Higher Performance Insights | THE PROBLEM ISN'T YOUR MARKETING FUNNEL

June 4, 2025
higher performance insights

Getting Your Value Proposition Right Matters More Than Getting Your Funnel Right


The Problem? Your SEM and CRM Are Working Perfectly


As enrollment declines accelerate and student engagement plummets, here's a hard truth: Our schools aren't failing — our values are. We're optimizing for yesterday's priorities while today's learners walk away hungry for something many are not even measuring.


THE GREAT MISDIRECTION


While we obsess over test scores and college readiness, Bain & Company groundbreaking research on the Elements of Value reveals why students, families, and communities are losing faith in our institutions. We're delivering functional value — but starving them of the emotional, life-changing, and social impact they desperately need.

The numbers tell the story: 40% of high school students report chronic disengagement, college mental health crises have reached epidemic levels, and parents increasingly question whether education is worth the investment. Meanwhile, we continue to optimize metrics that don't measure what matters most.


THE FOUR-LEVEL VALUE CRISIS


Functional Level: We're Actually Decent Here - Schools save time (with organized schedules), provide information, reduce costs (compared to private tutoring), and offer a variety of courses. This is our comfort zone---and our trap.


Emotional Level: We're Failing Spectacularly- When did schools stop being places that reduce anxiety and start being anxiety factories? Where's the fun, the therapeutic value, the wellness focus? Students (and staff) leave our institutions more stressed, not less. We've forgotten that learning should feel rewarding, not punishing.


Life-Changing Level: We've Lost Our Way- Education should provide hope and enable self-actualization. Instead, we've created systems that crush dreams rather than cultivate them. How many students graduate feeling motivated about their future versus those who are relieved they survived?


Social Impact Level: Our Biggest Miss - Schools should develop citizens who contribute to something larger than themselves. Instead, we're producing individuals who feel disconnected from their purpose and sense of community belonging.


THE HIDDEN COST OF VALUE POVERTY


Consider Sarah, a high school senior who recently told me: "I can pass any test you give me, but I have no idea who I am or what matters to me." Her school delivered functional value perfectly, and failed her completely.

This isn't about lowering academic standards. It's about recognizing that when students feel emotionally depleted, disconnected from their purpose, and starved of a sense of belonging, even the most effective test prep becomes meaningless.


Research shows that students experiencing higher-level value elements demonstrate:


  • 67% better long-term retention
  • 45% higher post-graduation satisfaction
  • 78% stronger alumni engagement
  • 52% better mental health outcomes


THREE STRATEGIES TO RECLAIM VALUE


Strategy 1: Design for Emotional Wellness First - Stop treating student mental health as an add-on service. Build therapeutic value into daily experiences:


  • Start each class by connecting learning to students’ hopes and interests
  • Create "anxiety reduction zones" where failure becomes learning fuel
  • Design experiences that feel rewarding, not just rigorous
  • Measure joy alongside achievement


Strategy 2: Embed Life-Changing Moments - Every semester, students should experience at least three "this changes everything" moments:


  • Connect learning to personal identity and purpose
  • Create opportunities for genuine self-discovery
  • Provide hope through mentorship and future visioning
  • Enable students to see their unique potential actualized


Strategy 3: Cultivate Social Impact Daily- Transform education from individual competition to collective contribution:


  • Embed community service into academic learning
  • Create opportunities for students to solve real community problems
  • Build belonging through collaborative purpose
  • Help students see their education as preparation for meaningful citizenship


YOUR VALUE AUDIT CHALLENGE


This Week:

  • Survey 10 random students: "What value does school provide beyond academics?"
  • Identify your school's emotional value gaps
  • List three ways learning could feel more rewarding


This Month:

  • Redesign one program to include life-changing elements
  • Create student wellness metrics that matter
  • Pilot one community impact project per classroom


This Year:

  • Develop a comprehensive value proposition that addresses all four levels
  • Train staff to recognize and deliver emotional and social value
  • Measure student hope, belonging, and purpose alongside test scores


