Sd5 a leadership_ref_guide_to_partnering_w_african_amer_fraternities

Partnering with African
American Fraternities
B i g B r o t h e r s B i g S i s t e r s
o f A m e r i c a
i n p a r t n e r s h i p w i t h
A l p h a P h i A l p h a
F r a t e r n i t y , I n c . ; K a p p a
A l p h a P h i F r a t e r n i t y ,
I n c . ; a n d O m e g a P s i P h i
F r a t e r n i t y , I n c .
Reference Guide for
Agency Leaders
For partnerships with the African American fraternities to
be effective, agency leadership must take an active role.
This document is for agency CEO/EDs, Board Members and
other leadership team members as a guide to the
leadership role in these partnerships and for effectively
supporting staff.
This guide contains excerpts from the online course,
Partnering with African American Fraternities. The best
practices, models and action items presented are the
culmination of input from our national fraternity liaisons,
nation staff and agencies who have successfully partnered
with local chapters.

Big Brothers Big Sisters Leadership Reference Guide to Partnering with African
American Fraternities Page 2
Executive Brief
It can work.
John Grey, Arby’s Senior Vice President, said of the idea of partnering with the three largest and oldest
African American fraternities, “I know a good idea when I see one; and this is a good idea.” Our strategic
direction calls for community-based work partners to engage families, volunteers and donors aiding
children facing adversity in realizing their dreams. There is no larger concentration of community-
minded college educated Black men seeking to be servant-leaders than the combined forces of Alpha
Phi Alpha, Kappa Alpha Psi and Omega Psi Phi. The levers you pull in collaboration with our century old
partners are a key to your implementation of the Network’s strategic direction.
In August of 2007 we published research conducted with African American men in three cities: men who
could have been Big Brothers, but did not; men who asked to Big Brothers, but did not; and men who
were happy and excited Big Brothers. They told us what we needed to do. One key recommendation
from those men was go build partnerships with institutions that have credibility in the Black community,
like fraternities. We are doing just that.
It is possible for you to recruit African American Big Brothers (some, not overwhelming numbers),
mobilize community ambassadors, some who will go with you into that major community institution –
The Barbershop – to recruit Big Brothers; create Bowl for Kids Sake and other fund development events
with members; cultivate dynamic Board members; recruit talent; open political, cultural, media,
entrepreneurial, educational and religious doors; and most critically build trust and confidence within
the community for what it is possible to achieve with Big Brothers Big Sisters. We know it is possible to
do because agencies are doing all of this right now. These are actions taken by some of the best in class
work going on in Detroit, St. Louis, Dallas and Nashville.
Success with these partnerships will accelerate our engagement of the African American community.
Success will mean we and our partners need to change. We cannot say “oh, we tried and nobody
followed through” or “nobody called me back” or “we talked, but we only got 3 volunteers” and quit.
These are real quotes heard from both BBBS movement members and fraternity members. Change from
investing too little of our scarce time, talent and treasure resources in these partnerships to strategic
investment and continuous performance management aimed at building, over time, real community
impact. The stakes are high and the return is even higher. Today’s Little Brothers are the tomorrow’s Big
Brothers and candidates for membership in Alpha Phi Alpha, Kappa Alpha Psi and Omega Psi Phi. We
have what we need to build a social change movement. We just have to make the decision that no
obstacle is going to stop us.
This Reference Guide and the accompanying online course are intended to empower your community to
begin and to sustain something significant jointly with three community institutions: to create
neighborhoods where children facing adversity have a real shot at success.
If you have comments or questions please contact the Community Partnerships Director, Mark Scott
(mark.scott@bbbs.org).

