Lindamood-Bell Learning Processes reviews

There is a clear "Us vs. Them" attitude at many of the Learning Centers (LCs) that contributes to the low morale of the company. • LCs often have to quickly make changes based on impulses of the CEO and corporate office, with no explanation as to why • Corporate structure is familial; many lower level staff members feel there is a high degree of nepotism, furthering low morale • Abysmal pay: I was making about $10-15k below city average for my position and experience. After I left, all lower level employees (including center directors) received a pay cut. The executive family did not. So you can imagine what the wages are now at this company. And you can imagine how the disparity leads to an "Us vs. Them" attitude. There are also some business practices that are at best unprofessional and at worst unethical. • High turnover; critically understaffed: students are passed around like a hot potato, center to center via online instruction to compensate • Academy (online private school) is pushed on students who wouldn't be a good fit--all to help reach sales numbers • When instruction isn't working, LCs are told to push for more instruction: this can lead to conflicted feelings where you love a kid you've been working with for many years, but there is NO progress. At $125/hour, this is unacceptable. • Employees are pushed to give full time availability, even if they are part time. Yet outside of the summer, working only 2-4 hours a week is common at smaller LCs.

At the end of the day, this company is all about the money, yet somehow still horribly mismanaged. They present themselves as solely concerned with the students, but the longer you are around the company, the more you realize this is nothing more than a public face. Nothing really matters outside of signing more students for instruction. Lindamood Bell felt like a sinking ship. Centers were in a constant state of confusion, attempting to keep up with the ever-shifting demands of senior management. Decisions are made with little to no concern for the day-to-day operations in the learning centers themselves, while lower-level employees are paid incredibly little for what is asked of them. Many of my coworkers seemed entirely under-qualified, given what the company is charging parents and the results parents expect. It is my firm belief that parents would be mortified if they knew how some of the employees talked to/about their children and how demonstrably low-quality instructors stick around with few to no repercussions. But this is part of Lindamood Bell: so desperate to hold on to employees and keep centers open that the weakest links get passed over or ignored (there is an internal process for mentoring, but it really has no teeth). Again, it's all about the money. At times, the corporate culture comes across as very cult-y and downright creepy. Worker morale was almost non-existent, and literally everyone was looking for a way out. If the company paid employees more fairly, there is no doubt that more qualified individuals would see this as a worthwhile endeavor, eliminating the need for some of the terrible hiring decisions I've seen this company make, while those who are actually qualified would stay on board. Lindamood Bell Academy (the private school program) is a complete sham. Students are often passed from center to center, via online lessons, and clinicians are almost never qualified to actually deliver the subject matter that students are learning. There is no pedagogy here beyond engaging the LMB process with textbooks and online lesson plans. Students end up wasting an incredible amount of time, while clinicians are thrown into a role that really should be the job of a fully credentialed teacher.