Beyond Agreement: Mastering Empathy in a Polarized Society
To lead effectively in the current climate, leaders must adopt a mindset that prioritizes understanding over uniformity. Empathy should not be confused with agreement. Instead, it involves the discipline of listening to other perspectives without immediately judging or dismissing them. When leaders take the time to understand the lived experiences of those outside their usual circles, they create space for more inclusive decision-making. This is especially critical at the municipal level, where policies often have immediate and visible impacts on diverse populations. By fostering deeper conversations within communities, local leaders can model the kind of empathy-driven leadership that could scale nationally.
One practical method is through structured community engagement initiatives, such as participatory budgeting or citizen advisory boards. These forums invite residents with varying viewpoints to co-design solutions with elected officials, which builds mutual trust and understanding. For example, Vallejo, California, became the first U.S. city to adopt participatory budgeting citywide, leading to broadened civic involvement across racial and income divides1. Leaders in these settings are not just facilitators of dialogue but also champions of equity. By actively seeking out and amplifying marginalized voices, they can begin to repair trust in government institutions and foster a more cooperative civic environment.
Economic Implications of Perspective-Based Leadership
The intersection of empathy and economic health is often overlooked. When leadership decisions reflect only a narrow set of interests, economic policies can exacerbate inequality and limit growth. Alternatively, when diverse perspectives are included in the policy-making process, outcomes tend to be more sustainable and broadly beneficial. A 2021 study by the Urban Institute found that cities which invested in equity-centered planning saw greater economic resilience during periods of downturn compared to those that did not2. In this light, leadership that prioritizes broad participation and understanding is not just a moral imperative, but also an economic strategy.
For municipalities, this means revisiting traditional budget priorities, procurement strategies, and workforce development programs through a lens of inclusion. For instance, the City of Portland, Oregon, incorporated racial equity impact assessments into its budgeting process, which helped redirect resources toward historically underinvested communities while maintaining fiscal responsibility3. These kinds of decisions, informed by a wider array of perspectives, can lead to more robust economic participation, reduced social service costs, and greater public confidence in government. The ripple effect is a stronger local economy that contributes to national stability.
Building Organizational Cultures That Embrace Diverse Perspectives
Shifting from hierarchical to collaborative leadership models requires intentional organizational change. In municipal settings, this may involve redefining performance metrics, retraining managerial staff, and embedding diversity and inclusion goals into long-term strategic plans. Leaders need to create a culture where differing opinions are not just tolerated but actively encouraged. This begins with modeling vulnerability and openness at the top. When city managers or department heads admit they don’t have all the answers and invite others into the decision-making process, it signals a shift in organizational norms.
One approach is to institutionalize regular “perspective-sharing” sessions within departments, where staff are encouraged to present insights from their interactions with the public. These conversations can surface blind spots in policy implementation and lead to more adaptive governance. The City of Minneapolis, for example, implemented an internal Racial Equity Action Plan that requires regular employee feedback sessions and accountability check-ins with department heads4. Such practices not only improve policy effectiveness but also increase employee engagement and retention by making staff feel heard and valued.
Preparing Future Leaders for Perspective-Driven Governance
Academic programs in public administration must also adapt to emphasize leadership perspectives grounded in empathy, equity, and collaboration. Curricula should include experiential learning opportunities such as community-based research, public deliberation simulations, and internships with diverse organizations. These experiences expose students to the complexities of governance and the necessity of understanding multiple viewpoints. Educators can further support this by integrating case studies that highlight both the challenges and successes of inclusive leadership in local governments.
Faculty should also encourage critical reflection on power dynamics, institutional bias, and the historical context of municipal governance. When future leaders are equipped with the tools to navigate these realities, they are better prepared to lead authentically and inclusively. Programs like the Bloomberg Harvard City Leadership Initiative offer a model by providing sitting mayors and senior staff with training on collaborative leadership and data-informed decision-making5. Municipal leaders who can think critically, act compassionately, and lead collectively will be best positioned to guide their communities through an increasingly complex and polarized environment.