Table of Contents
Executive Brief....................................................................................................... 2
Background............................................................................................................ 4
In Their Own Words: Partnership Best Practices.................................................... 5
Process Models...................................................................................................... 7
Educating Fraternities About Us ............................................................................ 9
Stewarding and Expanding Partnerships.............................................................. 10
Appendix A: Reference Samples .......................................................................... 13
Appendix B: How to Tell Your Fraternity Partnership Story to the Media ............ 14

Background
African American Fraternities have a rich history of service to the community that is woven into the
fabric of every local chapter. Fraternity membership is based on not just merit or academic
achievement, but whether or not the man’s values and commitment to service can be interwoven with
the values of the fraternity. It is a calling and an honor for these men to carry on the traditions of their
respected elders and brothers.
Big Brothers Big Sisters is intentional about serving the youth who need us most. One of the most under-
served populations is African American boys. We see disproportionate waiting lists of boys whose
mothers and grandmothers have signed them up,
wanting their boys to be friended and mentored by
an educated, successful, stand-up African American
man.
This is why partnership with African American
fraternities is such an important strategy for us and
for the children who are ready to be matched.
Nationally, Big Brothers Big Sisters has three MOUs
(Memorandum of Understanding) with the oldest fraternities: Alpha Phi Alpha Fraternity Inc., Kappa
Alpha Psi Fraternity, Inc., and Kappa Alpha Psi Fraternity, Inc. It will be up to you to build relationships
with the local chapters in your community.
As the agency leader, you’ll want to do everything possible to pave the way – clearing roadblocks and
allocating resources – to begin, expand and strengthen partnerships. The partnership liaisons from these
three fraternities shared their words of wisdom with us about what does and doesn’t work, which forms
the basis of this guide and the complete on-line course.

In Their Own Words: Partnership Best Practices
In conversations with the national fraternity
liaisons, we learned that in order for a partnership
to be successful with us, they need us to do some
pretty basic things consistently and well. Here’s
what works:
Communication. Leader to leader, relationship
manager to champion, recruiters to men. At all
levels, communicating the goals, feedback,
activities and actions is a must. For you the agency
leader, it is imperative that you are in regular
contact with the chapter leader through strategy
meetings, social events and fraternity events. Giving and receiving feedback on plans and actions will
demonstrate a respectful relationship at the leadership level which will cascade through staff levels as
the way it’s done.
New ideas are needed from both the fraternity and the agency. This includes being open to a fresh look
at how recruiting is being done, where recruiting is being done, how messages are staged and so on. It
may mean allowing recruiters and program managers to do things a bit differently than before, and may
involve start-up dollars.
An established set of goals and expectations, mutually created and agreed upon, is a must. We
recommend that you and the fraternity leaders create a ‘MAP’ – Mobilization Action Plan – to document
your goals and actions by phases. A sample is available to you in
the Appendix. You must also formalize your plans in a
Memorandum of Understanding. This will set common goals and
will allow all partners to be accountable. A sample MOU is in the
Appendix.
Your involvement will also include recommending stretch (but
realistic) goals based on your experience. You’ll have
conversations with fraternity leaders to set the stage for realistic
expectations – what your agency can and cannot do, how much you can handle, what outcomes you
both want, and so on. Then spend time assessing the results together.
Access to resources is another two-way, must-do partnership asset. This means sharing data, plans, co-
hosting events, referring families to fraternity services, educating fraternities on what we know about
youth development – these are just a few items that will make the partnership more viable.
What works
Communication
New ideas
Established goals and expectations
Access to resources
Assessing results together
Attending fraternity events
What works
Communication
New ideas
Established goals and expectations
Access to resources
Assessing results together
Attending fraternity events

Regarding data sharing: the fraternities want regular progress
reports so success can be celebrated or challenges given attention.
For AIM agencies, agency leaders must ensure proper tracking of fraternity referral sources is part of
procedure and that reports are run, analyzed and discussed at agreed upon intervals. For non-AIM
agencies, this may mean changes to the tracking system so that the referral source can be recorded, YOS
and SoR data captured, etc.; these changes will likely come with a cost so you’ll need to determine
cost/benefit.
High quality Customer Service for both the chapter and the individual man may well make or break the
partnership. Staff members must recognize the fraternity man’s membership in his fraternity; be highly
responsive to his questions, ideas and needs; quickly offer to re-match men whose match has come to
successful close; keep alumni Big Brothers engaged; and explore the volunteers sphere of influence. A
happy customer who has experienced great service will sell supporting Big Brothers Big Sisters to others.
An unhappy customer will discourage others from being part of our movement.
Finally, attending public fraternity events is a non-negotiable,
must-do part of the partnership. You need to be seen as active
with the fraternity (not just the fraternity giving to you). It is
equally important for staff, Bigs and families to attend fraternity-
sponsored programs and events. This includes your presence and
staff participation in regional conferences as volunteers,
panelists, speakers or sponsor.
So you’ll want to work out scheduling and budget for participating
in as many of their events as possible. And don’t forget to extend
personal invitations to local leaders to join you at your events.

