Unleashing the Power of People: Reimagining the Workplace

Experience Management Institute explores what inspires innovators and leaders in people experience—covering people management, mentoring, coaching, training, development, human resources, human capital systems and process improvement, organizational development, and internal communications.

Hear from experts and thought leaders about creating workplaces that are more productive, innovative, and human-centered—all focused on revolutionizing the people experience.

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Unleashing the Power of People: Reimagining the Workplace

Students Are Our Why

December 12, 2024 • Experience Management Institute • Season 1 • Episode 5

Why Listen?
This episode features two human capital leaders in education from Garland Independent School District, a Dallas-Fort Worth Metroplex-area organization serving the communities of Garland, Rowlett, and Sachse, Texas. With 50,000+ students, the district is the second-largest in Dallas County, fifth-largest in Dallas-Fort Worth, 15th-largest in Texas, and one of the 100 largest in the nation.

Guests address how to develop and implement a comprehensive human capital management system that prioritizes people, embraces change and technology, and circles back with questions and support. Having a firm purpose of putting a qualified educator in the classroom with every student as their first and foremost goal makes ever day have meaning.

Guests

Assistant Superintendent of Human Resources Dr. Gradyne Brown, Garland Independent School District
Human Resources Director Eboney Forté, Garland Independent School District
Vice President of Client Services Teresa Daulong, Experience Management Institute

Topics
Dr. Brown and Eboney cover these key points about their human capital management system, highlighting people, process, prioritization, planning, platforms, and partners—and why it all begins with students:

Their approach to human resource management from a very strategic perspective, as well as handling the tactical responsibilities with great attention to detail.
Improvements, both recent and upcoming, to the HR organization, systems, and processes.
How data has informed their change process, and how key metrics have been communicated to stakeholders.
In the news, there are often stories about RIFs due to funding that goes away (e.g., ESSER dollars). This has not been the case with GISD. Why not?
Advice for other districts looking to make strategic and structural improvements to their systems

In the words of Dr Brown, the most important lesson is to “involve the humans who will be involved in implementing the plan so they have ownership. How will your tactic impact the entire system? Work with others in your system who have ideas, too.”