Moving from Conversation to Collective Action
Starting a national conversation about leadership perspectives is only the first step. To make meaningful progress, that conversation must translate into operational changes at every level of government. Municipal leaders are uniquely positioned to pilot these changes because of their proximity to constituents and their capacity to act quickly. Whether through community listening tours, equity audits, or revised hiring practices, cities can test and refine models of inclusive leadership that can inform broader state and federal practices.
The economic and social benefits of this approach are cumulative. As more local governments adopt empathy-based leadership frameworks, the nation can begin to see a reduction in civic disengagement, improved cross-sector collaboration, and more equitable economic outcomes. Leaders who prioritize understanding over polarization will be instrumental in steering the country toward a more unified and resilient future. The path to national renewal begins with municipal action rooted in perspective-taking, shared accountability, and inclusive governance.
Bibliography
Participatory Budgeting Project. “Participatory Budgeting in Vallejo.” Accessed April 20, 2024. https://www.participatorybudgeting.org/vallejo/.
Urban Institute. “Inclusive Recovery in U.S. Cities.” December 2021. https://www.urban.org/research/publication/inclusive-recovery-us-cities.
City of Portland. “Budget Equity Assessment Tool.” Office of Equity and Human Rights. Accessed April 20, 2024. https://www.portland.gov/oehr/budget-equity-tool.
City of Minneapolis. “Racial Equity Action Plan 2019-2022.” Accessed April 20, 2024. https://www.minneapolismn.gov/government/programs-initiatives/racial-equity/racial-equity-action-plan/.
Harvard Kennedy School. “Bloomberg Harvard City Leadership Initiative.” Accessed April 20, 2024. https://www.cityleadership.harvard.edu/.
More from Leadership Perspectives
Explore related articles on similar topics
Top Paying Jobs in Leadership Perspectives
Highest paying opportunities related to this article
About The Role The City of Seattle is seeking a collaborative superintendent to lead Seattle Parks and Recreation (SPR). Appointed by the Mayor and confirmed by the City Council, the Superintendent is the highest executive authority responsible for planning, operations, and finances. SPR manages over 1,100 employees and a 6,441-acre park system with nearly 500 parks, community centers, pools, golf courses, and environmental education centers. The role requires guiding equitable stewardship of land, resources, and people while managing a 2026 operating budget of $258.6M and a capital budget of $85.3M. Key Responsibilities - Lead Seattle Parks and Recreation by aligning operations and investments with city policy goals and regulatory compliance. - Meet the needs of a changing community through strategic planning, keeping community centers as welcoming and affordable hubs. - Promote racial and social equity by analyzing program data for equitable outcomes and ensuring facility distribution is based on access and opportunity. - Ensure safety, cleanliness, and accessibility by maintaining and improving aging infrastructure to reduce maintenance backlogs. - Excel in service delivery by establishing high customer service standards and supporting employee development. - Engage and develop staff by fostering an inclusive culture, managing employees within a union environment, and handling personnel actions. - Develop valued partners by collaborating with community stakeholders, schools, developers, and funding partners. - Champion inclusive and accountable governance through rigorous fiscal management and transparent, performance-based reporting. Minimum Qualifications - Senior leadership experience and extensive professional knowledge in administering urban parks and recreational programs. - Extensive management experience, exceptional communication skills, political savvy, and sensitivity to competing stakeholder needs. - Demonstrated administrative, financial, and political expertise. - Experience successfully navigating collaborative community processes and establishing impactful partnerships. - Strong commitment to public service and a history of implementing change through shared goals and accountability. Special Requirements - Subject to confirmation by the City Council every four years. - Must pass a criminal history review and verification of applicant information in compliance with Seattle's Fair Chance Employment Ordinance. Selection Process - The city may close the recruitment at any time once a suitably strong group of candidates has been established, so interested candidates should apply immediately. - Applicants will be provided an opportunity to explain or correct background information during the background check process. How To Apply - Submit a resume and a cover letter. - The cover letter must describe why you want to lead the Seattle Department of Parks and Recreation and what uniquely qualifies you for this role. - For questions or to request reasonable accommodations for the application or interview process, contact Pam Inch at pam.inch@seattle.gov. Employment Details - Job Type: Civil Service Exempt, Regular, Full-time, FLSA-exempt (Executive 4). - Location: Parks and Recreation Administration Bldg., 100 Dexter Ave. N., Seattle, WA. - Job Number: 2026-00823. - Opening Date: 06/17/2026. - Benefits: Comprehensive package including leave, medical, dental, vision, life, and long-term disability insurance. - The City of Seattle is an equal opportunity employer that values diverse perspectives and encourages people of all backgrounds to apply.