You can assign staff to take the Donor Management
Model online courses on the Learning Center which
provide examples, tools, instructions and best
practices for each stage of the process.
We also heard from the liaisons what doesn’t work. As you
would expect, these items include the opposite of what does
work but there are a few additions.
Unsuccessful partnerships occur when agency leadership is not on
board with, or is not directing staff to execute on establishing
detailed plans, action items or involvement with fraternity
events.
But another area where agencies can fall short is when they are so focused on recruiting male
volunteers that they forget to offer options. We’ve heard repeatedly how the fraternity members
appreciate being told about other ways to volunteer, how to donate and why money is needed. They
want to be included in board positions, vision meetings and employment opportunities.
And last, follow-up and follow-through are just good service skills that, when overlooked, will sour the
emerging relationship. As the agency leader, communicating that outstanding service is expected will go
a long way. To enforce this, you may consider adding customer focus/service as a competency on which
everyone is evaluated.
Process Models
The fund development Donor Management Model contains all the same steps for successfully building
and maintaining a relationship with fraternity
members. In the online course for staff we provide
instruction for what is involved in each step.
We encourage you to adopt this model as the way of
doing business with prospective donors, fraternity
partners and corporate partners alike. Your
adoption of this model will demonstrate your
commitment to establishing an on-going
partnership, not just a short-term recruitment
source.
Although highly effective in the long run, following
this model involves a lot more upfront time than is
usually allocated. So another way you can lead the
partnership effort is to build in time for identifying
What doesn’t work
Not offering options
Being absent at fraternity
events
Lack of detailed plans
No action plans
No follow up
What doesn’t work
Not offering options
Being absent at fraternity
events
Lack of detailed plans
No action plans
No follow up

and researching the best prospective champions, for planning activities that will engage the prospect in
your agency, so that when the ask for an MOU is made, it is closed enthusiastically. Then make it policy
to personally thank the new partner and provide outstanding stewardship.
Other models that have demonstrated impact on establishing and growing fraternity partnerships are
described next.
First, here are the three “best bets” in terms of who makes the most effective champion and how to
maximize building the relationship:
Use your current relationships to find
your champion in an alumni chapter.
Learn the culture.
Deliver outstanding customer service.
Be visible and active.
Be formal and professional at all times.
1Best Bet
Use your new knowledge
of the fraternity structure
2
Work with region/district leaders
Best Bet
Work with other local
agencies to cover the
region
3Best Bet
Contact the BBBSA
Director of Community
Partnerships
‘The Rights’ seen here are the items that, when identified,
agreed upon and acted on, will result in a MOU (or other ask
request). Without all the rights confirmed, the prospect is much
less likely to agree to a partnership with your agency. It will be
important for you and the leadership team to ensure your staff
has all the rights in place before making the ask.
On that note, it will most likely be more effective if you are
involved in the ask. Fraternity leaders want to be working with
peer levels, so be sure you are part of all the activity leading up to, and including, the actual ask.
Use the link in
Appendix A to
download the
Leadership Locator
by State tool

