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  • Autumn 2011Supporting and Developing, Connecting and RepresentingTheresa’s TestWill the voluntary sector take it?Plus features on female leadership, diversity and part-time working.Also in this issue:Small Steps to Social MediaTop Tips for Bank LendingRe-evaluating Collective Purpose
  • Annual Conference Dinner 16 November, 18:30-21:30 An opportunity to network, hear from Guy Laurence, CEO of Vodafone UK and enjoy good food. The new 2011/12 ACEVOThe Chair and CEO Pay Survey will also be launched at the reception. ACEVO Member Price £100leading into the future Price £15017 November 2011 LondonOur speakers on third sector leadership include:Martha Lane Fox, James Caan, Loyd Grossman OBE, Stephen Hester,UK’s Digital CEO, Hamilton Chair, Churches CEO, RBSChampion Bradshaw & Conservation Trust EntrepreneurMartyn Lewis CBE, Bill Ryan, David Bull, Tom Flood,Chairman, NCVO Harvard University Executive Director, CEO, BTCV UNICEFLesley-Anne Rita Clifton, Dame Clare Tickell, Crispin Truman,Alexander, Chair, BTCV & CEO, Action for CEO, ChurchesCEO, RNIB and UK Chair, Interbrand Children Conservation TrustChair, ACEVO How to Book: Call 020 7280 4962, email or visit Standard price ACEVO Members £190 • Third/Public sector £290 • Corporate sector £350 Early bird prices until 14 October ACEVO Members £170 • Third/Public sector £220 • Corporate sector £300 ASSOCIATION OF CHIEF EXECUTIVES OF VOLUNTARY ORGANISATIONS #acevoconf 020 7280 4962Supported by Media partners
  • ACEVO network autumn 2011 3Contents Autumn2011 8 26 XX 30Cover Stories In brief26 Taking the 4 Director’s Welcome 23 New in NaplesInitiative The results ofHome Secretary 6 News Euclid Network’s social innovationTheresa May on gender 10 ACEVO Members’ News competition.equality reporting. 13 Impact Matters 24 Top Tips for28 Right to be Funders want to see impact. They no ApproachingAmbitious longer take your word for it. Richard BanksIt’s still uphill forfemale leaders. Barron explains. Talk to banks before you need them 23Dame Clare Tickell 14 Pension Reform Just 12 Months advises Liz Best.thinks mentoring Away! Major change is coming whether you’re 33 Keep Leadership Sharpmakes the climb prepared or not, warns Ian Bird. - Play Gameseasier. Playing games can help build effective 15 Winning Solutions leadership according to Jenny Berry.30 Equality and Tom Flood outlines what ACEVODiversity – To Train Solutions has to offer. 34 Re-evaluating Collectiveor Not to Train? PurposeTraining staff online 17 Delivering the Chair Leaders don’t realise whenabout discrimination. The relationship between chair and employees lack it. Michael chief executive can be fraught, says Jenkins outlines the problem.Julie Bann describes Penelope 37 Member Tried and Tested 18 Small Steps to Social Media31 The Missing Start small with social media, suggests 38 Time OutWomen John-Paul Hughes – but start. A quick guide to trending topicsWhat can women do from ACEVO’s LinkedIn groupto boost their job 19 Me and My Chair and Twitter feed.chances? David On working with the youngest chairFielding advises. in the country by Gary Buxton of Young Advisors.32 Part-time 20 Confessions of a CEOLeader? Mike Elliott, Chief Executive of TheThe future is part-time Clare Foundationand might mean abigger choice of staff, finds examples of charity ex- 19according to Karen cellence.Mattison. 20
  • 4 ACEVO network autumn 2011Director’s WelcomeStrength in NumbersOver 20 years ago some charity CEOs decided to set up a network and ACEVO was born. Seb Elsworth,Director of Strategy, discusses new developments at ACEVO. ext year it will be 25 could go about paying her CEO course go on to formN years since a small group of chiefexecutives of charities met chair for loss of earnings for undertaking the role. Advice and best practice tips came long standing peer support groups which meet for years after the course hasat the national conference of flooding in. been completed. For morethe Association of Directors experienced leaders,of Social Services and Hundreds benefit ACEVO’s professionalthought: wouldn’t it be good For many members ACEVO’s development programmeif we had one of those for special interest groups also offers bespokeour own sector. Those chief (SIGs) provide a great matching with a coachexecutives recognised that opportunity to meet fellow or mentor to drive andthe leadership role is a leaders who are working in a challenge leadershiplonely one, and that the best similar environment. SIGs decisions and styles.form of support will come are formed around both thefrom other leaders who work of the organisation Numeroushave shared those (such as health and social opportunitiesexperiences. care, professional Every third sector associations) or the organisation is influencedACENVO, soon renamed characteristics of the leader by its external environmentACEVO, was born, and our (women, BME). SIGs usually and the job of a leader isnetwork has grown in size meet quarterly and are to understand and whereand influence over the last chaired by a fellow ACEVO possible, change thattwo and a half decades. At its member. environment for the benefitheart ACEVO is all about of the organisation’sconnections. Connections Each year hundreds of mission. For most ACEVOwhere leaders can seek ACEVO members benefit members the relationshipsupport and advice. from the benchmarking of with government, be itConnections where leaders data from across the through funding, regulationcan learn and develop. network, in particular or legislation, impacts theirConnections where leaders around salaries, employee work. ACEVO providescan influence and create benefits and governance numerous opportunities tochange. practice. It’s the connecting connect with key policy of information from those makers throughOver the last few weeks I’ve hundreds of leaders which opportunities such as ourbeen party to numerous makes this benefit possible. The leadership permanent secretariesconversations where leaders The more members away-day, our taskforceshave been gathering advice contributing, the better role is a lonely and Learning with Leadersfrom their fellow ACEVO the data. one and the best events. Connections withmembers. One member form of support the business sector, whereleading a restructure in his Long term learning there are opportunitiesorganisation needed support ACEVO also helps to create will come from for both service deliveryin writing a job description to connections which are more other leaders who partnerships and newdowngrade a role in the formal and focused on CSR relationships, arefinance team. Another CEO long term learning and have shared those also fostered through ourwanted to speak to fellow development. Many experiences. events, conferences andmembers about how she participants of our New dinners.
  • ACEVO network autumn 2011 5 For most ACEVO members the relationship with government, be it through funding, regulation or legislation, impacts their work.Finding solutionsThe support which comesthrough ACEVO membershipalone may not be enough.That’s where ACEVOSolutions Ltd providesextra support if needed.As Tom Flood CBE writes inthis issue, ACEVO Solutions isour new social enterprisearm aimed at providing worldclass business solutionsand transformationalrelationships for the thirdsector and beyond. ACEVOSolutions currently offersexpert consultancy servicesand a bespoke eventsmanagement service withthe team working ondeveloping a range ofproducts and services tohelp transform the sector’sability to compete in newmarkets, all throughbrokering connectionsand creating scale.It is never easy being a thirdsector chief executive.The last few years have beenparticularly tough for many,and the next may be eventougher. We all know thatprofessional networks canprovide that essentialsupport. Your association ishere with that supportivenetwork.To find out how the ACEVOnetwork can help you or fora reminder of your memberbenefits, give us a call on020 7280 4960 or
  • 6 ACEVO network autumn 2011Editor’s Intro News Autumn2011 In BriefEquality and Diversity at the Top We’re moving!History wasn’t my favourite subject at school but as I get older I amincreasingly interested in how things evolve over time. Organisations wereonce required to ensure ‘equality’ in the workplace but current thinkingfavours ‘diversity’ and ‘inclusion’. Although the focus on fairnessregardless of an employee’s background is still pertinent, it’s a shamethere often appears to be little progress, particularly with regards togender. Women are still woefully under-represented in boardrooms,public institutions and in government. The third sector does better than ACEVO will be moving in the summerother sectors but despite women making up 68% of our workforce, only of next year to be part of the civil48% are CEOs. society hub that is being created at This issue has a number of features discussing gender and leadership. Regent’s Wharf. The move, which wasThe Rt Hon Theresa May MP, Home Secretary and Minister for Women agreed by the ACEVO Board earlierand Equalities outlines her step-by-step, voluntary approach to reporting this year, will represent a significantgender equality. Think, Act, Report is a new initiative encouraging organi- saving for ACEVO, allowing us to freesations to show their commitment to fairness for women at work (page 26). up more of our income to spend on David Fielding MBE examines the background to diversity issues (page member services. This move will31). Given candidates of equal aptitude, why is it often the man and not the enable us to share space and ideaswoman that goes for the better position? Interestingly, the male candidate with sector colleagues NCVO,is also more likely to apply for positions where he can’t fully evidence Volunteering England and Bond.capabilities as required by the job spec. On page 32, Karen Mattison advocates greater use of part-time rolesat a senior level to support parents back into work. Full-time contractsdon’t always suit talented candidates. It’s no surprise that many of thesecandidates are often women. We also have Julie Bann from DWFintroducing a way for organisations to identify diversity problems (page 30). Diary Dates We are also especially pleased to have the CEO of Action for Children ACEVO Health and Social Careand ACEVO Member Dame Clare Tickell DBE discuss females as leaders Conference: Health and Social(page 28). Care in Transition The subject of diversity may be big but it’s not the only one we cover. In 27 October 2011, Liverpoolthis issue you can also read about impact reporting, effective engagementwith banks and social innovation in Italy. We are always keen to hear your Annual Conference Dinner 2011views. As a CEO of third sector organisation what would you like to read & Pay Survey Launchmore of or share with other leaders? Let us know. 16 November 2011, LondonAgnes Jumah, Editor, Annual Conference 2011 17 November 2011, LondonEditorial team:Mike Barnes, Matt Boyle, Agnes Jumah and Natalie is a quarterly journal for chief executives, senior management and all those interested in Achieving a High Performance Board:leadership in the third sector. It is available on a controlled basis to members of ACEVO and is available Practical Governance for Chairs and CEOsto other readers on subscription. network accepts no responsibility for the loss or damage, however 24 November 2011, Gatesheadcaused, to any material submitted for publication. Editorial opinions expressed in the magazine arenot necessarily those of ACEVO. Localism: Success, Insights,ACEVO is the Association of Chief Executives of Voluntary Organisations. We connect, developrepresent and support third sector leaders. We have nearly 2,000 members and have been providing Opportunities and Challengessupport and advice to our members for over 20 years. To find out more about becoming a member, 09 December 2011, Birminghamplease contact us on 020 7280 4960 or visit To book call 020 7280 4962 or visitNo part of this publication may be reproduced in any form without the prior consent of ACEVO. UK: 1 year - £40network is designed by
  • ACEVO network autumn 2011 7 How to get money out of your bank – see page 24.Join the ACEVO Board Achieving a High David Miliband Elections, AGM PerformanceImpACT and Pension Joins ACEVOCoalition Survey Launch Board: Practical Commissionfor Free Governance for As well as fulfilling a governance role, ACEVO’s trustees agree the Chairs and strategy and priorities of the association. The board meets CEOs four times a year and in addition This one-day Conference on for a strategic planning day. 24 November 2011 in Board members may also Newcastle is an opportunityThe ImpACT Coalition exists participate in committees for third sector chairs andto help third sector dealing with specific aspects of CEOs to reflect on theorganisations become more ACEVO activities and act as governance function of theiraccountable and transparent. ambassadors for ACEVO. There organisation and undertakeThe Coalition offers members are four available trustee learning in order to improveresources on how to improve positions for election ahead of the performance of theiraccountability, including the 2012 AGM. Full members’ Board. This Conference isseminars, research and news. nominations will need to be FREE to organisations basedMembership is open to all proposed and seconded by in the North East. To find outthird sector organisations and another Full Member. Visit more and book your place go toits free to join. Go to the for the Unemployment rates amongCoalitions website for more nomination form and for more 16-24-years-olds are at nearon impact reporting details about the election record levels with almost process. Ready for Reform? million young people unemployed. The negativeRead page 13 on how the If you would like to have an impact on them and the publicthird sector can improve its informal discussion about the purse is huge. In Augustaccountability, clarity and work of ACEVO’s board, contact ACEVO launched atransparency. Seb Elsworth on 020 7280 4964. Commission to report on the Once new board members have third sector’s role in tackling been voted, their appointments youth unemployment. will be announced at the ACEVO Next year the pension reform Chaired by David Miliband AGM in January. The AGM will be comes into effect. This could MP, other members of the followed by a reception. This is have significant financial Commission include CEOs of sponsored by one of ACEVO’s implications for your Tomorrow’s People and KentFollow strategic partners Foster organisation as you will have to County Council, as well as Denovo, who also sponsor the auto-enrol all eligible staff into Professor Paul Gregg from@cutswatch ACEVO Pensions Survey 2011/12, a pension scheme. The ACEVO the University of Bristol andon Twitter! the results of which will be Pension Survey sponsored by Jonathan Portes from the announced at the AGM reception. Foster Denovo is currently live National Institute forWant relevant updates on This year the report will focus on – complete the survey by 31 Economic and Socialvoluntary resources that will the Pension Reform. All ACEVO October to receive a free copy you through these Full Members are encouraged to of the report when launched in The commission is expectedchallenging times or info on attend this free event. Contact January. All respondents can to report on its proposals incuts across the UK? Go to to book request a free pensions review the winter. If you would like your place. Read more about the with Foster Denovo. get involved or find out morefor updates and join the Pension Reform and how it will contact Ralph Michell atdiscussion. affectyourorganisationonpage14.