ABOUT THE ROLE - Serve as the State Chief Medical Epidemiologist for the Delaware Department of Health and Social Services, Division of Public Health, Community Health. - Based at the Public Health Lab in Smyrna, Delaware. - This is an exempt position outside the State of Delaware Merit System. KEY RESPONSIBILITIES - Specific daily duties are not detailed in the provided text. - The role generally involves directing statewide epidemiological investigations, disease surveillance, and public health medical responses. MINIMUM QUALIFICATIONS - Specific educational and experiential requirements are not listed in the provided text. - Roles of this level typically require a medical degree, specialized public health training, and significant epidemiological experience. SPECIAL REQUIREMENTS - Must be available to work standard shift hours of 8:00 AM to 4:30 PM. - Must be available for some weekends and after-hours work as required by public health needs. SELECTION PROCESS - Specific evaluation and interview steps are not detailed in the provided text. HOW TO APPLY - Contact DHSS Talent Acquisition for application instructions and to request the full job description. - Phone: 302-739-5458 - Reference Recruitment Number: 071726-MUDB05-350500 EMPLOYMENT DETAILS - Employment Type: Actual Vacancy - Employment Term: Regular - Agency: DHSS / Public Health / Community Health - Type of Recruitment: Exempt-Non Merit - Opening Date: 07/21/2026 - Closing Date: 01/16/2027 at 11:59 PM - Location: Public Health Lab, 30 Sunnyside Rd, Smyrna, DE 19977
ABOUT THE ROLE The Fire Chief serves as the Chief Executive Officer of the Oklahoma City Fire Department. This role is responsible for the leadership, management, and administration of all departmental operations, personnel, programs, and strategic initiatives. The Fire Chief directs a metropolitan fire department comprising sworn and civilian personnel through multiple divisions, including Operations, Fire Prevention Services, Support Services, and the Office of the Fire Chief. Appointed by the City Manager, the Fire Chief functions with broad administrative authority to plan, organize, and evaluate fire and emergency services, develop and implement policy, coordinate with external agencies, manage departmental resources, and ensure compliance with federal, state, and local regulations. KEY RESPONSIBILITIES - Serve as the Chief Executive Officer of the Oklahoma City Fire Department - Provide leadership and management for all departmental operations and personnel - Direct multiple divisions including Operations, Fire Prevention Services, and Support Services - Plan, organize, and evaluate fire and emergency services - Develop and implement departmental policies - Coordinate with external agencies - Manage departmental resources and budgets - Ensure compliance with federal, state, and local regulations MINIMUM QUALIFICATIONS - Ability to complete the application in its entirety, including application questions - Resume must reflect years and months of employment, beginning/ending dates, and size of staff and budgets managed - Must be eligible for rehire if a former City of Oklahoma City employee SPECIAL REQUIREMENTS - Criminal history background check upon conditional offer - Motor Vehicle Report if the position includes a driver license requirement - Drug and Alcohol Testing if the position is safety sensitive or a driving position - CJIS Interstate Identification Index (III) Fingerprint Background check if the position is cyber security sensitive - Completion of Level 4 Security Awareness Training and passing an online certification test if cyber security sensitive - Physical examination if the position includes lifting/pushing/pulling/carrying requirements of 25 pounds or greater - Electronic pay receipt via direct deposit or pay card SELECTION PROCESS - First consideration will be given to applications received by July 3, 2026 - Applications/resumes will be accepted until the position is filled - Former employees with rehire status coded Not Eligible, Eligible 3, or Conditional must request a review of their status through Human Resources HOW TO APPLY - Complete the