Securing an MOU is the first goal of the partnership. The national
MOU’s can be used as models for developing the agreement
between you and the local chapter. It’s cause for celebration, so
invite VIPS, key stakeholders and press to attend the signing.
Educating Fraternities About Us
Big Brothers Big Sisters #1 priority is the safety of our Littles.
Spend some time talking about what makes a good Big Brother. Introduce members to your successful
Big Brothers. Explain how one man spending just a modest about of time in low cost, mutually enjoyable
shared experiences over a sustained period time makes a difference. Explain how we can actually
measure that impact with outcome reports for each child mentored.
Our policies and procedures are thorough and effective - and need to be articulated throughout the
partnership process. You'll find it most effective to have these conversations with your contact, then
staff should talk about safety during group presentations, and finally one-on-one with the men who
inquire.
The men need to know what we do to keep the Littles safe, so an overview of practices from enrollment
through match support is a must-do. This will also help level expectations and understanding that some
men will not be accepted as Bigs, but they can participate with us in other ways.
Things to be sure you talk about are:
Blessed from the Top -
Built from the Bottom
Blessed from the Top -
Built from the Bottom

One important note about the acceptance or non-acceptance of volunteers: it will be very important for
you to be aware of any instance a fraternity member is not accepted. The recommended
practice is for you to notify the fraternity member yourself either in person or via phone
and to offer other ways of being involved. If that’s not possible, then a call from your senior program
person is recommended – never a form letter, particularly if the man is an officer or leader in the
fraternity.
We also encourage all agencies to walk through the enrollment and
matching process at each level. Your overview with fraternity
leaders will be higher level of course, but tailored to ensure
expectations are understood and met.
Stewarding and Expanding Partnerships
Once an MOU is in place and the recruiting work is underway, you and your agency staff will need to
steward the relationship for growth, and for expansion to other fraternities or chapters in your area.
We’ll conclude this guide with the recommended actions for growing your partnership(s).
Excellent service testimony is key
Got to know the individuals and the
fraternity
Co-developed action plans and goals
Communicated results
Have been present in the community and
at fraternity events
Gave back to the fraternity
Followed through on your commitments
Offered a variety of ways fraternity
members could work with your agency
Demonstrated accountability, credibility
and professionalism
Deliver outstanding service
Put processes in place to gather feedback about how
well your agency has done/is doing the actions shown.
Before you can ask for more, or expect to establish
another fraternity partnership, you’ll need to be sure
you have high marks in each area.

Be visible and active.
Scholarships
Employment
Board positions
Events
Leader to leader
Community service
Focus groups
Conferences
Leader to leader
Influence
Legislature
Leverage.
Visibility This one is so important we’re repeating it:
Your face should be visible and recognizable as a
supporter of the fraternity. Here are some ideas how
to do that:
 Encourage your Littles to apply for fraternity
scholarships.
 When recruiting for staff positions, post on the
fraternity website and place several strategic
calls or emails which encourage application by
the members.
 Recruit Board members from fraternity
leaders.
 Attend fraternity-sponsored events, even if
you have to pay. Bring Bigs to the events, too.
 Ensure you and key board members are known
by the fraternity leaders.
 Participate in community events where
fraternity members also participate.
 Serve on joint community action panels or
focus groups.
 Actively participate in fraternity conferences.
The key is to ensure you view the
fraternity as a true partner, not just as
an organization who can serve your
needs. Being involved in fraternity
events and causes demonstrates how
much we have in common.
Leverage. Fraternity members are important, powerful men. Many are
leaders in large organizations. They serve as deacons and trustees in
religious organizations. They are representatives in government, serving
on the Congressional Black Caucus. Leveraging their ability to influence
other black men is an important key to growth. So stay informed about
who’s who and what they are involved in. Learn legislative work in our
field and discuss it with your contacts.
Likewise, leveraging our national leader, Karen Mathis, is key. Karen is
known by many in the government, the ABA and social movements.
When appropriate, Karen’s work can be referenced as a model of
influence. We encourage you to keep up with Karen’s work at the White
House, with caucuses and her speaking engagements. You will find news
of Karen’s activity on Agency Connection. Staying informed and
informing your fraternity leaders will be a strong leverage point for our
work in serving the African American youth.