  • 8 ACEVO network autumn 2011News Autumn2011 Considered flexible working? Read page 32.ACEVO and NCVO Localism ConferenceDon’t be one of those struggling with localism. Discover how you can make it work for your organisation.The Coalition Governments Big Society agenda has signalled the end of centraliseddecision-making. The Localism Conference can help you benefit from the wealth ofopportunities this new agenda will bring.What will you learn at the Localism Conference?• How grant-making will work in the era of localism• How localism will affect national charities• How to use localism for your benefit – from those doing itThought-provoking speakers include:• Peter Ainsworth, Chair of Big Lottery Fund• Tony Travers, Director of London School of Economics• John Tizard, Director of The Centre for Public Service Partnership• Paul Emery, Head of Charities and Voluntary Sector, ZurichYou’ll also be able to:• Meet with government officials involved in the localism agenda• Talk with MPsImproving Equality and Diversity in Your Organisation –Free PublicationThis new guide from ACEVO aims to help third sector CEOs by providing practical steps to addressinginequality and improving diversity in your organisation. This guide has been created for chief executives ofany small or medium-sized third sector organisation that wants or needs to improve equality and diversitypractice. Chairs and trustees will also find the guide useful. The publication will be free to download fromthe ACEVO website following its launch in December. Co-author Hilary Barnard will discuss thepublication in the next issue of network. Read diversity and gender equality articles from page 26. What are third sector CEOs paid? The ACEVO Pay Survey report is being launched at the Annual Conference Dinner reception in November sponsored by ACEVO’s strategic partner attenti. Book your place at this event to receive a free copy of the report and find out how your salary compares to your peers, what More insight. Report free to delegates. other organisations offer in terms of entitlements, leadership development and succession planning. This event will also give you the opportunity to network with other members. To book a place visit the conference website or call 020 7280 4962.
  • ACEVO network autumn 2011 9Don’t want negative press? Go to page 30 and find out howyou can avoid a high profile discrimination case. Learning with Leaders - NEW DatesNew Members We are pleased to announce new dates andHere are some of our newest members. To contact them speakers at our Learning with Leadersgo to the Membership area of the website and log in. In the series. Our winter programme includesleft-hand navigation, click Contact a lunches with:Member to find a member. • Dame Suzi Leather DBE on engagingTricia Adams – School Library Association Dame Suzi Leather DBE stakeholders in constructing a strategic plan.David Barlow – London Irish Centre • Sam Younger CBE, CEO of The CharityRoger Beckett – Dementia Concern Commission on the changing role of theJacky Bourke-White – Age Concern Lewisham & Southwark Commission.Daniel Brookbank – East Sussex Association of Blind and • Lord Freud will be discussing the keyPartially Sighted People lessons learnt from his extensive Sam Younger CBE experience of leading organisationsBrian Chernett – ELLA Foundation across the private and public sectors.Jane Deamer – Service SixHilary Emery – National Children’s Bureau To find out more about these and otherRobin Evans – British Waterways upcoming Learning with Leaders events, Lord Freud please visit Geddes – West Sussex CrossroadsSimeon Grossett – Britain’s Ethnic Minority CommunityEnterprise PartnershipKath Haines - CABA We welcome your feedbackStephen Hesford – Arch Initiatives Is there a new member benefit that you would like us to look into?Andy Hugman - Reaction Send us your thoughts and suggestions and help improve your membership organisation email: Ireland – Heart of MerseyKristina Jackson – Thurrock CVSCathy James – Public Concern at WorkAmanda Jones - Sunfield CHARITY Changes toSteven Lane – Dame Vera Lynn Trust COMM ISSION COMMISSION Charities ActLorraine Langham - OfstedNick Maher – Industry and Parliament Trust The latest changes to the Charities Act 2006 regardingPhil Morris - Havencare excepted and exempt charities are currently being phased in.Sheila Paul – Earl Mountbatten Hospice The key principles are: • Charities can only be excepted if their income is belowPeter Robinson – Safe and Sound Homes £100,000 a year - charities whose income is more thanEwa Sadowska – Barka UK £100,000 lose their exception and have to registerDavid Sharp – North Yorkshire YouthNicki Shaw – The Princess Alice Hospice Exempt charities must either:Ben Simms – UK Consortium on AIDS and International • Have a principal regulator to regulate them as charities, or • No longer be exempt and have the Commission as regulator.DevelopmentSteve Smith – Young Bristol To find out more about the changes and for an update guide go toRuth Turner – Tony Blair Faith Foundation ‘Do I need to Register?’ on Walsh – CGD Research Trust The Charity Commission website also contains helpful tools suchChris Wright – Catch22 as video tutorials on how to complete annual returns online.
  • 10 ACEVO network autumn 2011ACEVO Members’ NewsCharity Times Members in PrintAwards ACEVO Members’ organisations featured This summer the good work of prominently on the shortlist for the Charity ACEVO Members has been Times Awards which take place in October. highlighted in national Parkinson’s UK and The Land Trust have newspapers and magazines.been nominated for Charity of the Year and Best New Charity Dame Fiona Reynolds, Directorrespectively. ACEVO Members Alison Rogers of the British General of the National TrustLiver Trust and Sir Paul Ennals of the National Children’s and ACEVO Member for moreBureau have both been recognised in the Outstanding than six years, recently featuredIndividual Achievement category. The British Red Cross have on the cover of Directorfeatured repeatedly for their cross sector corporate work with Magazine. Her interview lookedAllen and Overy, and Land Rover. Also shortlisted for the at her 10 year tenure at theCorporate Social Responsibility Project of the Year are the National Trust and how sheNational Autistic Society for their work with Goldman Sachs managed to modernise one of the UK’s oldest institutions.and the Teenage Cancer Trust with another global investmentbank, Nomura. Highlighted for their innovative uses of Jenny Saunders, CEO of NEA, the fuel poverty campaigningtechnology are BeatBullying’s Big March campaign, chosen for group, was on the front page of The Times in August. SheBest Use of the Web and WaterAid’s Water Point Mapper, discussed a government environmental initiative costingselected under the Best Use of Technology category. every household in Britain an estimated £120. The Printing Charity Annual Luncheon The Printing Charity is holding its 184th Annual Luncheon on Thursday 03 November 2011 in the historic Stationers’ Hall in London. This year’s guest speaker will be Alan Samson, publisher of Weidenfeld & Nicolson. He will be speaking on ‘The Printed Word’, linking his anecdotes of working with celebrities to a tour of the new challenges of publishers in the digital age. Go to to order tickets or find out more. Established in 1827, The Printing Charity provides financial support for individuals whose income is at or below the 60% median of income. Does your organisation have a similar remit? Contact ACEVO Member Stephen Gilbert, CEO of The Printing Charity and introduce yourself via the membership area of the ACEVO website. Click Membership on and log in. In the left-hand tab, click on Contact A Member to find Stephen and send him a message! Stephen Gilbert, CEO of The Printing Charity
  • ACEVO network autumn 2011 11 What your board needs is some young guns. Read page 19.LifePathTrust Small Organisation Britain’sWinsNew of the Quarter MostContract Action Acton is an with Reed in Partnership, Admired entrepreneurial West London charity and social a DWP Employment Training subcontract with Charities enterprise that’s rapidly A4E and a thriving Acton growing. In the last five street market three days years they’ve gone from five a week which has won an staff to thirty, from one Excellence in Community centre to five and from Enterprise national award. covering one borough to This is in addition to a three! European Integration FundThe Cookery Path, a social contract and a partnershipenterprise subsidiary of Life with Microsoft to work withPath Trust, has beaten off NEET young people. Thestiff competition to win a social enterprise arm ofcontract to run two Action Acton has beenrefurbished cafés in recently expanded throughCoventry’s War Memorial Park. the development of theLife Path Trust, a local charity Doughnut Factory businessserving the Coventry area for start-up workspace and theover 30 years, works to acquisition of a communitysupport people with learning fitness centre.disabilities live the lives that They help disadvantagedthey want. individuals get: jobs, education, training and The nomination resultsGary Bye, the Chief Executive qualifications, and set them are in! Four of the sixof Life Path Trust and ACEVO up in self-employment to contenders are led byMember said: "We are promote community ACEVO Members: Britishdelighted that we have won enterprise. Action Acton Red Cross, Citizens Advice,the contract to provide the work with a diverse Kidney Research and thecafés in the park. The cafés selection of the community National Trust. The finalhave been missed since their including unemployed, If you would like to be the winner will be chosen byclosure for refurbishment and refugees, young offenders, next Small Organisation chief executives of charitieswe look forward to offering NEET young people, adult of the Quarter, contact and voluntary organisationspark visitors great snacks, offenders, lone parents and Natalie Law at at an awards ceremony inmeals and service”. He added: older people. Four young October. We congratulate"This is also a fantastic offenders they were working with details of your these members on theiropportunity for people with a with last year were organisation. recognition and wish themdisability to work and show shortlisted for London ESF all good luck!that they can provide an awards and one received Celebrateexceptional service”. the ‘Young Learner of the Year’ award from the ACEVO’s SilverThe improvements made to Mayor of London. Jubilee next yearthe cafés were funded througha £2.8m grant from BIG and Action Acton delivers 15 with a specialHeritage Lottery Funds under contracts including a Work edition of networkTheParksforPeopleProgramme. Programme subcontract in January.