application in its entirety, including application questions - Attach your resume - Attach a cover letter - Attach a list of six work-related references (who will not be contacted without prior notice) - Click the provided link to view the Fire Chief Recruitment Brochure for more details EMPLOYMENT DETAILS - Location: Oklahoma City, Oklahoma - Employer: City of Oklahoma City - Benefits: Total Rewards package with an average of $22,000 per employee annually in benefits and retirement - Equal Opportunity Employer: The City will not discriminate based on race, color, religion, sex, national origin, age, disability, or genetic information - Accommodation: Reasonable accommodation available by contacting Human Resources at 405-297-2530
ABOUT THE ROLE The Office of the New York City Comptroller seeks an experienced, strategic, and forward-thinking leader to serve as Deputy Comptroller for the Audit Bureau. Reporting to the Executive Deputy Comptroller, this role oversees a diverse team of over 100 staff members. The Deputy Comptroller is responsible for setting audit strategy, ensuring high-quality execution, and delivering impactful audit findings that promote accountability, integrity, and meaningful reforms across City government in accordance with generally accepted government auditing standards (GAGAS). KEY RESPONSIBILITIES - Provide executive leadership, oversight, and direction for all Audit Bureau operations. - Develop and manage a comprehensive, risk-based audit plan aligned with the Charter mandate, strategic goals, emerging risks, and fiscal or operational issues. - Manage audit planning, fieldwork, quality assurance, and report production to ensure adherence to GAGAS and internal quality standards. - Review draft audit reports, findings, and recommendations for clarity, accuracy, and actionable guidance for agencies. - Foster collaborative relationships with internal partners, agency counterparts, external oversight bodies, and community organizations. - Advance the use of data analytics, benchmarking, and performance metrics to drive audit effectiveness and support evidence-based decision-making. - Build and mentor the audit leadership team, identifying training, coaching, and development opportunities. - Coordinate with other bureaus, including Policy Communications and the General Counsel, to align audit work with broader organizational initiatives. - Perform related assignments and special projects as needed. MINIMUM QUALIFICATIONS - A baccalaureate degree from an accredited college and 10 or more years of progressively responsible experience in auditing, government oversight, evaluation, or performance management, with at least 5 years in a senior leadership role or managerial capacity; OR - Education and/or experience which is equivalent to the above. SPECIAL REQUIREMENTS - New York City residency is generally required within 90 days of appointment (exceptions may apply for City employees with 2 continuous years of service). - Expertise in risk assessment, internal controls, program evaluation, or operational auditing is highly preferred. - Knowledge of government auditing standards, methodologies, and best practices is required. SELECTION PROCESS - No civil service exam is required for this position. - Applications will be screened based on minimum qualifications and preferred skills. - Candidates will be evaluated on their demonstrated success leading large teams, managing complex projects, and driving organizational change. HOW TO APPLY - Submit an application through the official City of New York careers portal. - Ensure application materials clearly document the required education and 10 years of progressive experience (including 5 years in senior leadership), or equivalent. - Final Filing Date: September 6, 2026. EMPLOYMENT DETAILS - Department: Office of the Comptroller (AUD-Executive) - Job ID: 785334 - Title Classification: Exempt-4 - Job Level: M6 (Manager) - Number of Positions: 1 - Work Location: 1 Centre St., N.Y. (Manhattan) - Category: Policy, Research & Analysis - Benefits: Eligible for federal Public Service Loan Forgiveness (PSLF) and state repayment assistance programs.
