as a principal. And I said, you know what? I really am in a state of where I want to do more. Can I support principals? Can I lead some things at principal meeting? And she said, Why don't you apply for the leadership development position? And I was like, no, my job. I love my school. Absolutely not. I just want to support at principal's meeting. Um, but I'm sure you guys might have had this experience as well. Then it's gonna just kind of like wake me up at night saying, just try it, just do it. And I was like trying to fight it, saying, no, I don't want to do it, but I did it. I remember I went to that interview. I love talking about the excitement and the passion that I have for wanting to provide professional learning, wanting to support principles, wanting to help support new principles along the way. And here I am in this position now. So it all worked out well.

SPEAKER_00 5:47

Your story reminds me so much of a quote by a good friend of mine named Anthony Beckett. Anytime I find myself deciding that something is too big for me or something that I can't engage in, he simply says, prove it. Prove to me that this is not for you. And I think that that's kind of what your director was saying, prove it. And here you sit. Um, so a question to uh either of you or both. Uh, what aspects of your role do you find most impactful in advancing student success and staff support?

SPEAKER_02 6:21

I would say as director, because I touch every component of talent development, I would say the work with mentoring and coaching certainly impacts student growth and excellence and success. Um as we provide coaches to our novice teachers and those who need mentoring support, that is like on the ground work that impacts students on a daily basis. When we think about performance management and that scope of providing people with feedback on how they're doing on their day-to-day work, as it may directly impact students or indirectly impact students, I see that as a far-reaching opportunity to work and impact student success. And then leadership development. As Lauren represents the instructional leaders, we also have someone dedicated to supporting the growth of our operational leaders, our central office leaders. And that, even though we might not see kids, students on a daily basis, that work impacts student success because we know that when all people receive support and resources, they're able to extend services beyond the average. For example, your bus driver or someone in transportation. They may not be interacting in the central office with students as a dispatcher, but they're supporting the safety of students through providing timely feedback. And so growing them as leaders, equipping them with the knowledge, skills, and abilities that they need to soar in their work is, I think, an indirect benefit for student success.

SPEAKER_00 8:15

I loved, and this goes back to what you said originally when you were saying when you stated uh that you ground it all in that outcome that students will have. So, what you described, a lot of times people don't see the ways in which uh their role may or may not touch students. And that's why this conversation is so incredibly important so that people are reminded that the entire crux and point of us as a school division is to grow and support students, and every single piece and member of our organization's end goal is to do exactly that. So, what you were describing as you create the spaces where they can have the capacity to do their things, the person who's next in that chain now has additional capacity and support that is going to create a space in which those students can uh achieve those outcomes. So that is amazing.

SPEAKER_02 9:03

Absolutely. When I wake up every day, I really think about my why. And while I work directly for employees, my why is for students to succeed, for every student to succeed and have opportunities that will surpass what I had opportunity, the opportunities I was provided as a young student or child.

SPEAKER_00 9:25

Absolutely. Um so as we kind of switch gears a little bit into our overarching conversation, when we talk about developing school leaders, how does that really connect to making sure every student, not just some, gets an equitable shot at success?

SPEAKER_01 9:44

Absolutely. So I think first and foremost, it really starts with your core values, knowing who you are. I think about the various cohorts in which I design, and I usually I ground, especially the first session, and John Maxwell's Law of Self-Awareness. That law specifically speaks to the more you know yourself, the more you grow yourself. So opportunities for leaders to really pause and reflect, recognize their areas of strength, but also think about what are some areas of growth? What are my values? What are my core principles that I want to lean into as a school leader? And then also what are the actions that I'm gonna do that's gonna be very reflective of what these values are. I think when leaders have the ability to see their values, but also see their biases as well, they're better equipped to make decisions that can then dismantle any inequities that are in place. I feel like self-awareness isn't just about personal, but is also the foundation of creating systems that are inclusive really for everyone involved.

SPEAKER_02 11:00

And I'll add, um, that was an excellent response, Lauren. Thank you for that thoughtful um response. So leadership is a leverage point. School-based leaders shape culture, they allocate resources, and they set expectations for equity. And so for us to ensure their equitable outcomes exist, we have to be intentional. We have to help leaders be more intentional. We have to help them be reflective, as Lauren shared about the self-awareness, and really be supported. In talent development, we ensure that leaders aren't just managing buildings or departments or areas, but they're equipped to be equity-focused instructional leaders.

SPEAKER_00 11:45

I love that you said specifically that they aren't just managing a building and understand that they are expected to be those leaders that are going to uh work with each and every one of our students. Uh that leads us kind of to the next layer. Uh it's one thing to really talk about uh equity in theory, but what kinds of skills, and you alluded to a lot of it in your response. What kind of skills or habits do you think leaders can develop that can turn the idea of every student thriving into something that really shows up in classrooms and schools?