Use data to:
• Set and adjust goals
• Show growth areas
• Demonstrate
accountability
• Influence
Evidence and fact-based goal setting.
Include:
• RTBM
• SOR
• RR
• YOS
• Yield
Use data to drive results:
 Establish or reset achievable stretch goals.
 Show how the partnership is working, which encourages
even more achievement. Remember, success breeds
success.
 Demonstrate accountability, proving we are doing what we
said we’d do, even if the results aren’t yet where we want
them.
 Influence new partners and more male volunteers.
Important metrics and data to include are:
 RTBM numbers from pre-relationship to current, at pivotal
intervals.
 Summaries of SOR surveys
 Retention rates
 YOS results
 Yield rates
 BFKS donations

Appendix A: Reference Samples
Click on the links below to view important related documents on Agency Connection. You can download
and save these files to customize for your agency.
MAP (Mobilization Action Plan): Build the fraternity partnership into your overall strategic direction.
Use the Intentionality Checklist to aid in integrating the partnerships into your plans and create your
own MAP (Mobilization Action Plan) to develop and communicate your plans. Click here to review the
national MAP and a sample for local use.
MOU (Memorandum of Understanding): Use this link to view the MOU between Big Brothers Big Sisters
of America and Kappa Alpha Psi. You can save it and use it as a template for local fraternity partnerships.
http://agencyconnection.bbbs.org/atf/cf/%7B4CA344D5-890B-48AA-A80B-
3EE1364E3AB7%7D/Kappa%20Alpha%20Psi-BBBS%20MOU%20FINAL.DOC
Fraternity Leadership Locator: This spreadsheet gives you a state-by-state breakdown of fraternity
chapter leadership. http://agencyconnection.bbbs.org/atf/cf/%7B4CA344D5-890B-48AA-A80B-
3EE1364E3AB7%7D/Regional%20Fraternity%20Leadership%20Locator.xls

Appendix B: How to Tell Your Fraternity Partnership Story to the Media
Once you have a partnership in place with clear objectives, you should begin thinking about how you
might share the good news with the media. The purpose of telling your story will be to:
1. Engage more fraternity members
2. Put out a call to action to other groups to get involved
3. Encourage more African American mentors to come forward
Since the announcement of a national partnership has already been made, you will need to announce
your news as a follow-up to the national announcement. (See news release template). In addition to
considering sending a local news release to media in your area, you will want to announce any
newsworthy event that might be taking place. A newsworthy event is where something out of the
ordinary, particularly something visual, takes place to illustrate progress being made by your
partnership. Here are some examples:
1. Barbershop mentor recruiting
2. Rites of passage event for mentees
3. Fraternity “challenge” Bowl for Kids Sake event
4. Celebration for graduating “Littles”
5. Anniversary celebration for fraternity mentoring matches
6. Service project led by matches (neighborhood cleanup; book giveaway, food drive, etc.)
Keep in mind that your best bet for getting your story told is to have a story to tell. If you have, for
example, only two matches after a year -- that is not news you will want to share. Make great progress
and you’ll have a good chance of getting your story told.
For more information, please contact Big Brothers Big Sisters National Director of Media and Public
Relations Kelly Williams as 215-665-7795.

Sample News Release
AMERICA’S LARGEST BLACK FRATERNITIES UNITE WITH BIG BROTHERS BIG SISTERS TO
HELP BOYS SUCCEED IN AND OUT OF SCHOOL
City, ST, XXXX XX, 2011 -- Alpha Phi Alpha, Kappa Alpha Psi and Omega Psi Phi, the nation’s largest African-
American Fraternities, have joined forces in an unprecedented union with Big Brothers Big Sisters of XXXXXX to
help black boys succeed in and out of school. The partnership is part of a national effort launched in January 2010.
The fraternities’ members are some of the city’s most prominent business and community leaders. Local leaders say
they are not attempting to replace fathers. Rather, they expect their involvement with Big Brothers Big Sisters as
mentors, advocates, fundraisers and influencers, to help African American boys and other children break negative
cycles.
Most children mentored through Big Brothers Big Sisters are from single-parent families, households experiencing
poverty or homes where a parent is incarcerated. Independent research finds children with Big Brothers Big Sisters
mentors are more likely than their peers to stay in school, avoid violence, reject illegal activities and have positive
relationships with their families and others.
The collaborative effort expands Big Brothers Big Sisters’ near 20-year national partnership with Alpha Phi Alpha.
Together, the fraternities will work with the organization to develop programs to encourage members and friends in
their large professional, personal and social networks to also support the nation’s largest donor-supported network of
volunteer mentors for youth. The men will urge those in their networks to become Big Brothers; donate and raise
funds for the top-rated charity; serve on boards of directors for local agencies in their communities; create
sponsorship partnerships with their employers; host recruiting and other engagement events, and provide enrichment
programs for Little Brothers and boys who are ready to be matched.
In addition to joining forces with Big Brothers Big Sisters to develop new national initiatives, the fraternities will
expand successful programs launched in recent years by individual local agencies and fraternity chapters. Big
Brothers Big Sisters is also working to build partnerships with two other historically black fraternities -- Phi Beta
Sigma, which has a tradition of formal mentoring through its Sigma Beta Club, and Iota Phi Theta, which has a
history of participation in Big Brothers Big Sisters.