ABOUT THE ROLE The Fire Chief serves as a key member of the City of Fairfax executive leadership team, providing strategic, administrative, operational, and cultural leadership for a high-performing combination career and volunteer fire and rescue organization. The role balances executive responsibilities with operational credibility, overseeing fire suppression, emergency medical services, technical rescue, code enforcement, emergency management, and community risk-reduction services. KEY RESPONSIBILITIES - Provide leadership for fire suppression, EMS, technical rescue, emergency management, fire prevention, code administration, training, and community risk-reduction programs. - Lead, develop, and support career and volunteer personnel while maintaining a culture of professionalism, accountability, safety, and service excellence. - Manage departmental budgets, staffing, capital planning, apparatus and equipment replacement, facilities, and long-range operational planning. - Ensure operational readiness through training, professional development, incident command capability, and performance evaluation. - Advance EMS quality, clinical readiness, and innovative service-delivery practices that improve community outcomes. - Serve as a collaborative member of the City Manager's leadership team, working closely with elected officials, city departments, regional public safety partners, George Mason University, employee groups, and community stakeholders. - Maintain a productive working relationship with the Fairfax Volunteer Fire Department while ensuring accountability for department-wide operations and safety. MINIMUM QUALIFICATIONS - Bachelor's degree in fire service administration, public administration, emergency management, public safety, management, or a closely related field. - Significant progressively responsible fire and EMS leadership experience, including command-level experience in a public fire and rescue organization. - Experience managing fire suppression, EMS, training, fire prevention, emergency management, budgeting, personnel, and capital planning functions. - Demonstrated leadership in a combination career/volunteer environment or the ability to build strong collaborative relationships with volunteer organizations and community partners. - Exceptional communication, integrity, judgment, and leadership skills. SPECIAL REQUIREMENTS - A master's degree is preferred. - Completion of the National Fire Academy Executive Fire Officer Program, Chief Fire Officer designation, or comparable executive-level credential is preferred. - Knowledge of accreditation, ISO standards, community risk reduction, deployment analysis, labor relations, FLSA, and public-sector budgeting is preferred. - There is no residency requirement for this position. SELECTION PROCESS - Applications will be reviewed following the closing date of September 7, 2026. - The City of Fairfax is an Equal Opportunity Employer. All applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran status, disability status, or any other legally protected status. HOW TO APPLY - Apply online at www.GovHRjobs.com by September 7, 2026. - Submit a cover letter and resume along with the application. - Direct any questions to Jon Fehlman, MGT Senior Consultant, at (847) 380-3240 ext. 142. EMPLOYMENT DETAILS - Employer: MGT (on behalf of the City of Fairfax) - Location: Fairfax, VA - Job Type: Full-Time - Closing Date: 9/7/2026 at 11:59 PM Eastern Time (US & Canada) - Benefits: The City offers a comprehensive benefits package.