  • Bespoke pay data prepared for your busy schedule Whether you need data for a new role or for appraisal of an existing one, how can you be sure that staff pay and benefits are in-line with the market rate? Using our in-house database and our knowledge of the UK pay and benefits market, we produce bespoke market rate reports for individual jobs, based on criteria specified by you. Using parameters such as location, size and organisation turnover, we produce specific reports for individual roles, and how they fit within the current market. A market rate report gives detailed salary information plus a breakdown of benefits associated with the role FREE and is prepared to your requirements, sample to order, by our team of research report consultants. available Market Rate Reports are available at a special discount to members, starting at £110+VAT 01785 813566 per job.
  • ACEVO network autumn 2011 13Impact MattersRichard Barron, Director of Fundraising & Marketing at Buttle UK and member of the ImpACT Coalition SteeringGroup explains why there is an increasing need for good impact reporting. ew in our sector, I hope, reputation and funding. In my dedicated funding to do so.F would argue that greater transparency andaccountability are anything but experience it is rare that a funder will not understand the failure to meet a target if the At Buttle UK we going currently through the processgood things. Most would see reasons are clearly stated and of developing this area. Itthat good quality reporting on remedial action taken. I’m sure involves getting thethe impact of our work is other audiences would take the commitment of trustees tocentral to achieving these same view. But more reallocate funding in this year’sthings. However, the CFDG importantly there is a moral budget to allow us to movestudy Impact Reporting in the imperative at a time when forward more quickly on it.UK Charity Sector, published resources for what the sectorearlier this year, shows that does are becoming increasingly The ImpACT Coalition is athe extent to which charities scarce, while the needs we are movement of third sectortake on what is required to addressing are increasing. An organisations who recognisecomplete impact reporting honest appraisal of whether we the importance and thevaries widely. are achieving the results we challenges of trying to improve expect is critical in deciding on accountability and transparency.In such challenging times it is the development of The Coalition’s move to ACEVOunderstandable that there are programmes and services. It has been a positive recognitionreal barriers to good impact should be allowing us to see that to make real changes inreporting - not least because it that we are best serving our this area within an organisationcosts money. While jobs are beneficiaries and delivering it has to be led from the top.being lost in charities it might genuine value for the money For those that want to do morefeel that this investment is a that has been donated or in this area but are facing the‘nice to have’ that cannot provided via the taxpayer. inevitable barriers, joining thecurrently be afforded. ImpACT Coalition is aPersonally, I believe this to be All this may seem worthwhile first step.false economy, not least for patronisingly obvious, but invery pragmatic reasons. In an the CFDG study 35% of The ImpACT Coalition rangesincreasingly competitive respondents said that they did from large international aidenvironment being able to not believe that the benefits of charities to small community-clearly describe that what you impact reporting outweighed based organisations whodo works seems to be self- the costs. I have witnessed aim to challenge commonevidently useful in marketing first-hand that this is not the myths about charities andand fundraising terms. A more case, when having the systems encourage the third sectorpressing reason is that many and experience to demonstrate to be more accountablefunders and indeed the impact across a series of new and transparent.Government are placing outcomes at short notice was Joining the ImpACT Coalitionincreasing emphasis on impact the difference between gives you access to the Many fundersreporting. retaining a major grant and ImpACT Toolkit, which will are placing losing it. This was at a charity help you get a picture of whereAnother understandable increasing that had taken the decision to your charity or organisationbarrier is the fear that invest in monitoring and currently stands on the areaspublishing details of any emphasis on evaluation when there was of transparency andfailings or shortfall in impact reporting. certainly little spare accountability. The ImpACTperformance will damage unrestricted income or Coalition is free to join .
  • 14 ACEVO network autumn 2011Pension Reform Just 12 Months Away!Change is on its way – and soon. Ian Bird, Senior Partner at Foster Denovo says that employers will needto become far more knowledgeable about the pension schemes they choose for their staff. or the largest Employer knowledge • Some major pensionF employers in the UK, compulsory autoenrolment into a pension There is obviously going to be a need for employers to become far more providers are pulling out of selling pension schemes to employers with fewer thanscheme will start from 01 knowledgeable about the 20 to 50 staff.October 2012. Apart from the pension scheme/s they autoobvious increase in costs for enrol staff into and greater • From 01 January 2013 themost organisations, there is focus on the continuing Retail Distribution Reviewalso going to be a need for governance of these will outlaw the payment ofconsiderably better record schemes. commission to pensionkeeping and understanding advisers for providingof the new pension Many employers have advice to staff. The newlegislation. already started reviewing legislation requires the their pension schemes to cost of advice to either beFor me one of the biggest ensure that they are ‘fit for paid by the employer orissues revolves around the purpose’ and affordable to deducted directly fromchange from staff who have the employer. However, I’m the employees’ pensionhistorically been offered the aware of many more who fund. It may therefore beoption to join a pension have not started because beneficial to secure a newscheme and made their they are not required (due to scheme prior to 01personal decision to join by their size) to comply with the January 2013.signing an application form, legislation until betweento now being auto enrolled 2014 and 2016. • You need to ensure theinto a pension scheme in scheme you operate ismonth three of their Reviewing your scheme modern, flexible, penalty-employment. early is important as: free and good value for money, ideally with adviceNo option for staff • You need to clearly and support to bothThis will not affect just understand the financial employer and employeeyour future staff; it will affect and administrative burdens built into the charges.all existing staff who have of the new legislation.either historically decided • Using salary exchange withnot to join or where the • You will be in a better a pension scheme cancombined employer and position to communicate Staff who have significantly increase theemployee contributions are the impact of Pension historically been contributions to yourbelow the minimum set in Reform to your staff in selected scheme.the 2008 Pension Act. In advance of its impact. offered thefuture there will be no option to join a The idea of compulsoryapplication form for staff to • It’s unlikely to be cost pension scheme pensions has beensign: the decision as to which effective for pension formalised in legislationscheme they are joining, the providers to build auto will now be auto since 2008. It is now only 12fund choice and the enrolment facilities into enrolled into a months away: use this timeretirement age will have all the historic schemes wisely to provide your staffbeen decided upon by the they currently manage, scheme in month with the best schemeemployer when selecting you might be forced to three. available within yourtheir pension scheme. change anyway. given budget.
  • ACEVO network autumn 2011 15Winning SolutionsTom Flood, Chair of ACEVO Solutions describes the new range of services introduced to help the third sector.ACEVO Solutions Limited delighted by the support for “ACEVO Solutions were(ASL) was formally launched this event and said: commissioned to deliver ain July at the Grange St Pauls “The day was a great success. series of cutting edgeHotel in London to a large The whole ACEVO Events workshops across ourgathering from the public Management team have been private, voluntary andsector and charities, so accommodating and their independent sector providersreflecting the huge interest in enthusiasm, effort and recently, to support them tothe services it offers. The support has been fantastic. survive, thrive and grow in aemergence of this new social The biggest compliment I time of severe financialenterprise as part of the have had from everyone here austerity.”ACEVO Group is timely. In today is how well organisedthese difficult economic and this event has been, so thank “As a commissioner of thechanging times, all leaders you so much”. training the strength for mewill need support to maintain of using ACEVO Solutions isand deliver the highest The second product is their in-depth knowledge ofquality of provision to their ACEVO Consulting. It offers a the third sector across thebeneficiaries. matching service that pairs country – if there is an up consultants who have innovative scheme operatingACEVO Solutions’ business been accredited by ACEVO they will know about it. Inphilosophy is underpinned by Solutions with charities that addition they are abreast ofthe values of ACEVO, whose need help with various the impact of governmentrecord for leadership and organisational issues and will changes, both on the thirdprofessional development in provide a range of other sector and in localthe sector is unrivalled. consultancy support including authorities, recentlyACEVO Solutions provides business planning. undertaking majorworld class business programme of developmentsolutions and New services will be in neighbouring Londontransformational and trusted developed over the coming boroughs.”support for a wide range of months in response to thebusiness needs. It intends to sector’s needs. A good So, how valuable is ACEVObe known for its dynamic, example is the work taking Solutions to CEOs? A memberflexible and value for money “If there is an place to stimulate consortia who needed support fromapproach. of third sector providers to ACEVO Consulting said, innovative develop services for localTwo of ACEVO Solutions’ scheme operating authorities and the NHS, and “My call to you was a breathproducts already have an to link this with some exciting of fresh air in that I felt that atestablished customer base. they will know partnerships so their expertise last someone was taking theACEVO Events Management about it.” Head can be used to support the situation seriously”.(AEM) will manage events of Training, contract management offor clients. One of the first these new services.clients was the Walkabout Newham Council.Foundation, who contracted A testimonial from Moira Tom Flood CBE is ChairACEVO Events Management Storrar, Head of Training, of ACEVO Solutions Ltdto manage a fundraising walk London Borough of Newham and CEO of BTCV. To findin Regents Park on their illustrates the value of the out more visitbehalf. Their CEO is clearly ACEVO Solutions offer:
  • &WJ ^TZW JRUQT^JJX’ UJSXNTSX KZYZWJ UWTTK$ 9FPJ FI[FSYFLJ TK F +7** WJ[NJ TK ^TZW UJSXNTS XHMJRJ FSI RFPJ XZWJ ^TZ FWJ TS YWFHP KTW  <NYM XT RFS^ HMFSLJX YFPNSL UQFHJ NYMNS YMJ UJSXNTSXv FWJSF z  NY NX NRUTWYFSY YT WJ[NJ ^TZW TWLFSNXFYNTSFQ UJSXNTS XHMJRJ &X FS RJRGJW ^TZ FWJ JSYNYQJI YT F KWJJ WJ[NJ    TWYM ‡ TW JRFNQ KTXYJWIJST[THTR 9MNX TKKJW NX [FQNI ZSYNQ  FSI NX F[FNQFGQJ YT TWLFSNXFYNTSX MT FWJ STY FQWJFI^ J]NXYNSL HQNJSYX TK +TXYJW )JST[T ‡ TWYM TK KWJJ HTSXZQYFSH^ NX GFXJI ZUTS  MTZWX TWP FY ‡ UJW MTZW 3T HFXM FQYJWSFYN[J NQQ GJ TKKJWJI What do developments in health and social care mean for your organisation?The health sector has reached a critical stage. Reforms have arrived but their full impact is unclear.This Conference is vital for all health leaders who need to understand the latest developments. Listen to theleading experts in health and social care talk about the future that’s already here – and how to keep aheadof it. Speakers at the conference will include:Mike Farrar CBE, Chief Executive, NHS ConfederationProfessor Steve Field CBE, Chair NHS Future ForumAndrew Dilnot CBE, Chair of Commission on Funding of Care and SupportTim Baxter, Head of Public Health Development Unit, Department of Health and Social Care In Transition October 2011 Liverpool 020 7280 4962 Standard Price: £125 ACEVO Member Price: £89 Supported by Media Partners
  • ACEVO network spring 2011 17 Delivering the Chair A marriage or a partnership? Having undertaken major research on the chair/chief executive relationship, Penelope Gibbs ponders the question. ’ve always had a fair old hand why none of the existing trustees non-executive chair”. The chief“I in recruiting my board of trustees and, if I’m honest, fixing it in relation to chairs” (CEO, medium sized charity). had offered to take on the role. With a strong willed founder- director and a board that started as a group of friends, being chair executive made the brave decision to try to oust the chair designate and persuaded the board to unseat them - she was “nightmarish”. At the first could work with her but felt the The dynamic of the chair/chief board meeting he started relationship would be a taxing executive relationship is shaped chairing only to be told that they one. The gamble worked, the at the start. I interviewed sixteen didn’t do it in that style. He now chair designate left the board chairs and chief executives for feels that chairs should not start and another board member was my Clore Social Leadership ‘cold’: “I was brought in not persuaded to take on the role research project. Although knowing how it operated...and of new chair. interviewees acknowledged that not understanding the dynamics Even excellent relationships open recruitment of chairs was which are peculiar to every can sour. One of my interviewees best practice, few chairs had got organisation...generally had agreed the appointment of there that way. In most cases a speaking I think chairs should the chair, having known them as retiring chair had tapped a fellow have served on the board for at a board member. But recently trustee on the shoulder or left least a short time; at least the relationship had become the chief executive to do the attended a few meetings”. more difficult, with the chair tapping. A founding CEO had dwelling on certain pet projects asked an acquaintance to and not letting go of them: become the first chair of her “What’s the role as a chair? If organisation. After surviving a you’re very knowledgeable do crisis in which the board lost you take over or do you offer faith in her and resigned en what you can in terms of advice masse, the CEO regretted not and leave other people to get on looking beyond the right skill set: with it. That’s the line that’s been “They (the chair) weren’t buying crossed”. into the values and I suppose the Chairs and chief executives The CEO may ‘fix’ the passion for the cause that we agree that there needs to be appointment of their chair but had in the organisation”. some personal chemistry, that by no means guarantees a Open recruitment is difficult. though no need to be bosom good relationship. The A well-known charity advertised buddies. A chief executive was chair/chief executive for a chair with a particular recruited by a chair whom she Chairs and chief relationship relies on mutual background. They had only two clicked with at interview. Having executives agree respect, a shared understanding applicants, neither of whom was moved city to take on a of roles and responsibilities and suitable. In the end they demanding job she was that there needs on excellent communication. approached an existing trustee, nonplussed to discover that her to be some who agreed to interview for the chair was soon to be replaced by personal Penelope Gibbs undertook this role. Another experienced chair, the chair designate. When the research as part of her Clore who was openly recruited, feels chair designate started chemistry, Social Leadership Programme though no needphotograph: Geoff Wilson that he has been hampered by discussing having her own http://www.cloresocialleaders lack of familiarity. He became e-mail address and weekly The full research chair of an organisation by meetings, alarm bells started to be bosom report will be published in answering an advertisement; as ringing: “I think she wanted to be buddies. November on the ACEVO and soon as he joined he understood an executive chair rather than a CSLP websites.