POSSITIVE GOSSIP: THOSE GETTING IT RIGHT


Higher Ed Spotlight: Arizona State University's "Be a Devil" Initiative - ASU transformed student experience by embedding social impact into every major. Their "solving world problems" approach delivers all four value levels simultaneously. Students report 89% satisfaction with purpose-driven learning, and employers actively recruit ASU graduates for their community-minded approach. The result? Record enrollment growth while peer institutions struggle. Learn more about ASU


K-12 Spotlight: New Tech Network Schools - These project-based learning schools redesigned education around real community problems. Students at New Tech High in Napa don't just study environmental science---they solve actual water quality issues for local vineyards. The therapeutic value of meaningful work is evident in the following statistics: a 94% graduation rate, 87% college enrollment, and students who describe school as "the best part of my day." Their secret? Every project delivers hope, a sense of belonging, and self-actualization alongside academic rigor. Learn more about New Tech Network


Both institutions demonstrate that when schools deliver comprehensive value, everything changes — engagement, outcomes, and community reputation.


THE VALUE REVOLUTION MUST START NOW

The schools thriving in 2025 aren't just academically excellent — they're emotionally nourishing, life-changing, and socially impactful. They understand that families don't choose schools solely based on test scores; instead, they choose based on the total value delivered.


Your students aren't asking for less rigor — they're asking for more meaning. They don't want easier classes — they want classes that make them feel more alive, more hopeful, and more connected to something bigger than themselves.


The Elements of Value framework isn't just business theory — it's a roadmap for educational transformation. When we deliver value at all four levels, we not only improve outcomes but also restore faith in education itself.

Your value revolution starts with one simple question: If your students could get knowledge (and a degree) anywhere, why should they choose to learn with you?

The answer isn't in your curriculum catalog — it's in how you make them feel about themselves, their future, and their place in the world.


Ready to Lead This Discussion With Your Team?


If you found value in this topic and would like an easy, prepared way to lead this discussion with your leadership team, we have included a leader guide in our weekly blog covering this same topic.


Join our email group and receive timely topics like this with the added bonus of a downloadable team discussion guide.


Go to https://www.higherperformancegroup.com/blog to sign up today!


Our TQ | Team Intelligence Assessment launches this June, helping educational teams deliver comprehensive value rather than just academic content. Click on the blue button in the image below to learn more.


REFERENCES


Bain & Company. (2016). The Elements of Value in Consumer Markets. Harvard Business Review. (2016).

The Elements of Value, September 2016. National Student Engagement Survey. (2024). Post-Secondary Student Experience Report. Gallup-Purdue Index. (2024).

Life and Career Outcomes for College Graduates. Youth Truth Survey. (2024). Student Voice on School Value and Engagement.



Help Spread the Word

If you found value in this post, we’d love your help spreading the word! Please consider sharing this on your favorite social media platform and tag Higher Performance Group and Dr. Joe Hill. Your support helps us reach and inspire more awesome people like you!

Like What You've Read?


Get practical, research-based ideas to Accelerate Higher Team Performance delivered straight to your inbox every Tuesday.

