“You were invaluable to Crystal Springs Uplands as we conducted a nationwide search for a successor to a long-standing Head of School. You are the first person I call when CSUS is in need of advice related to our transition in school leadership.”

– Search Committee Member and Chair of CSUS Board of Trustees

“In my opinion, RG175 is in a class by itself. At various times I have benefited from thoughtful advice, sound professional counsel and a superbly conducted search. I would unhesitatingly call on them again for future assistance at the school or Board level, and have recommended them to others with confidence.”

– A US School Director working overseas

Services: Overview

Head Search

• Executive searches for school leadership
• Interim head placement
• National and international experience and presence
• Inclusive process that respects all constituents and candidates
• Thorough reference checks
• Support for new head in transition period

Governance

• Facilitate board retreats
• Help in establishing the board's role
• Promote healthy board-head relationships
• Plan for succession and transition in leadership – how to handle retirement or resignation of the head
• Assess the school’s administrative structure
• Assess internal systems - effectiveness of communication
• Assess decision-making processes
• Facilitate resolution of issues related to founders

Strategic Planning

• Facilitate brain-storming and planning sessions
• Prioritize goals and strategies
• Organization of a steering committee and task forces
• Prioritization of goals and strategies
• Help in organizing and writing plan
• Full support along the way

Retreats

• Board training and orientation
• Board retreats to clarify mission, energize long range planning, and examine the school's current state of well-being
• Administrative and faculty retreats to examine the school’s major issues

Assessment

• Administrative structure and procedures
• Congruence of program and mission
• Morale issues
• Financial policies and procedures

Executive Coaching and Mentoring

• Work with a new head, especially in times of transition
• Strengthen communication between head and the board
• On-going coaching and support for the head
• Work with business manager, development staff, admissions, and board

Succession Planning

• Assess the school’s administrative and governance needs
• Work with the school before the retirement of key leadership personnel
• Manage expectations of internal candidates

Short Term Assignments

• Assist in identifying temporary leaders and administrators
• Analyze and advise on school or board crises
• Space analysis

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