From "Annual Goals" to "Bi-Weekly Progress": How The Carson School Tracks Strategy in Real-Time
Using Staff Pulse Checks to measure growth areas like resource allocation and staff recognition.
the challenge
Leadership identified key strategic focus areas (resources & recognition) but lacked a way to measure progress between annual surveys.
the solution
Bi-weekly Staff Pulse Checks with targeted “Bonus Questions” to track specific KPIs.
the result
Created a “Perception Data Point” that allowed leadership to fix material shortages immediately and increase staff feelings of recognition week over week.
the before
The Measurement Gap
The Challenge: Principal Terrez Thomas at The Carson School (Cincinnati, OH) had a clear strategic plan. An external survey had already identified two critical areas for improvement: 1) Getting staff the materials they need, and 2) Making staff feel recognized.
- The Gap: A strategic plan is useless if you only measure it once a year. Principal Thomas needed to know if his efforts were working now, not next semester.
- The Goal: To turn abstract goals (“Improve Recognition”) into measurable bi-weekly data points.
the solution
The "Bonus Question" KPI
The Shift: Instead of waiting for a lag indicator (like end-of-year retention), The Carson School used Possip as a Leading Indicator.
- We Ask: Every two weeks, they used the “Bonus Question” feature to ask specifically about the strategic goals: “Do you have the materials you need this week?” and “Have you felt recognized for your work recently?”
- They Reply: Staff could answer honestly (and anonymously), providing a safe outlet to flag resource gaps without walking into the principal’s office.
- You Act: Leadership didn’t just read the data; they fulfilled orders. If a teacher said they lacked materials, the admin team used the report as a “Shopping List” to fix the problem immediately.
the results
Trust Through Action
The ROI: By treating the Pulse Check as a measurement tool for their strategic plan, The Carson School built a culture of accountability.
- Closed Supply Loops: Staff saw that when they flagged a material need in Possip, it showed up in their classroom. This tangible proof of listening drove participation.
- Safe Space: The anonymity allowed staff to be honest about “growth areas” (like feeling unrecognized) without fear, giving Principal Thomas a true read on culture.
- Transparent Leadership: Principal Thomas writes about the trends and data directly in the staff newsletter, keeping the “Scorecard” front and center.
The Possip Pivot
Why this worked
- Old way: Set a Strategic Goal in August -> Hope you achieved it in May.
- Possip way: Set a Goal -> Measure it Bi-Weekly -> Adjust Strategy in Real-Time.