More Blog Articles

By HPG Info September 15, 2025
The $282,000 Question Every Leader Should Ask I just discovered executive ed's most expensive joke: MIT charges $282,000 for leadership training that's 7x less effective than what happens in church basements. For free. Every. Single. Night. (Based on Kumar et al. 2023 MIT study. But the real proof? Watch what happens when you test this in your Monday meeting.) The Leadership Crisis We're Too Smart to Solve Last week, 4,200 executives added another certificate to their wall. Another model. Another acronym. Another framework gathering dust by November. Meanwhile, in a strip mall basement, 40 strangers transformed their lives using wisdom that fits on a Post-it note. The Ground Truth Data Universities invest $50B annually in leadership development 77% of strategic initiatives fail within 18 months Average executive tenure: 3.2 years Average AA member: 12.4 years in the same group We're paying premium prices for 23% success while ignoring a free system delivering 35% transformation rates. The 6 AM Revelation Picture this: Harvard-educated superintendent. Five schools. 42-page strategic plan. Tuesday, 6 AM, district parking lot. She's in her Tesla, googling "why smart teams fail" because her cabinet meeting just imploded. Again. The problem wasn't talent. It was translation. CFO speaks ROI Curriculum director speaks pedagogy Principals speak survival Nobody speaks human Two miles away: A construction foreman with a GED is guiding 40 people through bankruptcy, divorce, and addiction using five words: "One day at a time." She has three degrees and can't align her team. He has an eighth-grade education and transforms the lives of strangers. The difference? He knows complexity kills connection. The Coffee Mug Test Quick exercise: Write your system's core values. Now answer: What phrase do your people actually say at 3 PM Thursday when everything's falling apart? If they don't match, you're funding beautiful lies. MIT's research proves it: Simple phrases drive behavior change 7x more effectively than abstract values. Your team forgets "Excellence, Equity, Engagement" before reaching the parking lot. They remember "Progress, not perfection" when drowning. Why Simple Beats Smart (The Neuroscience) Stanford uncovered why AA's "uneducated" approach beats our sophisticated systems: 1. The Stress Factor When cortisol spikes, executive function crashes. Complex frameworks need a calm brain. Simple phrases work when everything's on fire. 2. The Mirror Effect We mimic language heard during emotional moments. AA phrases are forged in crisis, proven in survival. They carry DNA your consultant can't manufacture. 3. The Viral Factor "First things first" spreads because it saved someone today. "Strategic Pillar 4.2" dies because nobody remembers it under pressure. The $180,000 Discovery Hidden in Plain Sight Chicago principal. 40% annual turnover. Tried everything. Then she gave up and started saying "Grace before grades" like a broken record. The spread pattern shocked everyone: Week 3: Teachers quoting it to each other Week 6: Students using it during testing Week 12: Parent citing it at board meeting Year-end: 89% retention Stanford confirms: Schools with "viral internal language" show 38% higher retention. Save four teachers = $180,000 saved. But this isn't about money. It's about giving exhausted humans words that remind them why they teach. My Blue-Collar Working Class Story My parents embodied working-class success: Dad ran machine shops. Mom kept the books. First generation to own a home. Only generation that couldn't share a meal without someone storming out. They solved problems all day but couldn't solve their 6 PM silence. Until they found a room where titles didn't matter. Tuesday nights: Machinists next to judges. Nurses next to CEOs. All using the same language: "Keep it simple" (when complexity is killing you) "Easy does it" (when heroics become harmful) "How important is it?" (when everything feels urgent) I mocked the simplicity. "Bumper sticker philosophy." Sixty years later, the evidence is undeniable: Mom hasn't touched alcohol since 1975. Dad died this June, 10 years sober—something we thought impossible. They couldn't save their marriage, but those "bumper stickers" saved their lives. Now I watch brilliant teams implode while plumbers and prolific artists transform lives with coffee mug wisdom. The 12 Phrases That Outperform Any Strategic Plan From 89 years of proven transformation: "First things first" → Ends initiative fatigue "Progress not perfection" → Perfectionist's antidote "One day at a time" → Crisis navigation system "How important is it?" → Instant priority filter "Easy does it" → Sustainability over heroics "Keep coming back" → Consistency compounds "This too shall pass" → Perspective in 5 words "Stick with the winners" → Culture by proximity "If you spot it, you got it" → Your triggers teach "Meeting makers make it" → Show up, grow up "It works if you work it" → Accountability without shame "Principles before personalities" → Survives leadership changes 🔥 Your LinkedIn Challenge: Use ONE phrase 3x