  • 18 ACEVO network autumn 2011 Small Steps to Social Media You don’t need to leap into every form of social media straight away, says John-Paul Hughes, Managing Director at social media specialists Eighth Continent. But a small step forward is better than none. don’t need to include they’re doing at a given point Facebook and Twitter;“I social media in my comms strategy…or do I?” When I asked a friend if his in time to their views on government policy – but stats don’t really demonstrate business benefits. So what involvement in Twitter chats and LinkedIn debates; answering client questions via Twitter and Facebook; not-for-profit organisation does? Well, examples of staff and supporters helping uses social media to promote social media in action would to deliver. This is possible and itself, his response beautifully help. The story of Childs i it’s not difficult (or necessarily captured a commonly held Foundation raising £10,000 in costly) to do. All it needs is opinion. He said simply ‘No just under two days in 2010 is some planning and a slight because I don’t really know an example of what can be culture shift. Besides, people what social media is for…’ He done with a YouTube video, enjoy it… said it somewhat sheepishly a Facebook fan page and and it reflected a common JustGiving. Social media is happening sentiment: social media has right now. It is already a no benefits for organisations. Supporters and fundraisers mainstream channel and a have been promoting their growing almost limitless That was twelve months ago. fundraising activities on space. If there is a debate on Things have changed since Facebook for years now, using LinkedIn about the area your and we’ve seen a shift from JustGiving and tweeting as organisation works in (and ‘Why social media?’ to ‘How they walk, run and cycle their there probably is) then you social media?’. However, way to sponsored success. should be involved in it. If your there is still a lack of belief in Are these strong enough fundraisers are using its inherent value. This is reasons to include social Facebook to promote your fuelled in part by the difficulty media in strategy? Well, cause and services, you in measuring impact, but revenue is compelling but it should be supporting them. largely it’s the result of the could be argued that these If your service users are difficulty many of us have in are tactical elements and that using Twitter to discuss grasping exactly what social social media doesn’t deserve your service, you should be media is actually about. As a a place at the strategy table. listening and talking with them. consequence many nonprofits and charities are simply A higher profile, better There is much to consider – ignoring the biggest engagement, stronger blogs, video and picture communication revolution reputation, a chance to sharing, microblogging, of our time. communicate points of view social networking sites, etc. and listen to the response, You don’t have to jump in and So, why should charities and Many nonprofits better customer service, do them all but the sooner nonprofits include social and charities are increased lobbying strength; you start to do a little the media in their comms simply ignoring these represent the wider sooner your organisation strategy? benefits that a cohesive social will learn what social media the biggest media strategy can help deliver. is for and before long you’ll I could quote statistics - over communication be repeating the successes 30 million on Facebook and Video, picture and blog you read about in the 3.5 million on Twitter in the revolution of content that is cleverly headlines. UK using it to communicate our time. conceived, planned and on everything from what shared effectively via
  • ACEVO network autumn 2011 19Me and My ChairCEO Gary Buxton (above right) of charity Young Advisors explains what he’s learned about youthinvolvement since working with the youngest chair in the country, Sean O’Halloran,18 (above left). ver wondered what culture and being an trustees and dispatch theE would happen if you had young people on yourboard? What about if your ambassador for our model with ministers, businesses and commissioners. • tickets in advance so they are never out of pocket Have the meetings onchair was 16? Well… Sean and I work to ensure Saturdays out of school timeWe have exactly that… that board meetings are for all • Display financial Two years ago Sean trustees, young and old. It is information graphically inO’Halloran, 16, became the important that when involving pie charts and bar chartsyoungest charity Chair in the young people it is not done in a • Minimise the formalitiescountry. Now 18, he still leads tokenistic way, so we’re to encourage creativeour board and helps us to sharing with you top tips on thinking!make sure our organisation is how to get young peoplea trailblazing example of how involved in governance: It doesn’t matter what type ofbeing youth led can make a organisation you’re part of, wedynamic and successful • Make sure young people both agree that having youngorganisation. are encouraged to get people on your board is Young Advisors is a charity involved, highlighting all crucial to staying relevantthat supports young people to the skills they’ll develop to the issues young people andimprove their communities through participating communities face every day!through a social enterprise • Make sure all new trusteesmodel. With 43 teams get a good induction. We Young Advisors are youngnationally and over 700 run a course for all of our people typically aged betweenworking Young Advisors it new trustees called 15 and 21, who showdefinitely keeps our staff team Getting on Board which community leaders andand board busy! As the CEO, we also deliver for other decision makers how to engageI spend a lot of my time making organisations young people in communitysure the business of Young • Keep discussion papers life, local decision making andAdvisors ticks along nicely but really brief (ideally one improving services.we always need to make sure page) with an exec Young Advisors are trainedwe’re getting it right. Sean and summary and specific agents of social action whoother young trustees help me questions for the board guide local authorities,to do that, setting the tone and • Organise travel for the housing associations and other local partners about what it is like for a young person to live, work, learn and play in their neighbourhood. It is important For more information about Young Advisors go to that when involving young or call 0161 850 1077. people, it is Young Advisors provides accredited trustee training not done in a for young people and those tokenistic way. that want to help get more young people involved.
  • 20 ACEVO network autumn 2011Confessions of a CEO Mike Elliott, Chief Executive, The Clare Foundation“A CEO can only do so much; much mBirth date and place iPhone, Formula 1 car,14 October 1952, Wiltshire Americas Cup yacht, and a lever action corkscrew!Secondary school anduniversity Length of membership ofCommonweal Grammar ACEVOSchool, Swindon 18 monthsExeter University, BSc Hons 2.1Mathematics and Statistics What does The Clare Foundation do?Early career roles up to the The Foundation is a registeredpresent UK charity, established in 2009,Mathematics and Computer that helps other charitiesStudies Teacher in Peckham; increase their social impactBusiness Analyst and Project through improved efficiencyManager, W H Smith Ltd; and effectiveness.Project Manager, RMC plc;Information Systems Manager, The Clare FoundationPalitoy; European IS Manager champions charitydivision of General Mills Inc; excellence; how does itInternational IT Manager, do this?Kenner Parker Tonka Inc; The Foundation takesVP of IS and Facilities; Hasbro established commercialEurope methods, business expertise and entrepreneurism to theFamily voluntary sector throughMarried with two grown up training, mentoring, sharingchildren best practice and networking.Area that you live in Give us the best example ofBeaconsfield, Buckinghamshire charity excellence that you’ve seen.Hobbies Two of our small charityKeen follower of Bath and local tenants continually impressrugby clubs; member of Past me, Rett Syndrome ResearchRound Tablers service club; Trust and KidsinSport, withgood food and wine; cryptic their passion, commitment tocrosswords efficiency and focus on impact delivery. Child BereavementLast holiday Charity are so professional inFascinating trip of huge contrasts all they do, their attention toto the Golden Triangle in India detail at a recent Patrons with their web trading arm Hospice at Home. Ian Rennie fundraiser was first class; it’s EthicTrade brings a recently successfully mergedFavourite things not surprising they can refreshing entrepreneurial with Grove House, a similarFamily and friends. continue to grow in these approach to the sector but I organisation. I have beenGreat technology applied well: challenging times. Africa Link must mention Ian Rennie involved in mergers in the
  • ACEVO network autumn 2011 21more has to be done through others.” commercial world and know knowledge sharing Why did you join ACEVO? when one of the small team is how hard it is, and a charity opportunities. Working with As someone totally new to off sick, or when the probably has double the the local CVS, Community the sector I was looking for a telephone and data cables are stakeholders! Their CEO Impact Bucks and Bucks source of information, stolen from the road outside! Robert Breakwell impressed Community Foundation in a contacts and commentary It’s all part of taking the pain everyone at our Leaders spirit of co-operation is really that would speed my on behalf of our tenants and Forum as he freely and positive. learning. My IoD membership letting them get on with what frankly shared the is valuable but lacks the they really do best, deliver experience. What could you not live without? sector specifics of ACEVO. their social impact. The first thing is a great team I sleep pretty well but always Tell us about the Hub. around me. A CEO can only do What ACEVO service would have something to take notes The Foundation acquired the so much; much more has to be you recommend other by my bedside. A lot of good Saunderton Estate to become done through others. The members try ASAP? ideas come in dreams and its Charity Hub for local second is up-to-date and In these days of tight budgets slumbers; the key is charities and not-for-profits efficient IT. For years I had a and funding challenges it’s remembering them in the based in the Thames Valley mobile phone, an MP3 player important to make the most morning! and Chilterns region. Tenant and a laptop and now it’s all on of subscription services. charities benefit from a single iPhone. I would encourage members What are your three subsidised office to remind themselves of the priorities as the CEO of the accommodation, meeting and How many contacts do you have ACEVO member benefits. Clare Foundation in the event facilities and shared on LinkedIn and which groups next 12 months? business services all within the have you found most useful ACEVO encourages shared We still have space for more context of a collaborative and why? learning between members. organisations at the Hub community. Many of these 211 contacts and growing, I try to What would you like advice on and we will continue to services are open to non- add a few each week from people from others? foster an environment where tenant charities and voluntary I meet or think may have a We would welcome ideas and the total impact is more bodies as well as local mutual interest. Best group is experiences of meaningful than the sum of the parts. commercial organisations. our Clare Foundation Charity charity assessments. Also The Foundation promotes Advisors Network, a closed charity leaders in Chilterns efficiency and effectiveness; What change are you most group set up by us to share and and Thames Valley are we see shared services and proud of implementing at The match projects with skilled welcome to attend our fiscal sponsorship like the Clare Foundation? volunteers who think they can monthly forum to discuss US model as a way to do so. It’s great to see our tenant help. Its an efficient way of issues of common interest. I We are a founder member charities flourish in our communicating opportunities have been surprised how of AddVentures promoting subsidised, pain-free office to a large group simultaneously organisations just a few miles best practice in fiscal accommodation, but it’s even and keeping everyone involved. apart knew little or nothing of sponsorship. Members better to see a culture of I also like Charity UK as the each other and how many will hear more on mutual support develop and discussions are a useful common challenges they AddVentures in the autumn. extend into Chilterns and the temperature gauge for the faced! Our Founder and Chair, Thames Valley. I have been sector. Mike Clare, is keen to the catalyst for a number of What things keep you up at promote charity excellence initiatives bringing people What is your Twitter handle night as a CEO? and devise a form of rating together across the sector (profile name)? There are the operational for charities that is easily through a monthly Charity We use Twitter as a key part worries of running a large understood. Collaborating Leaders Forum, a training of our communications building, when the weather is with others on this is also coordination initiative and strategy, follow us @tcf_uk bad, when the alarms go off, a priority.