About Alpha Phi Alpha Fraternity, Inc.
Founded on December 4, 1906 at Cornell University in Ithaca, New York, Alpha Phi Alpha Fraternity, Inc. has
continued to supply voice and vision to the struggle of African Americans and people of color around the world. The
Fraternity has long stood at the forefront of the African-American community's fight for civil rights, through Alpha
men such as Martin Luther King Jr., Adam Clayton Powell, Thurgood Marshall, Andrew Young, Retired Senator
Edward Brooke and Cornel West. Others include members of the 110th Congress including: Emanuel Cleaver, II
(MO), Charles B. Rangel (NY), Danny K. Davis (IL), Chaka Fattah (PA), Al Green (TX), Gregory Meeks (NY),
David Scott (GA), Robert C. Scott (VA). The fraternity through its college and alumni chapters serves the
community through nearly a thousand chapters in the United States, Europe and the Caribbean.
About Omega Psi Phi Fraternity, Inc.
Omega Psi Phi Fraternity, Inc. is an organizational Brotherhood consisting of over 750 chapters throughout the
world. The fraternity is a historically Black fraternal organization that provides and promotes programs of social,
cultural and economic uplift to the communities we serve. For almost a century, we have recruited, trained and
deployed men of color for leadership roles in service to humanity. Our social action programs touch the lives of
hundreds of thousands of families and individuals each year. Whether our efforts result in entertaining an audience,
educating a group of young people; or simply helping those in need, we have developed a reputation for delivering
programs and projects that make a difference in the lives of those we serve.
About Kappa Alpha Psi Fraternity, Inc.
Kappa Alpha Psi Fraternity, Inc. is an international organization founded on the campus of Indiana University,
Bloomington, Indiana on January 5, 1911. Since its inception, it has trained men, particularly undergraduates, for
leadership roles in their communities and the attainment of a high degree of excellence in their academic pursuits. Its
membership represents some of the most outstanding Americans in our country’s history including Arthur Ashe,
Reverend Leon H. Sullivan, Johnnie Cochran, Jr., a host of Mayors and other elected officials, and five (5) current
members of Congress. The International Headquarters is located in Philadelphia, Pennsylvania. For additional
information: www.KappaAlphaPsi1911.com

About Big Brothers Big Sisters
For more than 100 years, Big Brothers Big Sisters has operated under the belief that inherent in every child is the
ability to succeed and thrive in life. Most children served by Big Brothers Big Sisters are in single-parent and low-
income families or households where a parent is incarcerated. As the nation’s largest donor and volunteer
supported mentoring network, Big Brothers Big Sisters makes meaningful, monitored matches between adult
volunteers (“Bigs”) and children (“Littles”).
Big Brothers Big Sisters provides a system of ongoing evaluation and support which is proven by independent
studies to help families by improving the odds that “Littles” will perform better in school and avoid violence and
illegal activities, and have stronger relationships with their parents and others. Headquartered in Philadelphia with
a network of nearly 400 agencies across the country, Big Brothers Big Sisters serves about 255,000 children. Learn
how you can positively impact a child’s life, donate, or volunteer at BigBrothersBigSisters.org.

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