Leadership Transition Process

Supported by a special committee, including multiple past board chairs with long-term exposure to Uplift and the demands of the CEO role, this stage included multiple interviews with Yasmin to understand the role in depth as well as the big opportunities and challenges in front of Uplift over the coming years and was informed by input from senior team members and staff at all levels regarding the leadership and organizational culture traits (e.g., openness and collaboration, data and outcome orientation, drive for continuous improvement, etc.) that support their success in serving our scholars

This phase focused on defining the leadership capabilities Uplift needs to succeed over the next 5–10 years. With input from senior staff and past board chairs, Uplift developed clear criteria centered on instructional excellence, innovation in scholar outcomes, and trust-based stakeholder relationships.

Supported by a special committee, including multiple past board chairs with long-term exposure to Uplift and the demands of the CEO role, this stage included multiple interviews with Yasmin to understand the role in depth as well as the big opportunities and challenges in front of Uplift over the coming years and was informed by input from senior team members and staff at all levels regarding the leadership and organizational culture traits (e.g., openness and collaboration, data and outcome orientation, drive for continuous improvement, etc.) that support their success in serving our scholars

A Board-led Search Committee conducted a national scan of over 15 candidates and a deep evaluation of Dr. Remy Washington’s leadership. Through Russell Reynolds’ assessments, structured interviews, and direct observation, the committee unanimously recommended Dr. Washington, citing her strong track record in scholar outcomes, team leadership, and innovation.

Having considered the profiles of multiple potential external candidates relative to our established criteria and Dr. Washington’s demonstrated record of success in leading Uplift’s campuses in delivering strong outcomes for their scholars, the Search Committee – consistent with the recommendation it received from Russell Reynolds – unanimously chose to move forward with Dr. Washington as its lead succession candidate. Reference checks, additional discussions with Dr. Washington regarding her vision for the organization, and other final diligence reinforced the committee’s conviction. Our external talent market scan involved reviewing profiles of over 15 potential candidates, including but not limited to established CEOs and ‘rising stars’ from the charter school sector.

The evaluation of Dr. Washington’s leadership potential and fit with the role included:

• Russell Reynolds’ proprietary Leadership Portrait assessment (both readiness and growth potential) – an extensive process involving in-depth interviews and testing by an organizational psychologist
• Structured discussions between the Search Committee and Dr. Washington to understand further her record of impact, leadership style and values, adaptability/openness, insight into our campus and classroom workforce, and aspirations for Uplift’s organization and future performance
• Direct observations of Dr. Washington’s leadership in action, with an emphasis on her ultimate impact on the classroom and our scholars and not only the CMO and boardroom
• Careful review and consideration of Uplift’s outcomes and momentum under Dr. Washington’s leadership in a wide range of areas, e.g., college readiness metrics, primary grade reading and math achievement gains across our more challenged campuses, teacher engagement and retention, scholar and partner feedback on our newly established Healthcare Institute, etc.

Running through December, this stage ensures a smooth, strategic handoff with a focus on scholar success and organizational stability. Priorities include supporting senior team capacity, reinforcing culture, and communicating direction clearly. The full Board remains closely engaged to guide and support Dr. Washington through the transition. During this stage, the board in its oversight capacity will work with Yasmin, Remy, and other senior leaders to support an effective transition—one that keeps our scholars and educators at the forefront, minimizes disruption, and positions the organization and its top team for continued long-term success.

Points of emphasis include:

• Senior team collaboration and capacity: Ensuring that the senior team (as a whole) has the mix of capabilities and leadership bandwidth required to maintain Uplift’s momentum
• Clarity of strategic focus and direction: Although we do not anticipate a meaningful shift in Uplift’s fundamental direction, the transition provides an opportunity to communicate our basic strategy, and what we believe differentiates us, to our full range of stakeholders
• Nearer-term scholar outcomes: We must not allow the transition to detract from our performance goals for the upcoming year. Every scholar deserves our best every day
• Organization culture: The board will maintain a dialog with management regarding the elements of Uplift’s strong culture that must be protected and reinforced (e.g., outcome orientation, transparency, pragmatism, respect for all staff, high expectations for all scholars, etc.) as well as aspects of the culture leadership may wish to tweak
• Board governance and support: The full board and each of its committees will be aligned to support Remy and senior management throughout the transition, serving as a resource in areas ranging from Finance and Audit to Development and External Affairs