experience, I try to take note of what they are doing and look for ways to take that and implement it. We have iPad bars throughout our lobby. I went into the Apple store and saw all the iPads sitting on the table and replicated that. We had scan cards also, so that when students came in, they would check in like what you see at a gym. Spicer: My wife is a hair stylist and she always has her schedule up on her phone and is able to change and make adjustments. That’s always something we are looking for: the ability to change and make adjustments to make communication as easy as possible.
Berk: How to do you attract and keep good teachers?
Mason: This is one of my favorite things to talk about. Culture has been the main focus for me and our organization for a couple of years now. It gets away from you very easily if you’re not managing it. First, you have to be clear about your values; what’s important to you, so when you are sitting down interviewing someone, you can figure out quickly if it is someone who will fit into your culture. It’s like a recipe, and it stands out when someone is not a cultural fit, if you are clear what you’re looking for. Just because someone has the skill set, it does not mean they are the right fit culturally. It’s about your values and your mission. An example is if someone isn’t involved in the community. “Is there a reason you are not involved in the community? Because if you are not, it’s going to be a hard
“Our open-mic nights each month feature a lot of lesson students who come through the program.”
SAXOPHONES
—Tim Spicer
BRASS
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SEPTEMBER 2019