ABOUT THE ROLE This is a highly responsible, professional law enforcement position managing and directing the activities, administration, and all functions of a municipal police department. The role is performed under the administrative direction of the City Manager, to whom the Chief reports directly. The Chief acts as an ambassador for the City, ensures the proactive establishment of objectives to safeguard lives and property, and leads the development of the department's organizational structure and standard operating procedures. KEY RESPONSIBILITIES - Performs professional administrative work to ensure the effective conduct of all functions, business, and services of the Police Department - Attends all meetings of the City Commission and aids in the enforcement of order under the direction of the presiding officer - Commands and directs all governmental and proprietary functions of the City Police Department - Directs and recommends hires, transfers, suspensions, layoffs, recalls, promotions, discharges, and discipline, and evaluates employees - Promulgates rules, regulations, and amendments for the appointment, promotion, discipline, and removal of employees - Establishes objectives to safeguard lives and property, forecasting future growth and assisting the City Planner in identifying potential traffic or crime problems - Leads the development and maintenance of an organizational structure and chain-of-command - Establishes standard operating procedures and delegates authority, responsibility, and accountability - Acts as a liaison for the criminal justice system to the executive branch of local government - Presents the future needs of personnel, equipment, and capital improvements by justifying appropriations - Implements and supports a problem-oriented policing philosophy - Identifies performance deficiencies and implements corrective measures such as training, mentoring, and counseling - Conducts performance evaluations and handles confidential information effectively and discreetly MINIMUM QUALIFICATIONS - Master's Degree in Police Administration or accepted equivalent - Minimum of six (6) years of progressively responsible law enforcement and police administration experience, including three (3) years in a command or administrative position - A comparable amount of relevant training, education, and/or experience may be substituted for the above qualifications SPECIAL REQUIREMENTS - Must possess a valid Florida Driver's License - Must meet all minimum requirements for the position of a police officer, as per Florida State Statute 943, and must have received police officer certification from the State of Florida - Preferred: Academic background including study at the Southern Police Institute or the Federal Bureau of Investigation National Academy - Must possess a background of proven management accomplishments, solid professional judgment, a progressive attitude, and strong leadership and interpersonal skills - Subject to recall around the clock for emergency response operations, which may require irregular work hours and relocation to emergency sites - Physical activities include light work: exerting up to 20 pounds of force occasionally, up to 10 pounds of force frequently, and negligible force constantly. Requires balancing, climbing, crouching, hearing, lifting, mental acuity, reaching, speaking, standing, stooping, talking, visual acuity, walking, and operation of a City vehicle HOW TO APPLY Apply through the City of North Port job portal. Refer to Class Code PD4. EMPLOYMENT DETAILS - Location: North Port, FL - Class Title: Chief of Police - Class Code: PD4 - Grade: PD4 - Job Type: Full-Time, Senior Management - Work Environment: Typically performed in a safe and secure work environment that may periodically have unpredicted requirements or demands - Risk/Safety Conditions: Minimal exposure or risk to physical health and/or physical safety - Equal Opportunity: The City of North Port, FL is an Affirmative Action/ADA and Equal Opportunity Employer. Women, Minorities, and Persons with Disabilities are Encouraged to Apply.
About the Role The City of Portland is seeking the inaugural Director for the newly established, independent Office of Community-Based Police Accountability. This executive leader will establish, lead, and sustain a credible police accountability system, overseeing all administrative and operational functions, including staffing, investigations, community engagement, and policy development, while working in partnership with the Community Board for Police Accountability. Key Responsibilities - Establish and lead the office, building systems, structures, and operational processes from the ground up. - Plan, organize, and evaluate the work of professional, investigative, and administrative staff. - Oversee complex administrative investigations into police misconduct, ensuring due process and procedural integrity. - Review investigative findings and present recommendations to the Community Board for Police Accountability. - Develop and implement strategic plans, annual work plans, and performance measures. - Establish policies, procedures, and operating protocols in accordance with City Code and Charter. - Build and maintain strong relationships with community members, particularly those most impacted by policing. - Promote transparency through regular reporting, public presentations, and annual reviews. - Collaborate with City leadership, legal counsel, law enforcement, and labor organizations while maintaining independence. Minimum Qualifications - Bachelor's degree from an accredited college or university in criminal justice, public administration, public policy, business administration, or a related