From my experience, most executive leaders, and especially those with bleeding hearts for their causes, want to partner with and inspire their teams. Most want their employees to thrive and to see staff reinforce their organization’s brand values. Most want to understand who their employees are on a personal level and spend time engaging with them. So, a level-headed leader is never completely shocked when great employees leave nor do they deny being a key reason for the staff member’s departure. And then, there is the out-of-touch leader who is simply unaware of the impact that their actions have on their employees.
Employee engagement that bonds trust in workplaceKhrisma Khrisma
This article is inspired by the two people who had ever worked together as a team when I was waiting for my last bus home. They're seemed cool in their way talking to each other.
What are the qualities, attributes, attitudes and behaviors of star assistants? Why do certain assistants stand out and shine brighter than others? Are star assistants created or is it their innate abilities that allow them to be stars? Are there certain qualities and traits a person needs to be successful working at the top echelons in the company?
CEE Key Note Presentation on "Authenticity Matters: Developing Authentic Relationships at the Workplace"
For the list of topics of CEE Key Note Sessions, please visit http://www.cee-global.com/keynote/
For Testimonials, visit http://www.cee-global.com/testimonials/
Employee engagement that bonds trust in workplaceKhrisma Khrisma
This article is inspired by the two people who had ever worked together as a team when I was waiting for my last bus home. They're seemed cool in their way talking to each other.
What are the qualities, attributes, attitudes and behaviors of star assistants? Why do certain assistants stand out and shine brighter than others? Are star assistants created or is it their innate abilities that allow them to be stars? Are there certain qualities and traits a person needs to be successful working at the top echelons in the company?
CEE Key Note Presentation on "Authenticity Matters: Developing Authentic Relationships at the Workplace"
For the list of topics of CEE Key Note Sessions, please visit http://www.cee-global.com/keynote/
For Testimonials, visit http://www.cee-global.com/testimonials/
As our field grows, technology advances and users develop new expectations for the products they use, we are challenged to build teams that deliver best-in-class products and services.
When we look at what it takes to build successful, high-performing teams, we see that our opportunity for success doesn’t solely lie in the skills we hire for, but in setting a foundation for successful team (and org) outcomes by creating an environment for our teams to do their best work and be their best selves.
In this presentation, Aaron will share insights, tools, and techniques (gathered from personal success and failures) for building environments that set teams up for success.
Groundwork: Building Foundations for High-Performing Teams - Generate 2019Aaron Irizarry
As our field grows, technology advances and users develop new expectations for the products they use, we are challenged to build teams that produce best-in-class products and services. When you look at what it takes to build successful, high-performing teams, you see that our opportunity for success doesn’t solely lie in the skills we hire for. We set a foundation for successful outcomes by building a foundation for our teams to do their best work and be their best selves.
In this talk, Aaron will share thoughts, tools, and techniques (gathered from personal success and failures) for building teams that perform at a high level without high anxiety.
Key takeaways include:
Insights into creating a foundation for your teams to do their best work
Building strong partnerships with cross-functional teams
Increasing team communication and collaboration
Creating a shared vision that supports team member autonomy in decision-making and execution
Dealing with conflict within teams and with partners (navigating workplace politics).
Can passion be taught? Can it be fostered? The answer is yes. But perhaps more accurately, a team leader must create the right conditions for passion to emerge. Those conditions must be nurtured, not unlike a gardener creating the right conditions for his plants to flourish. Make your job easier. Get the inside scoop on the secrets of success that motivate teams to top performance. In the matrix of workplace roles and responsibilities, managers are pivotal to corporate success. Yet a manager is often the unsung hero who must adapt to demands from all sides—and do so with little or no training, and without mentorship for the role. Learn from Dan Bobinski, who draws from 20 years of consulting experience, extensive studies of best practices, and the latest in neuroscience research. You'll learn the principles and methods top managers use to develop passionate, engaged employees who are dedicated to success. You'll be able to:
— Motivate without manipulating
— Turn mistakes into a fervent drive for quality
— Equip teams to enthusiastically adapt to change
— Create environments in which people strive for excellence—and more
Today's workforce requires managers to be more than just a person in charge. Creating Passion-Driven Teams show you how to tap your team's natural motivations and achieve consistent, sustained top performance.
Remote Work & Digital Transformation: 7 Questions to AskJosue Sierra
This presentation provides 7 questions leaders and managers can ask in order to re-frame the challenges related to leveraging remote talent or telecommuting, while at the same time, accelerating their digital transformation journey! Even if you don't have remote team members, consider these 7 questions as a way to foster digital leadership in your organization.
http://www.linkedin.com/in/josuesierra
Full article also available at:
https://www.linkedin.com/today/post/article/remote-work-digital-transformation-asking-right-questions-sierra
Sonny Iqbal of Egon Zehnder sent me this wonderful book by Claudio Fernandez Araoz. This is about leadership, it is about hiring great people, it is about figuring out what to look for in great candidates.
The book offers some simple but effective tips on how this can be done.
With more and more emerging entrepreneurs around us it has become really necessary to question, understand and evolve our idea of an organisation.
People matter and it is time organisations evolve their culture to be more inclusive towards people.
These four articles are an endeavour to share with you my thoughts on common issues faced in organisations and sometimes not talked about being perceived of as unsolvable.
Hope these articles enable you to make the organisation you are working in more inclusive and better.