  • Investment for charities Income Diversification Advice FairnessCCLA is the UK’s leading charity fund managerCall us on 0800 022 is authorised and regulated by the Financial Services Authority
  • ACEVO network autumn 2011 23New in NaplesLucas Fülling from Euclid Network describes how a worldwide competition brought social innovationto Naples. t the end of September We achieved over 500 individualA some 300 people from around the world cameto Naples to celebrate the competition entries and over 200 applications for solving one out of six set challenges in of Euclid’s Social Twelve finalists from all over theInnovation Competition Naples world flew in to present their2.0, transforming the city into solutions in front of a jury panel.a hub for new ideas, new Every finalist was given fivepartnerships and new projects. minutes to present their idea in The competition began with front of the panel. In the endthe idea of The Citizens potential seven winners were selectedto change places that have instead of the allocated six.proven resistant to change. From A good example of anthis came a competition that innovative idea is Margheritaallowed people to formulate Cittadino’s proposal. Sheout-of-the-box solutions for conceived the idea of a ‘greenpersistent social challenges. urban centre’ in a confiscatedWhilst every society craves Camorra villa. It will focus onsocial innovation, cities such as social economy andLondon, Berlin or Prague environmental sustainability inalready foster a degree of social order to provide trainingentrepreneurship. At Euclid we courses to improve thewanted to approach a region knowledge of a sustainableregarded as highly challenging, lifestyle. This innovative spaceto demonstrate that even here will accelerate the co-creationpeople can triumph and social for people empowerment andinnovation can provide the can be a stimulus fornecessary solutions. We community participation andidentified Naples as a inclusion. There will also be anchallenging environment, an urban green festival in theinternational symbol for state villa and in private gardens in Euclid Awards Ceremony at the Museum Diocesano Napoliand market failure. It’s also Naples. People are now aware that you Euclid Network is awell-known for its garbage The outcome of the do not need huge funding but community of civil societyproblem and the Camorra (the competition was more than rather small amounts of professionals who wantinternationally operating what we had hoped for. During investment capital for social to connect across borderscriminal group) ruling the city. the three days in Naples problems. We have steered the for an innovative andBy the end of September innovative projects and ideas direction of social innovation sustainable Europeanfollowing our conference Naples were generated and towards the individual, proving civil society. This year wewas awakened with a sense of disseminated. However, most that anyone can bring social are focused on Centralsocial innovation and change. importantly, winners and change, while at the same time Eastern Europe and hard toOver three days we witnessed non-winners alike, as well as providing a format that both reach networks, such asindividuals experiencing social observers of the competition, government and businesses Muslim charities.innovation through carefully communicated their can become involved with. A If you would like to beplanned workshops and high enthusiasm for challenging new vision has been borne and involved get in touch with usprofile panels; the excitement of issues within their society and a new culture of social at orthe event was apparent. formulating solutions. innovation has been triggered. visit
  • 24 ACEVO network autumn 2011Tips for Approaching your Bank for LendingSometimes banks and charities appear to speak different languages. How can charitable organisations learn he changing landscape bank is to match commercially that most lenders and investorsT of the not-for-profit sector has forced manyorganisations to review their viable ambitions with appropriate lending facilities. The most common financial will take, so it is essential that your business plan emphasises your main sources of income,operating model and skill set. help that charitable and takes into account theWe appreciate that you are organisations seek from costs. At NatWest we arefacing an increasingly NatWest is borrowing money to responsible lenders and are notcompetitive and challenging fund growth, whether it is for going to lend if there is no abilityenvironment with further purchasing new or extending for you to repay. Bear this inpressure placed on cash flow current premises and also mind when considering themanagement as a result of the providing financial support structure of your plan.fundamental changes in following the change in the wayGovernment funding. contracts are paid by the Government. The generation of sustainableincome streams and cost Right and wrongcontrol is vital for the future movesviability of organisations which So what are the criteria thatmeans the management of charitable organisations need toyour finances is of upmost consider when seeking cashimportance. Many from their bank? At NatWestorganisations seeking when we’re lending for workingfinancial support do not capital needs we are looking forconsider approaching a bank the fact that the organisation is The reader must believe youras their first choice but they actually generating a surplus, business idea is a financiallyare a great source of free or if not, that any planned sound one from start to finishbusiness advice and can share deficits are funded from and demonstrates a cleara whole range of knowledge reserves in a sustainable understanding and appreciationand tips on how to manage manner. A bank is not here to of sector trends on income. Theyour cash flow and plan ahead fund losses or research and fundamentals of what banks dofor any potential pitfalls your development projects but they have not changed - everyorganisation may face. will support growth plans and We don’t expect proposal is looked at on its own genuine cash flow needs. Here merits. There is no generic ruleThere also remains a fear in we are looking for a sensible chief executives of thumb that you can apply.people’s minds that they won’t business plan, evidence of to understandget the funding they want from financial control and forecasting the finances The inside secretbanks. In reality access to and a business strategy that we Effective and regular dialoguecapital may be more can challenge to see whether it inside out but with your bank is also crucial.challenging than in previous is credible and correlates with we do expect Talk with them so they canyears and it may cost a little our understanding of the sector. work in partnership with youmore but those with a solid You must underline the bottom you to help us to understand yourbusiness plan, a financially line – just because an understand the organisation and the impactsustainable organisation and opportunity looks great, it of any sector issues. Bystrong management team will doesn’t mean that it will make strategy of your working in this way you cancontinue to be successful and money or benefit your organisation. anticipate risks and keep yoursecure funding. The remit of any organisation. This is the view bank better informed about
  • ACEVO network autumn 2011 25to deal with their banks, especially when seeking cash? Liz Best of NatWest offers some advice. your strategy and future Beat the economic Our top tips for approaching ambitions. This is a key focus cycle your bank for finance include: for the NatWest team who Whilst times are tough, • Communication - talk regularly with your bank have Relationship Managers finance is available and we and service your accounts responsibly. who work only with the not- urge all organisations to for-profit sector to provide engage in honest and open • Test financial viability - ensure that you are able transparent and simple dialogue with their lender to to deliver profitability and demonstrate a clear financial facilities and a close ensure that they have access understanding and appreciation of sector trends. working and proactive to the support they may need partnership approach. at this time in the economic • Check your balance sheet - determine your net The not-for-profit sector has a cycle. As a bank we have the worth, keep a check on your reserves in line with number of unique features – capital in place to meet the your policy and your annual cash flow needs. we need to understand how it lending commitments we A bank will often seek security, so understanding works and how government have made, but the right what you are able to pledge will be necessary. changes impact the industry. amount of debt for At NatWest we use our businesses will be greatly • Meet your relationship manager - know what knowledge and experience influenced by the pace of the information the bank will require and pay your when we are talking to chief economic recovery and this relationship manager a visit to discuss your executives and finance fact highlights just how lending request. Ask him what information the directors. We don’t expect much the financial bank will need to evaluate the loan. chief executives to landscape has changed understand the finances over the last two years. • Do financial forecasts - develop realistic inside out but we do expect To us your organisation is financial forecasts for income statements, cash you to help us understand the not just a number but an flow and balance sheets for two to three years. strategy of your organisation. individual with different Forecast monthly for the first year. We want to talk to customers needs and requires a depth at a more strategic level and of understanding and a • Professional presentation – present your have invested heavily in terms tailored approach. We information in a professional manner. of our offering and understand that it is not Simplicity and ease of reading will make the commitment to provide enough for banks to offer bank’s task easier and increase your chances lending opportunities and the same day-to-day service of an approval. support to the not-for-profit - the sector is demanding a sector. We offer access to a closer working relationship. • Risk management - creating a business plan relationship team that We work to your agenda, not is not about avoiding risk; it is about understanding understands lending needs to ours, and we provide and managing it. When speaking with your bank and can deliver transparency solutions that are simple manager it is important to demonstrate how you and added value through allowing you to concentrate anticipate possible challenges and how you business and sector on the running of your will address them. expertise. We can also assess organisation. if you need more flexible ways Liz Best is Senior Relationship • Why do you need the funding? - your primary of managing your accounts Manager in the Not For Profit & responsibility is the proper use of the loan. including asset finance to help Education Team at NatWest Knowing that you are borrowing the money, with funding IT equipment or Commercial Banking. If you does this meet with your charitable objectives? vehicles as well as structuring would like more information Make this very clear in your proposal. day-to-day domestic and please email Liz on online banking needs.
