Who Before What: Why People Are the Most Important Decision School Leaders Make

When school leaders think about improving their institutions, the focus often lands on strategic plans, new programs, or ambitious enrollment goals. But as Jim Collins famously notes in Good to Great, strategy comes second. First, you need the right people on the bus.

In Catholic schools and across all educational settings, the most critical question a leader can ask isn’t “What should we do?” It’s “Whom do we need?”

Good Isn’t Good Enough: The Cost of Poor Hiring

Hiring mistakes are costly, far more than just a few months of lost productivity. According to the hiring method outlined in Who by Geoff Smart and Randy Street, a mis-hire can cost an organization up to 15 times the employee’s salary. One poor fit can disrupt culture, drain morale, and force leadership to spend precious time managing dysfunction rather than leading growth.

The Right People Don’t Need Tight Management

Collins emphasizes that great companies and great schools start by hiring people who don’t need to be micromanaged. These are mission-driven team members who take ownership, thrive in a values-aligned culture, and lead with humility and will, what Collins calls “Level 5 Leadership.”

A Structured Hiring Method That Works

Rather than relying on instinct or résumés alone, the Who method offers a repeatable, structured approach to hiring called the A Method:

• Scorecard: Define roles by outcomes, not tasks. Include clear, measurable goals, mission alignment, and the competencies required for success.
• Source: Be intentional about where and how you find candidates. Build pipelines, don’t just post and pray.
• Select: Use four distinct interviews to get a full picture: screening, career history (“Who”), competency-based, and reference checks.
• Sell: Great candidates have options. Highlight your school’s mission, impact, and growth opportunities. Connect the role to the candidate’s values and aspirations.

Culture Fit > Résumé Fit

The best candidates may not always have the most impressive credentials, but they will fit your culture. Cultural alignment should be front and center during the interview process. Use behavioral questions to uncover patterns, and avoid being swayed by isolated success stories.

From Concept to Action

If you're looking to strengthen your team and protect your culture, start with these next steps:

• Define scorecards for every hire.
• Use the A Method in every hiring decision.
• Evaluate your current team to ensure you have the right people in the right seats.
• Prioritize culture fit and internal motivation.
• Develop leadership capacity from within your school community.

Great Vision Is Irrelevant Without Great People

As Collins reminds us, “Great vision without great people is irrelevant.” In today’s competitive educational landscape, schools that thrive are those who invest in who they bring onto their team before they decide what they’ll do next.

Want to learn more about building high-performing teams in Catholic schools? Contact Kyle Pietrantonio.