Great schools don’t just happen—they’re built by great teachers. But not every credentialed educator is the right fit. The magic lies in finding those rare gems: teachers with both high skill (mastery of their craft) and high will (unwavering drive to make a difference). Here’s why they matter and how to hire them.

Why High Will and High Skill?

High-skill teachers know their stuff—lesson planning, classroom management, data-driven instruction. They deliver results. But skill alone isn’t enough. High-will teachers bring heart—resilience in tough moments, passion for students, a relentless push to improve. Together, this combo transforms classrooms. A skilled teacher might nail a lesson; a high-will, high-skill teacher inspires kids to love learning. Schools need both.

Step 1: Look Beyond the Resume

Degrees and certifications are a start, but they don’t tell the whole story. Dig into experience—have they adapted lessons for diverse learners? Managed a chaotic class with grace? Seek evidence of skill in action, like student growth data or a portfolio of projects. For will, probe their “why”—why teaching? Why this school? Answers that light up with purpose signal drive.

Step 2: Test Real-World Scenarios

Interviews are great, but performance beats talk. Give candidates a task: plan a mini-lesson, analyze sample student work, or role-play a parent conference. Watch how they think on their feet. One principal I know asked applicants to teach a 10-minute lesson to actual students. The high-skill ones shone with clarity; the high-will ones connected with kids instantly. It’s a window into their true ability.

Step 3: Gauge Cultural Fit and Grit

Skills can be taught; will is harder to instill. Ask questions that reveal resilience: “Tell me about a time a lesson flopped—how’d you bounce back?” or “What keeps you going when a student shuts down?” Look for alignment with your school’s values—do they thrive on collaboration, equity, innovation? A teacher with grit and shared vision sticks around and lifts the team.

Step 4: Involve Your Community

Your current staff and students know what works. Include them in the process—a panel interview with teachers or a demo lesson observed by a student rep. One school had kids give feedback like, “She made me feel smart,” spotlighting a candidate’s will. Community buy-in ensures hires don’t just fit on paper but in practice.

Step 5: Prioritize Growth Mindset

The best teachers never stop learning. Seek those who crave feedback, attend workshops on their own dime, or tweak lessons based on reflection. Ask: “How have you grown as a teacher in the last year?” High-skill folks show expertise; high-will ones prove they’re in it for the long haul. Hire someone who’s already good—and hungry to get better.

The Payoff

Hiring high-will, high-skill teachers isn’t easy—it takes time, sharp instincts, and a clear process. But the return is worth it: classrooms buzzing with energy, students hitting new heights, and a staff that pushes each other forward. These teachers don’t just fill role