  • 26 ACEVO network autumn 2011Cover StoryTaking the InitiativeCan gender equality be improved in your organisation? Theresa May, Home Secretary and Minister for Women and ver recent years, progress, women today still both male and female.O women have made great strides in theworkplace. Professions like face challenges. Decades after the Equal Pay Act, the full-time gender pay gap They know that women can bring fresh perspectives, new ideas and, medicine and finance, remains at over 10 per cent And they know that anwhich were once male only and the gap for all men and organisation that betterareas are now seeing an women remains nearly 20 per reflects those it serves isever increasing influx of cent. Despite the success of better able to understandtalented, intelligent and some prominent women, their needs. There is nowambitious women. there is continuing under- growing evidence that representation in positions of companies with moreIn politics, business, the power and leadership – only women on their boards dopublic sector and the one in eight FTSE 100 indeed outperform theirvoluntary sector, we are also directors are women and in male-dominated seeing women reach the Parliament, an institution So this is not equality forvery highest levels of some of which is supposed to equalities’ sake – this isour very best organisations. represent the public, only about making organisationsThe voluntary sector and one in five MPs are women. better. And it’s also notsmaller charities in So it’s clear that there is still about government dictatingparticular can be rightly a long way to go. Promoting how organisations shouldproud of the great progress equality of opportunity and be run – it’s about thethat has been made and is equal treatment doesn’t just experts running thosecontinuing to be made on matter morally, it also makes organisations taking the lead.women’s representation at good business sense. Our topsenior management level. organisations already know That’s why I have launched that they need to retain and a new initiative for aBut despite this dramatic promote the best talent – voluntary approach to improving gender equality in both the private and the voluntary sectors. We are calling this initiative Voluntary Gender Equality I am launching Reporting (VGER). I am a new initiative asking organisations, and for a voluntary in particular those with more than 150 staff, to take approach to a simple step-by-step improving approach to improve gender equality in their gender equality organisations. That involves in both the first identifying any issues private and around gender equality in workforce or pay structures. the voluntary Then taking action to address sectors. those issues and finally reporting publicly on their
  • ACEVO network autumn 2011 27Equalities wants all third sector leaders to take control with voluntary gender reporting. progress. In short: Think, Act and Report. I firmly believe that this voluntary approach, rather than a prescriptive, top-down legislative approach, will drive real and lasting change. We need to trust people who run organisations to do the right thing. What we have done, as Government, is to provide a framework and a toolkit to help you identify issues, make improvements and report on progress. There is a dedicated toolkit available shortly through the Home Office website. Transparency and a voluntary approach are also key themes of the work that we asked Lord Davies, the All the signs are that we are their organisation and to former Chair of Standard moving in the right direction. increase the number of Resources Chartered PLC, to lead on Since Lord Davies reported, women on their boards. We increasing the number of some 21 per cent of new won’t be mandating quotas To implement Think, Act, women on the boards of board appointments have or bringing in new burdens Report in your organisation, listed companies. been women, up from just and new legislation. Instead, visit 13 per cent last year, and the we will be looking to equalities/women/ Lord Davies’ report was number of male-only boards organisations to identify the women-work/ published in February and has dropped from 21 in issues, make the necessary since then, we have been October to 14 now. changes, and then to report To run a confidential working closely with the on progress - it is in their check on gender equality business community and The voluntary sector has a interests to do so. We will in your workplace go to others to implement the track-record to be proud make it as easy as possible http://www.businesslink. recommendations. We are of, with a high-proportion by providing guidance and a really beginning to build a of women in senior framework for action but it topicId=1080834416 strong sense of ownership positions, but improvements will be up to organisations and action in businesses, can be made in this sector themselves to make this More information on Lord with most FTSE 100 as well. happen. Government will Davies report can be found at: companies now having provide the tools, but published their own I want all voluntary ultimately you will have to assets/biscore/business- aspirational targets for organisations to be thinking do the job. law/docs/w/11-745-women- female representation on about what they can do to on-boards.pdf their boards. improve gender equality in
  • 28 ACEVO network autumn 2011Right to be AmbitiousDame Clare Tickell DBE reflects on her own experience as a female leader. She says the third sector is still an have a coach who says that executives of charities, large delivery to vulnerable peopleI every good leader she has worked with secretly livesin fear of being exposed as an and small, are women and this sends a very positive message. In the 25 years or so that I have where typically a very high percentage of front line staff are women and theimposter. For me this spent in leadership roles, I proportions change markedlyresonates strongly and have been lucky enough to into managerial levels. Clearlyspeaks to something that is have been inspired by plenty of this begs questions about thevery positive about effective fabulous role models, both value we put on these caringand active leadership. Being men and women, and have felt roles as well; we all recognisein a position of leadership, supported and encouraged for instance the importance ofwhatever the role, is a throughout. increasing the number of malesignificant responsibility that teachers and carers inneeds to be reflected on Leading organisations can be education and early years’constantly. difficult and stressful, as well settings. What these issues as incredibly rewarding, and highlight, however, is howThe role changes and moves on being provided with important it is to ensureand a good leader is alert to this opportunities to reflect on balance and diversity in theand anticipates these changes, successes and failures out of broadest sense, alongside aendeavouring to be ahead of the the spotlight with people who willingness to ask thecurve. Really importantly too, a have been there and done it questions and seeking to dogood leader recognises the themselves is priceless. It is better wherever we can in theimportance of self- awareness, an absolute truth that interests of the people we serve.alive to our weaknesses as well leadership is lonely, theas our strengths. toughest moments are the Making sure that young ones when everyone is looking parents, and in particularIn these very challenging to you to make the decision mothers, are able to balancetimes, good quality leadership that only you can make and work and home lives in asis particularly important. The nobody else wants to make. flexible a way as possible,future is uncertain; the There is a big difference for example, is crucial.demands on us all are greater. between being liked and being I remember well the usuallyAll good leaders, whether male admired but learning this can irrational but excruciating guiltor female, need a strong mix of take a bit of time and a few that I felt when my sons wereskills including an mistakes along the way. Being small and I juggled home andunderstanding of the value of supported through this is work. This is not the exclusivesome of the so-called softer important and instructive. preserve of mothers though.skills such as the ability to Everything is not entirely rosy We need to do all that we can todeploy emotional intelligence in the voluntary sector. facilitate family-friendlywhen deciding on difficult Although there is less evidence policies at work, making surecourses of action and how of glass ceilings than in some Women are that our policies understandthese are communicated. other sectors, getting to the the importance that fathersWhen I speak to colleagues in top can be tough and the often less have in their children’s lives asother sectors, it is clear that gender balance still tends to confident in well. As well as being morallywomen leaders have a favour men, the more senior right, this also makes goodrelatively better time of it in our the roles. This is particularly their leadership commercial sense, helping tosector than some others. A striking in organisations with a capabilities. motivate energetic, talentedsignificant proportion of chief strong emphasis on service and loyal staff.
  • ACEVO network autumn 2011 29unequal place for women, that mentoring is important and that good leadership isn’t just at the top. Whilst it is fairly common important, nevertheless, to for chief executives to act as keep striving to ensure that Are these the challenges of mentors, we have not the progress made is the female leader? embraced this as broadly into sustained and to remember other managerial posts as is that we are all role models the case in other sectors. and that there are great Nor have we necessarily leaders everywhere, not just Men still understood the value to the at the top of organisations. favoured for senior mentor or coach of these roles? relationships, encouraging Dame Clare Tickell DBE reflection, reaffirming skills is the Chief Executive of Judged on her and experience and offering a Action for Children. appearance, way to pass on some of what In 2008 she won Third Sector’s rather than we have learned so that award for Most Admired Chief capabilities? wheels are not constantly Executive. In 2009 she was reinvented. It is also true made Dame Commander that mentoring and coaching of the Order of the British can provide quiet learning Empire for services to young opportunities for those people. She has also held Lacks confidence prepared to take them. many advisory positions in the about leading? My experience as a female voluntary and housing leader is that women are sectors, as well as in the often less confident in their Social Exclusion Unit, the leadership capabilities, often Office of the Deputy Prime seeing the negatives first, Minister, the Department rather than building on the of Health and the Audit positives. There is an art to Commission. seeking out the potential of Wants a good work/life balance ? women who could become leaders but lack the ACEVO members can attend (not helpful for promotion) confidence or self-belief, special interest group followed by a science to meetings for female CEOs. provide the support and Visit development to assist them in realising it. Mentoring is a efficient way If we are to encourage encourage all senior people for leaders to their develop proper diversity in the broadest to think about how they can It is undoubtedly the case skills. It is also an effective sense in the workplace we give something back in this however, that great progress way of accessing professional need to recognise the way. The voluntary sector has been made since I was a development tailored importance of leadership and has a lot to learn from young woman and many of specifically to your needs. role models and do all that we other sectors, for example the difficulties I faced now Could you be a mentor can to encourage young and the civil service, who have seem almost incredible. or would you like mentored? talented people to be embedded the principles Young women now have a Let the ACEVO membership ambitious. Mentoring and of mentoring and coaching confidence and sense of self- team know via coaching are important ways of more systematically than worth that I envy greatly and doing this and I would we have in the voluntary sector. is to be celebrated. It is
  • 30 ACEVO network autumn 2011Equality and Diversity – To Train or Not to Train?It’s every employer’s nightmare: a discrimination case. Julie Bann, Associate at DWF, an ACEVO CorporatePartner, looks behind the headlines and offers solutions that might prevent a discrimination case. oss was obsessed with active approach by providing is a short exam to see‘B me after steamy clinch’. ‘Disabled endureshockingly high level of training to employees, thereby reducing the risk of disputes in the workplace. Doing this will whether the user has achieved the pass rate of 85%. The course covers thediscrimination’. ‘Woman increase the prospect of key concepts indiscriminationfire-fighter gets pay-out over resisting any claim if the matter law. It includes examplesdiscrimination case’. does spill out of the workplace and case studies to explain and into a tribunal. how discrimination lawThese are headlines that have We know that the provision of works in practice andemerged from discrimination training, especially for multi-site questions to check the userscases. Recent tribunal statistics organisations, can be a logistical understanding. Once theshow that 38,310 claims made to and financial nightmare. DWF user has completed theemployment tribunals included has addressed this by developing module and passed theallegations of discrimination on an online equality and diversity exam at the end a certificategrounds of race, gender, sexual training tool. This avoids the will be issued.orientation,religion,beliefandage. logistical difficulty of organising Employers need to be all staff to attend a training day, These free online assessmentsconcerned about the potential given the impact on the business can help identify a lack ofcost. Quite shockingly it has been of pulling its workforce away knowledge across thereported that the Housing from their day-to-day duties. organisation. It enables theAssociation recently spent as provision of effective training formuch in legal fees in www.employmentlawforbusines managers at a lower cost. Theresuccessfully defending a claim offers three great tools for is also an ability to demonstrateas it would have cost to build your organisation: compliance and prove that youthree new homes. have taken reasonable steps to Most employers would • Knowledge Centre – this stop discrimination; you willconfirm that they are committed contains checklists, Pocket Shockingly it has have hard data to show whichto diversity but to avoid lengthy Guides, videos, RSS feeds, been reported members of staff haveand expensive tribunal claims, will shortly contain articles completed the module andthey need to show not just that and is free to access. that a Housing when. The tool develops andthey have a written policy but • The Equality and Diversity Association raises awareness of equality andthat they apply the policy. Assessment. This contains a diversity issues and can be builtFunders and public authorities free assessment tool recently spent into an induction process toregularly request evidence of the consisting of 20 questions on as much in ensure consistent training.commitment to equality in equality and diversity which legal fees inconsidering funding bids for the will help employers gauge Free Trainingprovision of services. the general level of successfully DWF would like to offerone We all expect employees to knowledge within the defending ACEVOmemberafree trialknowhowtobehaveprofessionally organisation. The pass rate of the Training Tool.and that bullying and harassment for the assessment is 85%. a [employment If you are interested in hearingis not acceptable. But how can you The assessment takes 10 tribunal] claim more about this trainingprove as an employer that you minutes to complete. as it would have opportunity, please contacthave adopted safeguards to • The online Equality and discrimination? Diversity Training takes 45 cost to build three or A large part of the solution minutes to complete and at new homes. and mention your ACEVOrelies on employers adopting an the end of the module there membership.