field. - Eight years of progressively responsible experience conducting, reviewing, or supervising investigations, oversight functions, or related work. - Experience leading teams and managing complex organizational functions, including personnel and budget oversight. - Experience directly navigating disciplinary outcomes within union or collective bargaining environments. - Knowledge of relevant federal, state, and local laws, regulations, and administrative processes. - Demonstrated ability to analyze complex issues and develop sound, defensible recommendations. - Experience working within or alongside public sector or government organizations in high-scrutiny, politically complex environments. - Strong interpersonal skills with the ability to engage effectively across diverse communities and communicate clearly in written and verbal formats. Special Requirements - Preferred qualifications include a Juris Doctor or advanced degree, experience in police accountability or civil rights, and familiarity with labor relations and union dynamics. - Must demonstrate unwavering integrity, objectivity, and commitment to fairness. - Must be able to operate independently from political, community, and law enforcement influence. - Must demonstrate trauma-informed leadership and the ability to navigate sustained public scrutiny and manage conflict. Selection Process 1. Application review on a rolling basis by Motus Recruiting and Staffing. 2. Evaluation of minimum qualifications and alignment with the ideal candidate profile. 3. Interviews and further assessment as determined by the executive search team. How to Apply - Apply via the Motus online portal at the job posting URL. - Early submission is encouraged as the recruitment is open until filled. - Contact Dreshawn Vance, Motus VP of Executive Search, at dreshawn@motusrecruiting.com for questions. Employment Details - Employer: City of Portland, Office of Community-Based Police Accountability. - Position Type: Full-Time, At Will. - Work Schedule: Monday through Friday, 8:00 am to 5:00 pm, in-person. - Work Location: City Hall, 1221 SW 4th Ave., Portland, OR 97204. - Benefits: Eligible for Language Pay Differential and standard City of Portland benefits. - Equal Employment Opportunity: The City of Portland is an Equal Opportunity employer committed to a diverse workforce.
ABOUT THE ROLE Reporting to the Chief Schools Officer, the Chief of Schools serves as the chief executive for a network of high schools in a designated region within Chicago. This role strategically leverages network and district resources to support students and schools, with a primary focus on supporting, developing, coaching, and supervising the instructional leadership of school principals. KEY RESPONSIBILITIES - Supervise and support school leaders and schools in the network - Develop principals' ability to implement strategic plans that meet student achievement goals - Support the development and implementation of the Continuous Improvement Work Plan (CIWP) - Assess leadership capacity and develop individualized Leadership Development Plans (LDPs) for each principal - Assess principal quality and facilitate school leadership transitions and succession planning - Identify, recruit, and select new principals to lead school improvement efforts - Build a high-performing community of principals through peer mentoring and coaching - Develop a high-performing network team focused on supporting school leaders - Foster meaningful relationships with families and community stakeholders - Differentiate resources and support to schools in accordance with their CIWP - Pursue district goals for diversity, equity, and inclusion to eliminate opportunity gaps - Collaborate with senior leadership to develop communication systems and share best practices - Regularly monitor school performance and provide actionable feedback to principals MINIMUM QUALIFICATIONS - Master's degree in Education or a related field - Illinois State Board of Education Professional Educator License (PEL) or Educator License with Stipulations, with a Principal or General Administrative endorsement - Minimum of 5 years of experience managing within a complex educational organization, including principal experience - Minimum of 5 complete school years as a school principal with at least 3 years as a high school principal, or 4 complete school years as a high school principal and 1 year in a district administration role - Minimum of 3 years of experience coaching and mentoring educators SPECIAL REQUIREMENTS - Principal supervisory experience is preferred - Urban education experience is preferred - Demonstrated ability to lead literacy and numeracy instruction and design strategies for English Language Learners and students with diverse learning needs - Ability to analyze data, build consensus among diverse stakeholders, and navigate politically-charged environments - Must establish and maintain Chicago residency within 6 months of hire (Illinois residency required for all employees) SELECTION PROCESS Not specified in the job description HOW TO APPLY Not explicitly detailed in the text; applicants should apply through the Chicago Public Schools careers portal using Job Number 260000XD EMPLOYMENT DETAILS - Employer: Chicago Public Schools - Location: Central-42 West Madison Street (Network Support) - Job Number: 260000XD - Position Type: Non-Union Position - Job Grade: S13 - Overtime Status: Exempt - Benefits: Comprehensive health coverage (medical, dental, vision, pharmacy, behavioral health), financial security (life and disability insurance, pension plans, 403b and 457b retirement plans), and work-life balance (paid leave, sick leave, vacation days, parental leave)