tomorrow. Report back what happens. (In the comments) 👇 The 30-Second Experiment Tomorrow's meeting opener: "What truth about working here would fit on a coffee mug you'd actually buy?" Then stop talking. Listen. Watch culture reveal itself. Real example: VP tried this. First response: "Fake it till you make it real." 90 days later: 47% drop in "initiative overwhelm" complaints. Same workload. Different language. The Pattern We're Too Sophisticated to See We've spent decades perfecting the wrong thing. Teams don't need frameworks. They need phrases for Tuesday's chaos. Culture doesn't live in mission statements. It lives in hallway conversations. The real question: What wisdom already echoes across your system that you're too polished to hear? Your Next Move (Choose Wisely) Path A: Another consultant. Another matrix. Watch your best people update LinkedIn by February. Path B: Recognize million-dollar transformations hide in five-word phrases. Start listening. Start repeating. Start transforming. The progression is predictable: Week 1: Feel ridiculous saying "One day at a time" Week 2: Someone quotes it back Week 3: Overhear it in hallways Week 4: Parent mentions it at pickup That's when you'll know: Culture spreads like spicy gossip, not like policy. The Legacy Choice Track traditional approach: Strategic plan: 6 months, 200 collective hours Implementation: 47 emails nobody reads Success rate: 23% adoption Track human approach: Listen for existing wisdom: One conversation Repeat what works: 30 seconds daily Success rate: 38% higher retention Twenty years from now, nobody remembers your PowerPoint. They remember if you spoke their language when drowning. READY TO BUILD TEAMS THAT ACTUALLY WORK? Stop hoping brilliance spontaneously coordinates. Start harvesting the wisdom already in your halls. Executive Leader Roundtables translate theory into humanity: ✓ The REAL Method for viral culture language ✓ Monthly peer learning (virtual available) ✓ Scripts that spread without enforcement ✓ Leaders who've moved from complexity to connection  Investment: Less than $175 per month per leader (up to 20 leaders). Pay month-to-month. Because transformation is focused and fluid.
By HPG Info September 9, 2025
What If Your 'Problem Person' Is Actually Your Missing Piece? 3-minute read | Educational Leadership | Team Intelligence Last Tuesday at 2 PM, you sat in your office staring at that email from your most "difficult" team member—the one who questions every initiative, turns check-ins into philosophy seminars, and somehow makes you doubt your own competence. MIT's latest neuroscience research just revealed something shocking: Teams with the most interpersonal friction show 47% higher innovation potential than harmonious teams (Chen & Rodriguez, 2024). That "difficult person" driving you crazy? They might be your campus's greatest untapped resource. Here's the crisis hiding in plain sight: When leaders avoid one challenging conversation, student achievement drops an average of 12% over two years. The friction you're desperately trying to eliminate is actually... The $364 Billion Mirror Nobody Wants to Look Into Picture this: Sarah, a principal in Denver, spent three years trying to "manage around" her assistant principal, who constantly challenged her decisions. She reorganized responsibilities, scheduled separate meetings, and even considered recommending his transfer. Then she discovered what Stanford researchers just proved with 847 educational teams. The most competent individual leaders often create the least intelligent teams (Johnson et al., 2024). Here's what most leaders don't realize: We invest $364 billion annually in leadership development—enough to build the International Space Station, fund Japan's military, construct the Channel Tunnel, and buy every Manhattan resident an iPhone combined (Morrison & Lee, 2024). Yet 72% of workers still describe their environments as toxic. The kicker? Virtually no one admits to being THE toxic person. The Research That Rewrites Everything ✅ Teams with high interpersonal friction: 47% more breakthrough innovations (Chen & Rodriguez, 2024) ✅ Leaders who embrace "difficult" perspectives: 35% better student outcomes (Santos et al., 2023) ✅ Unresolved team conflict: 12% drop in student achievement over 2 years (Morrison & Lee, 2024) Dr. Sarah Chen's three-year study of educational leadership teams found that high-performing individual leaders consistently interrupt collective problem-solving—not out of malice, but because their brains are wired to solve problems, rather than synthesize solutions (Chen & Rodriguez, 2024). Bold truth: You're not dealing with difficult people. You're dealing with intelligent people whose intelligence works differently from yours. Ryan Lee, organizational psychologist, captured it perfectly: " We're all somebody's idiot " (Lee, 2024). This isn't meant to humble you—it's designed to liberate you from pretending YOU'RE not complicated, too. "What if the person frustrating you most is protecting your team from a blind spot YOU can't see?" How Top Leaders Transform Friction Into Fuel Real question from a superintendent