  • ACEVO network autumn 2011 31The Missing WomenDavid Fielding MBE, who leads the Executive Search practice at attenti, takes a look behind the figures tosee what women can do to boost their job chances. recent report by the per cent of chief executives can’t fully evidence. When can go to cultivate theirA Equality and Human Rights Commissionshowed a continuing trend of are women. In business, women represent only 12.5 per cent of directors of FTSE helping charities recruit chief executives, we regularly receive a significantly higher networking skills.” Sadly we all know that the ‘best’ person for the job doeswomen being passed over for 100 companies and 7.8 per proportion of totally not always get appointed!top jobs in Britain. cent of directors in FTSE 250 unsuitable applications from Lots of factors come into companies. men! However, when we look play. Remember you stand aMore than 5,400 women are at the ratio of applications much better chance ofmissing from Britain’s 26,000 We know from the attenti/ from highly experienced and securing that top job if youmost powerful posts. The ACEVO Pay Survey that well qualified people there is increase your networkingreport, Sex & Power 2011, whilst women make up 68% a pretty even balance between efforts before, during andmeasures the number of of the not-for-profit genders. Anecdotally a higher afterwards; and if you arewomen in positions of power workforce, only 46% of chief number of men will try to prepared to talk up yourand influence across 27 executives are women. argue their case, own ability to deliver.occupational categories and demonstrate how ambitiousargues that at the current rate Numerous studies have they are and push for a step David Fielding MBE leads theof change it will take around shown that outdated working up as opposed to waiting until Executive Search practice at70 years to reach an equal patterns where long hours they consider themselves to attenti and is one of the UK’snumber of men and women are the norm, ‘old school’ be comfortably ready to make leading head-hunters.directors of FTSE 100 thinking by male dominated such a step. He is a special advisor tocompanies. boards, inflexible ACEVO and for the past organisations and the decade has contributed toWorryingly, the results of this unequal division of domestic 2. Networking various debates aroundyear’s report differ very little responsibilities are major service delivery, socialfrom those in the previous barriers to women’s It’s critical to continue to put investment, governance,report of 2008. Figures from participation in positions effort into this and having the funding and trust. He is athis year’s report reveal that, of authority. right connections can make a trustee of Equinox Care andwhile women are graduating difference when it comes to as an Independent Assessor,from university in increasing Now, at risk of making sealing a deal, getting that job David regularly advises onnumbers and achieve better sweeping generalisations, as or landing a new client. Nicole high profile Ministerialdegree results than men, and often is the case in articles Williams, LinkedIn’s Public Appointments. Priordespite level pegging with focusing on gender, I’d like to Connection Director and best- to becoming a head-hunter,men in their twenties, they highlight two behaviours that selling author of the book, David was a successful HRare not entering management can significantly affect career “Girl on Top.” Is quoted as Director. He is a graduateranks at the same rate, and progression. saying, “Women can of the Cabinet Offices Topmany remain trapped in the sometimes shy away from Management Programmelayer below senior networking because they and a Fellow of themanagement. 1. Confidence associate it with schmoozing Chartered Institute of or doling out business cards, Personnel and Development,The report also states that in As headhunters we have when in reality, it’s about has an MSc in HRpolitics, women represent observed that (in general) building relationships before Development and an MA inonly 22.2 per cent of MPs and women are less likely than you actually need them. Political Communications,17.4 per cent of cabinet men to put in applications for Networking in person can be Advocacy and Campaigning.members. Within local roles when there are a intimidating, so women He is an ex-World Recordauthorities, only 13.2 per cent number of elements on the should look at a site like Holder and four time Aikidoof council leaders and 22.8 person specification that they LinkedIn as a place they World Champion.
  • 32 ACEVO network autumn 2011Part-Time Leader?Karen Mattison of Women Like Us was inspired to explore part-time working by her own experiencesof employers’ needs – and by the network of women she met at the school gates. ver the past decade marginalised young women in Widening theO flexible work practices have gradually begunto flourish within Iran who are the victims of physical, sexual, and mental abuse with a three year talent pool One of the key benefits of looking at a part-time roleorganisations, most notably programme of counselling, is that employers can accesswithin the voluntary sector, education and training, have a unique talent pool thatoften at the forefront of recently directly benefited has been previouslycutting edge employment from such a recruitment untapped. Currently therepractices. But despite recent strategy. Director Marjaneh are more than 600,000improvements, there is still a Halati was recently searching women with children in thesevere lack of part-time job for the key senior role of UK who want to work butopportunities at more senior Campaign can’t find the joblevels in organisations UK- Manager/Fundraiser. opportunities to fit aroundwide. The post was one of only two their family life. Many of roles within the UK branch these potential candidatesIn the past, instilled and so it was imperative any are highly-skilled individualsperceptions of part-time candidate would have high- with years of workingworkers have often prevented level experience and the experience. Reducing arecruitment at a more senior maturity to manage prospective job down fromlevel; with many employers themselves as well as five days automaticallybelieving that being at the top manage others remotely. widens the appeal of the jobmeans putting in long hours - to women with children whoso part-time simply isnt an As Marjaneh explained: “We want a part-time job for theoption. But with the current were searching for a very long term and are keen toeconomic climate forcing specific candidate for our UK remain loyal and committedmany organisations to re- branch. We knew from the in exchange for flexibility.evaluate the productivity of start that we would prefer totheir human resource at every find the right candidate who Simply put, by recruitinglevel, such outdated could offer the seniority and part-time, an organisation canperceptions have started to experience we needed as a buy in a higher level of expertisechange. part-time employee rather and talent with the same budget than compromise and recruit – it’s a stark business benefitMany forward-thinking, someone more junior and which is beginning to changeoften smaller charities are inexperienced simply to fill a the course of the way manybeginning to embrace the full-time post.” organisations recruit and placefact that even the most senior By recruiting part-time as a strategy forof roles can work just as well “Importantly, by advertising part-time an growth at every part-time, and recognize a role that was fully flexible organisationthe significant benefits to as well as part-time, we made Karen Mattison is co-foundergrowth and prosperity of the job attractive to a large can buy in a and Director of the socialacquiring niche talent for number of candidates with higher level of enterprise Women Like Us.a reduced cost. years of experience and She job shares her role as niche skills which we might expertise and co-founder, working threeBetter than full-time? not have found had we talent with the days a week.The Omid Foundation, the UK limited the role to full-time same budget.arm of a charity that supports candidates only.” 020 7633 4550
  • ACEVO network autumn 2011 33Keep Leadership Sharp - Play GamesJenny Berry, Director of Membership and Leadership Development says what’s missing from most leaders’honed behaviours today, isn’t strategic thinking, relationship building or coaching, but a sense of play. ffective leadership board games can satisfy the Herearesomeideastoconsider.E today means keeping ahead of your game bykeeping your thinking sharp. senses. Our sense of touch can be stimulated by the cool feel of an ivory chess piece, the • Make one lunch hour a week gameSo how can you do this? smooth feel of the Monopoly hour in yourCarving out time in your roadster or the satisfying feel organisation.schedule to play games is of two draught pieces • Ask colleaguesproving to be just as essential interlocking on top of one to dig out theiras working overtime to another. Our sense of hearing favourite childhoodcomplete can be stimulated by the click- board game and play aactivities on your clack of dice, the flicking and different game each plan. flapping sound of shuffled • Spend quality time at home cards or the tick-tacking of with your family by makingResearch conducted in the scrabble/domino pieces being one night a week, or one1960s1 showed that people who moved about. Our sense of hour on a weekend, a gameengage in lifelong mental sight can be stimulated by night/hour.gymnastics build more neural pictures and symbols on • Search on-line for aconnections than those who let boards, cards and playing specialist game shop, ordertheir intellects coast. In the pieces. We also create friendly a new game and get togetherlate 1990s Gene Cohen2, found companionship when playing, with family or co-workers tothat the cerebral cortex an essential ingredient for our learn to play it.(part of the brain that is mainly sense of wellbeing and • If you travel to work by trainconcerned with thought) resilience. The latter is much or bus, ask one of yourbecomes thicker when we needed in these times of regular co-travellers if theyengage regularly with games. cutbacks. would like to play a card game with you.Playing games helps develop Playing games helps you • Incorporate games intothe skills and behaviours manage stress too. It’s hard to training and developmentcrucial to effective leadership. think of all the problems you sessions.These include the ability to: have and what’s on your never • Start or end your ending, overwhelming to-do management meeting or• be decisive list when playing. You become away days with a quick• see patterns lost in the objectives of the game.• improvise with incomplete game and when you finish, you or disparate information will feel refreshed and Implement one idea and start• change strategies invigorated. playing today to sharpen your midstream leadership thinking. Let us• develop numerical thinking The evidence supports the Playing games know if it makes a difference• realise that you can lose value of making time for via some ground and still win games. So, how can you brings joy and incorporate this essential lifts the spirit. 1 Diamond, M. Researcher, University of California at BerkeleyPlaying games also brings joy activity into your schedule? Two qualities weand lifts the spirit. Two 2qualities we all strive for in our all strive for in Gene Cohen, game inventor, geriatric psychiatrist and the first Chief of thebusy lives. Non-computerised, our busy lives. Center on Aging at the National Institutetactile games like cards and of Mental Health