SPEAKER_01 12:20

So I feel like I live by this. I feel like this was really at the core and the essence of what I truly believed as a principle, kind of going back to those values as well. Relationships, relationships, relationships, relationships with students, with staff, with family, and the community. I think that's essential to help leaders understand perspective. I'm not saying that leaders don't necessarily need to sit in someone else's shoes, but they do need to have a willingness to learn and understand what someone else might be feeling, what their perspective is. And I feel like you start to gain that desire of learning that comes from trust. Trust comes from listening, and trust is developed through relationships. So relationship being one, I think another habit or skill is just that opportunity for reflection as well. Tanisha just spoke to that in terms of the intentionality to pause and like be reflective within your practices. But I think leaders have to ask themselves, okay, why am I doing this? Whose perspective am I validating when I'm making this decision here? Who might I be missing? Who's benefiting? And who maybe might not be benefiting for this decision? And I don't think it's about just the leader asking that question of themselves, but also creating spaces where leaders can ask that to students, they can ask that to teachers, they can ask that to community members, but having just that culture that really is built on reflection, but also trust and relationships are really important. And then last but not least, I would say courage. Leaders need to be willing to take risks, to put systems and structures in place where every student can thrive, but also take the risk to also dismantle some structures and systems in place too that are preventing individuals from thriving as well.

SPEAKER_00 14:30

You mentioned barriers, you mentioned dismantling systems that are not serving, you mentioned uh creating a culture of reflection, creating a safe space in which that reflection can take place, uh, and welcoming that. Um, we can just head out. I think we've we've solved them. We've fixed all the things. Go for it, Tanisha. Let us know how we can how it really shows up.

SPEAKER_02 15:00

I see, I see skills in all that Lauren so eloquently shared, and I see emotional intelligence, and we talk about this a lot here in talent development. Our superintendent talks about leading from love and leading with the heart, and that's really at the core of emotional intelligence is that empathy that we have for not just ourselves or each other, but for our students, building trust, listening deeply, and creating being very intentional as we talked about creating those inclusive environments. I'll also call out data literacy. We have to use the data that we have access to, student data and staff data, to really identify inequities and take corrective action. And then lastly, consistency and expectations.

SPEAKER_00 16:09

Love to hear that. Uh love uh the focus on not only the students, but also the employees, uh, because sometimes we act like it's a zero-sum game. Uh, and if we really want to see that success or create a space where success can happen for our students, we also have to ensure uh that our employees or colleagues have what they need. Um so you've both described amazing skills that once present create that space, but we know that it's not a plug-and-play situation. People don't show up and it's like, okay, these are skills I need you to have, see you Monday. Um, so how can districts create those pipelines that don't just prepare individual leaders but really help build long-lasting culture where every student is supported to reach their potential?

SPEAKER_01 16:58

So I'm really excited. Um, with Tanisha's leadership this year, we are working to develop the LCPS profile of a leader. And what that is, um, clear values, a driven framework that really outlines the competencies and standards, guiding leadership at every level, in every role, and across every area within our division as well. We like to say that this profile is going to serve as our North Star, is designed to unify our leadership practices and ensure that every leader, whether an aspiring leader or an experienced leader, is working towards a common goal, creating environments where every student and staff member can reach their full potential. So I think about when we were talking about these competencies, one of our most meaningful conversations was hmm, equity. Do we want equity to be a standalone competency or should it be embedded throughout the framework? And ultimately, we agreed that equity isn't just one part of leadership, it's really the foundation. It has to live within every competency to help guide every decision that leaders are making. So we're really trying to embed equity within the DNA of our profile of a leader framework. We're ensuring that our pipeline doesn't just produce capable leaders, it also cultivates leaders who are deeply committed to inclusive and student-centered environments. And I feel like our approach really helps us move from developing individuals to building a culture of leadership within LCPS. One where equity, one where reflection, one where collaboration and courage are not just said, they're not just taught, but they're also truly lived.

SPEAKER_02 19:05

Districts can't rely on chance. Pipelines need to be intentional, they need to be diverse, and they have to be sustainable. I think beyond preparing individuals, talent development focuses on systems, mentoring and coaching, succession planning, and ongoing support. And so these pipelines ensure continuity of equity-focused leadership, even as staff transition. So when the system invests in leaders at every stage, teacher leader to AP to principal, it creates a long-lasting culture that centers equity. And that's just an example from the school-based side. This certainly applies to our operations side as well.

SPEAKER_00 19:48

And there we go with another I-word. There's like so much intentionality in the way in which this is built out, the way it's lived. Um, listeners, y'all just got some like some early, fresh off the press intel. You're welcome.

SPEAKER_01 20:02

That is true.