last month: "How do I work with a board member who questions everything when I just need to move our district forward?" Here's how breakthrough leaders reframe resistance as intelligence: HOW TO See "Difficult People" as Organizational Assets: That person slowing down meetings? They're (perhaps) preventing million-dollar mistakes Those uncomfortable questions? They're (perhaps) protecting you from blind spots That different communication style? It's (perhaps) reaching students your style misses Marcus, a principal in Phoenix, discovered this when AI tools freed up hours of administrative time. Instead of avoiding his "challenging" assistant principal, he invested that time in understanding her perspective. Result? Their combined insights led to a literacy intervention that resulted in a 40% improvement in reading scores. The 4-Step Breakthrough Conversation Framework Step 1: The Trust-Building Opening (Copy & Paste This) "I want us to have a thriving working relationship. I've got a story in my head about our dynamic that I'd love your help with. Can you help me understand what you need from me for this to work better?" Step 2: Mine for Gold Questions "What am I missing that you see?" "Where do you think I have blind spots?" "What would success look like from your perspective?" Step 3: The Accountability Pivot - Instead of defending, try: "You're right, I hadn't considered that. How would you approach it?" Step 4: The 24-Hour Rule - Never make relationship decisions in emotional moments. Sleep on it. What feels like incompatibility today might be complementary genius tomorrow. Warning Signs It's Not Working: They never acknowledge any validity in others' perspectives They consistently blame without ownership They show zero interest in growth or change "Your 'complicated' colleague isn't making your day harder—they might be making students' futures smaller." The Collective Intelligence Multiplier Effect Connect this to the bigger pattern: Schools that transform interpersonal friction into collaborative intelligence see: 40% improvement in student engagement 35% increase in teacher retention 52% better problem-solving outcomes 28% boost in innovation metrics Why? Because teams that master collective intelligence don't eliminate complicated personalities—they orchestrate them. They don't seek sameness—they cultivate difference. They don't avoid friction—they transform it into breakthrough fuel. Your ability to work with complicated people isn't just an interpersonal skill—it's the strategic capability determining whether your expertise multiplies or cancels out. Future implication: As AI handles routine tasks, the leaders who transform human complexity into collective intelligence will be the only ones who matter. Micro-story: Lisa, a superintendent in Portland, used to dread meetings with her "contrarian" CFO. Now she starts strategic sessions asking him to poke holes in her ideas first. Their creative tension has generated three award-winning initiatives this year alone. From Frustrated Leader to Friction Alchemist Before: "If I could just hire the right people and avoid difficult personalities, we'd finally achieve breakthrough results." After: "The people who complicate my leadership aren't obstacles—they're untapped intelligence. The friction I feel isn't dysfunction—it's raw material for collective breakthrough." This isn't about becoming friends with everyone. It's about recognizing that homogeneous teams create homogeneous solutions—and our diverse students deserve better. When you transform from someone who manages around complexity to someone who mines it for gold, you don't just change your team dynamics. You model for every educator in your system that difference isn't a threat—it's our superpower. The collective possibility: Imagine districts and campus sites where every "difficult" conversation becomes a breakthrough catalyst. Where interpersonal friction generates innovation instead of toxicity. Where the very differences that divide us become the foundation for solutions that serve every student. "Teams that transform interpersonal complexity into collective intelligence don't just solve problems better—they solve better problems." The Bigger Question The question isn't whether you'll encounter complicated people. In education, you will. Daily. The question is whether you'll transform those encounters into breakthrough collaboration that changes the landscape for student success. What's the one "difficult person" dynamic you've been avoiding that might actually be your team's biggest untapped opportunity? Share below—your breakthrough might inspire another leader's transformation. READY TO TRANSFORM? Stop hoping. Start building the collective intelligence that creates breakthrough results for students. The first step is understanding your team's current intelligence quotient. In just 5 minutes per team member, you can discover:  Where your team defaults to individual rather than collective thinking Which cognitive perspectives naturally enhance group intelligence How to transform your most challenging dynamics into breakthrough collaboration
Show More