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this is amy sermon with max knowledge and i'm speaking today with dr blake faulkner president and chief operating officer of pinnacle career institute system blake thanks so much for joining me oh thank you we're going to be talking a bit today about the importance of developing a management and leadership pipeline within your career college and blake i know this is a topic of of particular interest to you can you tell us a little bit about your background and why the interest in this topic yeah you know my primary i've spent my entire career in higher education and spent the last 16 years really growing and expanding higher ed organizations and and really focusing on quality and sustainable growth and the one thing that's become really relevant to me uh and clear is that there the really key to that is is developing people within the organization and developing managers and leaders that allow you to support quality and sustainable growth and that is something that's become a passion of mine uh is in a lot of my time is spent on that each and every day is how do we do that better and better so for a first natural question as an extension to what you were just talking about can you tell us a little more about why uh developing managers and leaders is so important to the growth of college yeah i think i think the a couple different reasons i think you know first off is that you know we're in the people improvement business and if you look across higher ed and read all of our mission statements so you can condense it down most the time to that that one thing and i think when you're in the people improvement business uh making sure that you've got management and leadership uh the supports that mission really becomes critical to your success i think the other thing is in seeing organizations grow from one or two or three campuses into multiple locations and scaling online programs and scaling into international markets when you look at that fundamentally to spread and support that organizationally you have to have people in management leadership positions that can make decisions that are consistent with the organization's mission and core values and so really those two factors to me kind of drive the importance of of the development of folks very good can you get into maybe some of the potential pitfalls that a school could experience in trying to properly develop their managers yeah you know i think i think some of the pitfalls that that i see i think there's really three areas of management development that i think are really critical i think you know one is there's the functional area training that needs to be done and that's training people in the nuances of admissions and marketing and financial aid and those types of things organizationally that typically were pretty good at doing uh but in addition to that i think just the the the general management and leadership and supervisory training is something a lot of times we don't pay as much attention to uh the third thing i think is just the to especially in a scaling and growing organization uh like ours is that you really also want to make sure that the core values that the mission and the core values and the culture the organizational culture that you want to to create and to permeate as you grow that you're you're taking the time to train and work with the the people in the organization and the future managers and leaders to make sure that that's clearly understood and that the people understand uh and act uh in that in that the culture and you know here we really focus on a collaborative culture uh our planning and our whole process involves everybody in the institution uh in that because we think we need those great ideas and we need that involvement of folks in the process so those are other pieces to the uh the training that i think a lot of times are left behind uh the other the other pitfall that i think often happens in organizations is a lot of times we take really talented people that have performed well individually as an admissions representative or as an instructor and we move those quality people into management or supervisory positions without without taking the time a lot of times to to really look at what the really taking the time to look and say okay in making that change uh do they do they have the background and experiences to do that and if not to provide them the training and the development and and help them make that transition uh into those positions very good uh you've shared um a little bit of best practices related to uh what what you're doing at pinnacle anything else you'd like to share related to to best practices you know i think uh um really the i think the underwriting things i think that a lot of time it's just that we need to be more thoughtful uh about what we're doing and provide better training and support to to future managers and leaders in the organization and i think that fundamentally is the difference i think a lot of times especially when you're growing and developing as an organization there's a tendency to look past that because of the urgency of the moment and i think over time and i i really think the one thing that i've learned myself is that it's not i used to coach college football years ago and the one thing there is it was you know you can write x's and o's on a paper on how to play out work uh but the play doesn't work if you don't have the right players working together and really organizations are the same way it's it's no different in organizations you're really talking about the same the same things you've got to have the right people aligned with your strategies and serving students or it's not going to work very well are there are there potentially other challenges that that schools may face in trying to develop their managers i i think one of the biggest challenges uh particularly in in small and mid-sized organizations uh is i think that just to have the resources available to do it is sometimes difficult to do a lot of times you just don't have the the manpower or the fiscal resources to do it the way you want to or it may you know to do it for a smaller number uh is a lot different than when you're doing it for hundreds as you might in the larger organization so i think one of the challenges is is being able to to do that internally all by yourself and i i think that's a spot where max knowledge and in our sector in higher education folks like max knowledge and other uh providers that have key pieces to that you know the max knowledge management development program uh the faculty development those things i think allow you to really move forward effectively and quickly and you tag on to that some of your internal functional training and other pieces that you may be able to get there quicker and more effective than trying to do it all internally uh when you're a smaller organization so so i think that would be those things wonderful well our our interviews are short um blake as you know before we we wrap up uh are there other other things you'd like to share related to management development and uh and your experiences um you know really not i think uh i i just think the i guess the only other thing i would add is i think in our in our my experience uh with that is that i think a lot of your uh people that you're growing internally the the commitment that they have your organization that you're willing to invest in them i think really builds a lot of commitment to the organization and to the students that you're serving at the same time bringing people from outside the organization in in from other sectors if you're bringing them from health care uh from the i.t field other sectors that they've worked in a lot of times they're bringing in a lot of really fresh ideas and a lot of those industries matured and done things that we're currently going through in higher ed so i think that perspective is important but at the same time those folks are going to need training on education and specifically who and what we are and and that people improvement business uh so i think either way i think the development needs are the same that's a great point well blake thank you so much for joining us and sharing your insights related to management development we appreciate it you bet thank you