SPEAKER_00 20:03

Um, but it's amazing as a as a um an employee of Blauen County Public Schools to hear the way in which leadership is being looked at and creating this um what is it, profile of an LCPS leader because so often the words and terms that are associated with that can be kind of fuzzy. Um do this thing, but it's not like concise. And this is going to be a game changer. Uh, it'll probably allow people to see that facet within their own identities that people sometimes see in them, but they may not. Um, that's amazing. Uh so that idea of really creating this entire culture around it really brings us directly to DEIA. And you set it up so lovely by speaking about the way in which you would like to see equity and plan on seeing equity in the DNA of this process. Why is DEIA so important for student success today?

SPEAKER_02 21:04

Students are living in an increasingly diverse, complex world where schools have to reflect and respond to that reality. DEIA is not about access and opportunity. For me, it's about making sure who you are doesn't limit what you achieve. So, again, for me, it's not about who you are limiting what your potential is and what you achieve. It also is for me about belonging. And we're talking a lot about belonging as a school division. When students see themselves reflected and valued, they engage more deeply in learning. And for staff, DEIA provides the lens to lead fairly, chant challenge inequities, and ensure resources reach the students who need them the most. So for us in talent development, DEIA is not a separate initiative. As we've talked about during this conversation, it's integral to our mission and vision of supporting student excellence because we know that student success is only possible when every learner feels valued, supported, and seen.

SPEAKER_01 22:19

Yeah, I'm gonna echo that as well. You know, our classrooms are diverse. They're filled with students from different backgrounds, different identities and experiences. So I use the word again: if we really want students to thrive, we must intentionally create environments that celebrate diversity, ensure equity, foster inclusion and belonging, and then prioritize accessibility as well. As Sanisha says, DEIA isn't just a set of initiatives, it's really a mindset and a commitment that all of our leaders and all of our individuals have to have.

SPEAKER_00 23:01

Love that. Before we head out, I just wanted to give you each an opportunity. If there's something you wanted to just like put the uh cherry on top, if there's something that they the people need to hear from you in this moment, um the floor is yours.

SPEAKER_02 23:18

Thank you so much for this opportunity and this topic that I care ever so deeply and most passionate about. As I reflect on our conversation, I keep coming back to this. Equity and student outcome starts with equity and employee support. Our mission in talent development is to build strong, capable, and equity-minded leaders and employees who create environments where every student has the opportunity to succeed. DEIA is not separate. It's woven into how we coach, how we mentor, and how we grow our leaders to ensure that student excellence is never the privilege of a few, but the experience of all. So thank you again for this opportunity to share how talent development contributes to this vision. I'm really excited about the future we're building together.

SPEAKER_01 24:15

I'm just gonna end with our talent development slogan: your success is our mission.

SPEAKER_00 24:22

Love that. Um, I also love that y'all like this mission that we're on together. I think that it's important because so often people may look at this space and not necessarily feel like we're together in these missions moving forward. So love that. And I'd like to offer a huge thank you to each of you uh for your thoughtful insights and reflections. You've given us so much to think about when it comes to leadership, talent development, and ensuring equity for all of our students. We truly appreciate the time you've taken to share your experiences and perspectives with our listeners. Thank you for being a part of this conversation. I and personally, I appreciate both of you and everything that you have done in the way of uh creating spaces for conversation, creating spaces for um employees to learn the uh lead loudo and those things that you all put so much work and focus into and ensure that those are equitable spaces and you bring in interesting thought leaders. Um if if I haven't said it before, thank you all for that work that you do as well.

SPEAKER_02 25:28

Thank you. Thank you for your work and leadership.

SPEAKER_00 25:31

Awesome. Uh, now that we've discussed the power of talent development and its impact on the outcomes for each and every student, how can we utilize what we've learned? This month, we challenge you to turn these words into action. What connection does talent and leadership have to the role you play as a member of the LCPS community? Try new ways to engage with your own professional growth as leadership development and leadership development by partnering with the resources that exist within our division. Thank you so much for tuning in to DEIA Better Together. Thank you again to Nisha and Lauren for sharing your expertise and offering your valuable time and insight into the positive impact of representation.

SPEAKER_03 26:19

Special thanks to our superintendent, Dr. Aaron Spence, and Assistant Superintendent of DEIA, Dr. Letitia Ellis Williams, for facilitating the development and distribution of this podcast. If you enjoyed this episode, please follow us on Amazon Music, iHeartRadio, Spotify, and Apple Podcasts to tune in to more courageous conversations in and around DEIA.

SPEAKER_00 26:43

For our next episode, we will be joined by Lynn Fiskis and Alexandra Tate to explore the impact of centering student voice and facilitating opportunities for students to lead equity work. Please join us as we discuss existing and new opportunities for students to be part of the planning process as we build programs and initiatives designed to help them succeed. And remember, take what applies, leave the rest, use what you can to be your best.