  • 34 ACEVO network autumn 2011Re-evaluating Collective PurposeMichael Jenkins, Chief Executive at Roffey Park Institute investigates the role of purpose in successful organisations hy are we here, successfully. The surveyW doing what we are doing? Collectivepurpose has taken centre also reports that 90% of respondents feel their leadership is adequate andstage as a critical issue for 89% of them feel they have aindividuals and their clear strategic plan linked toorganisations in the world their But what do we mean Whilst this is all veryby collective purpose, and positive, there is no room forwhat relevance does it have complacency as it is only byfor leaders in the third sector? maintaining strong leadership Simply, for collective and governance that charitiespurpose the typical time will continue to survive and In our post-recession world purpose? What can you do tohorizon would be whole life. thrive. we can see the results of ensure that your collectiveHowever, for mission (how we Roffey Park’s an over-emphasis on purpose doesn’t gather dust ondefine our business) it is ten Management Agenda stakeholder-driven strategy: the shelf but lives and thrivesyears, for vision (what future research shows that poor employee engagement, in your organisation?we want) it is five years, for organisations that focus low levels of trust and a real It is now accepted that agoals (what we need to bring exclusively on shareholder – distaste by individuals of strong collective purpose isthe future to life) it is three or stakeholder - value as a certain sectors of the related not just to theyears and for strategy (how driver of purpose were not as commercial world. This has performance of anwe get to the future) it is two successful as those which significant implications for organisation but sustainableyears. For many had a customer-oriented leaders from a moral financial success. Researchorganisations, taking the time collective purpose. But it is standpoint but also for critical also underscores the directnow to refocus on collective more than having the business issues such as talent link between leadership that ispurpose is opportune when statements in place: the management, particularly as judged ‘excellent’ with strongmorality and the true role of organisation that can we know that Generation Y and collective purpose. At thebusiness is being openly successfully connect the their successors question the same time uniting employeesdebated. links between all the drivers values of organisations that in a collective purpose is still The recent Baker Tilly of common purpose (whether they are considering working an underdeveloped area forLeadership Survey written in customer orientation, for. So ignoring the longer organisations. Why?association with ACEVO found employee engagement, term impact and implication of Employees need to believe thatthat funding is the key reputation, or a collective purpose will their organisation contributesconcern for charities and, as shareholder/stakeholder threaten the sustainability of to society in a wider society. Athese findings were gathered value) will be in a great the organisation itself. solid collective purpose mustprior to the public spending position to answer the emphasise values: if it does,cuts, this concern is likely to question “Why are we here?” Why is this important? people respond to it – they feelbe exacerbated in the coming in a way that makes sense In the current times of their work matters.months. At the same time the to its people. Those austerity, whatever we spendCoalition Government’s key organisations who performed our time and money on has to Leaders and collectiveconcept, the Big Society, is worst were those where be rigorously justified and this purposestill being shaped so the signs there was a lack of clarity is especially true for third Firstly, and most importantly,are that charities will need over the collective purpose sector organisations where distinguish purpose fromtheir leadership skills in order – a muddying of waters every penny needs to count. So mission or vision and thento navigate through the between stakeholder value why should you spend time on communicate the purpose in acoming months and years and purpose. re-evaluating your collective simple, easy to understand
  • ACEVO network autumn 2011 35 Taking the time to refocus on collective purpose is opportune when morality and the role of business is being debated.and why third sector leaders need to ask more questions about their organisations in order to survive. TM which can help leaders when The Organisational Deep Questions Model redefining their purpose. These questions are: What by When? ganisational • What is our unique “voice” uestions re and with whom in the market place and the M Whe ? world? How? • What legacy do we want to leave in the lives of our What? clients? Why? • What legacy do we want to leave in the lives of our Who? Increasing need for stability employees? IDENTITY The Search for Increasing need for flexibility • What legacy do we want to BRAND leave in the world at large? T o SE R P h e S e a rc h f P CO r O OR AT E P U R • What drives us MI The for S S I OSearch SI O N fundamentally? N & VI The S • What do we really, really ST RAT earch for S EG Y & TACTIC want? The or MAR Search f S Finding the right answers KETS & PARTNER to these questions will set STR Th TS ATEG e Search for TARGE up a chain reaction that will k, Roffey Park Institute I C P R IO R I T IE S & help leaders be effective and successful. It is these leaders and their way and keep communicating purpose, are proud of it and does it mirror your ideal? organisations that will be it. Employees need to be able they communicate it in their Reviewing your organisation’s the ones to survive the to say why they do what they behaviour. purpose also means asking rollercoaster that is the do. This is less about capturing Finally, measure the the right questions. Does world and marketplace today the purpose and pinning it on impact of collective purpose. the purpose reflect the and attract the best talent the staff notice board but more There are various ways to aspirations of the from the workforce of the about modelling the right achieve this, one of which is to organisation and its people? future. The message is clear, behaviours as a role model. track employee engagement – Does the purpose provide we need to pay attention Leaders have a key role to a measure which we know meaning in the workplace? now before it is too late. play here. translates to the bottom line. Does the purpose reflect Secondly, leaders need to Another is to ask your clients the moral authority For more information about ensure that the brand mirrors or customers or the of senior leaders? Does the Deep Questions Model the purpose. When employees communities you serve – trust exist? or collective purpose, see their organisation’s brand, what is their view of your Roffey Park has created contact Melissa Green via they know and understand the organisation and its purpose, a new Deep Questions Model
  • Develop your leadership skills with leadership programmes tailored for the third sector. Visit to find out more about the following courses for directors and CEOs: Emerging Leaders/Future Chief Executive Leadership Programme New CEO Leadership Programme Bursary funding available. Are you diverse Are you diverse enough? v ? k your organis sation Benchmark your organisation against othersThe ACEVO Pay Sur vey 2011 shows how diverse some boards are and how some ACEVO Pay Survey ay show how diver se ws howaren’t.. In additio it highlights key stats on senior salaries,, demographics and views on addition, on, key stats salaries, demographics viewswor kingworking in the sector.. The Sur vey lau sector r Survey launch takes place at the ACEVO Annual Conference unch takes th ACEVO Annual Co ference he onfdinner.. It’s your chance to see how your own organisatio compares.. Read th reportdinner It’s your r r. how your own organisation g on p the repor t he pfir stfirst on 16 November. November. rFor advice on recruiting a diverse team, contact David Fielding at Atten via recr uiting diver se r cont David tact a Attenti nti a nti.coTo book a free place at the Pay Survey launc email place Pay Sur vey launch, ch, g.ukSupportedSupported by In pa tnership with partnership ar
  • ACEVO network autumn 2011 37Member Tried and Tested CEO in Crisis Support Service “I can honestly say that the quality, extent and speed of the legal, governance and New Third Sector personal support received surpassed my Leadership original expectations .” Lyn Boyd, Chief Executive, Mental Health North East Programmes If you have serious employment issues or feel you are at risk of losing your job, our CEO in Crisis Support Service “...high calibre… very useful.” can help you deal with the emotional and practical aspects. The support service provides an environment to discuss “...absolutely crucial in helping your situation in confidence to find the best possible me through my first year.” resolution. Previously CEO of two organisations, Martin Farrell of consultancy get2thepoint can provide timely support and advice to ACEVO members who fear their job ACEVO has three new leadership programmes may soon be at risk, or are imminently facing dismissal. based on where you are in your career: Emerging To get in contact with our expert team to discuss your Leaders and New CEO Programmes. What makes our programmes stand out is their focus on third situation in confidence contact sector leadership issues and challenges. or call 020 7280 4960. This service is available to Full members who have To find out more about these courses and how been in membership for three months or more. To prevent ACEVO can help you grow in your role go to issues with your chair, often the start of employment issues, read the free ACEVO publication The CEO Toolkit. Contact the membership team to request a copy.Free Website Helpline“Raising IT has taken serious time to understand the needs of charities. Through their help we have engaged more end-users andincreased our capacity to raise vital funds. We hugely appreciate Raising IT’s willingness to work with us to update and develop ourwebsite according to our ongoing needs.”Alison Baum, Chief Executive, Best BeginningsRaising IT helps organisations such as UNICEF, Children with Leukaemia and Dyslexia Action raise more money and awareness onlinethrough smart online solutions. Their service is designed to help third sector organisations understand how to succeed using technology.ACEVO members are entitled to a free 20 minute telephone helpline. This helpline support covers advice on website strategy andimplementation, online fundraising and marketing, database systems and social media tools such as Facebook and Twitter.A two hour workshop is also offered, when suitable, to assist your organisation’s digital strategy and scoping of requirements.Available to Full and Associate Members, contact Tom Latchford on 020 7849 6888 to find out more.
  • 38 ACEVO network autumn 2011Time Out If I wasnt a CEO… If I didn’t have to worryOnline Buzz about how to pay the bills, I’d be a scientist whoFrom members on researched rainforest ecology. I’ve always wantedDoes anyone have experience of selling christmas cards as a to understand the world,fundraising method? using science to do it.A member with a big stock of cards from last year wonders whom heshould be talking to, and when, if he’s to get cards into the shops forchristmas. Does anyone know if it works on a sale or return basis and I’d fund a research centre inwhat sort of margin retailers would take? Is there anyone out there Peru or Ecuador, not in thewho could help with some advice? Amazon basin itself but on its edge, closer to the Andes.Does anyone out there have any experience – good or bad – with In the past the Amazon basincloud based file-sharing? has dried out; around theA small organisation has 3 staff, a couple of office based and a couple edge it’s always beenof home based volunteers. Until recently they used humyo as a cloud rainforest, so biodiversitybased file-sharing and back-up provider. Recently it stopped there has developed overproviding file sharing services. They have been unable to find an millennia. I’d revel in thealternative that meets their needs. Does anyone have any advice onor experience of affordable file sharing options for small simple abundance of colour and life.organisations like theirs? What would I worry about? The usual things in a hot, humid part of the world. Things that grow fast, on the skin, under the skin. Skin fungi, sand flies, tropical diseases.@xEmmaJonesx – Emma Jones At least I wouldn’t be sat at my desk all day.Man walks into a doctor’s and says: "I think I’m addicted to Twitter."Doctor replies: "Sorry, I don’t follow you." Matt Shardlow, Chief Executive Buglife – The Invertebrate Conservation Trust@CommunityCare – Community CareUp to 200,000 care assistants paid below minimum wage.Councils/providers/govt really need to sort this out. Third Sector Life Campaign – OneBono: "The most offensive F word to me is not the one that goes f***.It’s F*****" #endfamine – Hilgos FoundationRT How to Communicate Better With Someone Who Has Early-StageAlzheimers -- #EndAlz@_Greenhouse_ - GreenhouseWANT to run the London Marathon next year? We have spacesavailable! So if you fancy taking part in the worlds... what you see? Join discussions on ACEVO’sLinkedIn group ( and followACEVO and your fellow members on Twitter( the ACEVO membership team if you needhelp signing up. Number Crunch Stats from the third sector in the last quarter. 3,100 2500reduction (2010- 1600 of Fall in number 0 bankers arrested UK Rioters arrested Proposed in England up to 2012) in front line full-time charities in England following 2008 crash 15th August police officers due to cuts & Wales during 2011 Source: Telegraph Source: Source: Source: Wikipedia/BBC HMIC Report ncvo/Guardian
  • Why I’m an ACEVO member...“ I have been amazed at ACEVO’s level of access and influence in creating constructive dialogue and development with a wide range of decision makers. Rob Owen, CEO St Giles Trust ” Your ACEVO membership can connect you with policy-makers and key decision-makers in government. Read our weekly Leader to Leader enewsletters delivered to your inbox and visit the ACEVO website for regular updates.ASSOCIATION OF CHIEF EXECUTIVES OF VOLUNTARY 020 7280 4960
  • attentive trusted talentedGetting the right leadership team in place is attenti are acevo’s strategic recruitment partnersabsolutely crucial to the success of your and we focus on G Executive Recruitmentorganisation. Never more so in the currentclimate. At attenti, we like to keep an open mindabout executive recruitment and, as trusted G Organisational Redesignadvisors, we know that everyone’s recruitmentneeds are di erent. So instead of giving you a G Interim Executivesone size fits all solution, we’ll listen to exactly To find out more about the di erent ways wewhat you need. Then we’ll use our years of can help, please visit our website experience to design a coste ective, tailored service that will get you the Or call David Fielding, Serena Speller,leadership team you need. Nev Wilkinson or Melissa Baxter on 0207 422 0620.