A presentation explaining the essence and importance of recruiting, the important factors to consider while screening for applicants and an effective approach towards the recruiting process.
As our field grows, technology advances and users develop new expectations for the products they use, we are challenged to build teams that deliver best-in-class products and services.
When we look at what it takes to build successful, high-performing teams, we see that our opportunity for success doesn’t solely lie in the skills we hire for, but in setting a foundation for successful team (and org) outcomes by creating an environment for our teams to do their best work and be their best selves.
In this presentation, Aaron will share insights, tools, and techniques (gathered from personal success and failures) for building environments that set teams up for success.
Groundwork: Building Foundations for High-Performing Teams - Generate 2019Aaron Irizarry
As our field grows, technology advances and users develop new expectations for the products they use, we are challenged to build teams that produce best-in-class products and services. When you look at what it takes to build successful, high-performing teams, you see that our opportunity for success doesn’t solely lie in the skills we hire for. We set a foundation for successful outcomes by building a foundation for our teams to do their best work and be their best selves.
In this talk, Aaron will share thoughts, tools, and techniques (gathered from personal success and failures) for building teams that perform at a high level without high anxiety.
Key takeaways include:
Insights into creating a foundation for your teams to do their best work
Building strong partnerships with cross-functional teams
Increasing team communication and collaboration
Creating a shared vision that supports team member autonomy in decision-making and execution
Dealing with conflict within teams and with partners (navigating workplace politics).
Can passion be taught? Can it be fostered? The answer is yes. But perhaps more accurately, a team leader must create the right conditions for passion to emerge. Those conditions must be nurtured, not unlike a gardener creating the right conditions for his plants to flourish. Make your job easier. Get the inside scoop on the secrets of success that motivate teams to top performance. In the matrix of workplace roles and responsibilities, managers are pivotal to corporate success. Yet a manager is often the unsung hero who must adapt to demands from all sides—and do so with little or no training, and without mentorship for the role. Learn from Dan Bobinski, who draws from 20 years of consulting experience, extensive studies of best practices, and the latest in neuroscience research. You'll learn the principles and methods top managers use to develop passionate, engaged employees who are dedicated to success. You'll be able to:
— Motivate without manipulating
— Turn mistakes into a fervent drive for quality
— Equip teams to enthusiastically adapt to change
— Create environments in which people strive for excellence—and more
Today's workforce requires managers to be more than just a person in charge. Creating Passion-Driven Teams show you how to tap your team's natural motivations and achieve consistent, sustained top performance.
Remote Work & Digital Transformation: 7 Questions to AskJosue Sierra
This presentation provides 7 questions leaders and managers can ask in order to re-frame the challenges related to leveraging remote talent or telecommuting, while at the same time, accelerating their digital transformation journey! Even if you don't have remote team members, consider these 7 questions as a way to foster digital leadership in your organization.
http://www.linkedin.com/in/josuesierra
Full article also available at:
https://www.linkedin.com/today/post/article/remote-work-digital-transformation-asking-right-questions-sierra
Sonny Iqbal of Egon Zehnder sent me this wonderful book by Claudio Fernandez Araoz. This is about leadership, it is about hiring great people, it is about figuring out what to look for in great candidates.
The book offers some simple but effective tips on how this can be done.
With more and more emerging entrepreneurs around us it has become really necessary to question, understand and evolve our idea of an organisation.
People matter and it is time organisations evolve their culture to be more inclusive towards people.
These four articles are an endeavour to share with you my thoughts on common issues faced in organisations and sometimes not talked about being perceived of as unsolvable.
Hope these articles enable you to make the organisation you are working in more inclusive and better.
A presentation explaining the essence and importance of recruiting, the important factors to consider while screening for applicants and an effective approach towards the recruiting process.
Engaged employees provide immeasurable benefits to your organization. It begins at the organizational then managerial, finally employee levels of the organization.
Trigger Strategies - Brand Influence and Presence - The 3 Keys to the C-Suite...Neil Thornton HBA, MA
A new report for the Human Resource Professionals Association, directed to the Human Resource manager. Brand, Influence and Presence are the 3 keys to success.
Validate your career choice using lean startup principlesMark Horoszowski
Presentation from Net Impact 2015 Conference #NI15 on how you can use Lean Startup principles to validate your career choice and increase the chances of getting your dream job.
Please find attached the inaugural issue of HRuday e-newsletter of Goa HR Forum. It was a great honour to have the Father of Indian HRD, Dr. T.V. Rao choose the name for our newsletter from the names suggested by members.
Thanks to editor Linfa Carvalho and her team for doing a great job and to all HRs who wrote articles.
Please send feedback and suggestions to ameyhegde@gmail.com
Regards,
Amey Hegde
Founder of Goa HR Forum, Connecting 600+ Goa based HRs.
Corporate Trainer & Motivational Speaker, Goa
http://ameyhegde.in
As competition in most industries has increased, technology has evolved, and innovation has moved to the forefront, organizations have come to realize the importance of having employees with high levels of emotional intelligence (EQ). According to studies, 90% of high performers have significant levels of EQ, and it is the single best predictor of performance. Learn the traits of high EQ, how they translate into professional behaviors, and how to assess it in prospective hires.
Presentation for ASAE-American Society for Association Executives, Marketing and Membership Conference by Panelists: Chris Bailey, Matt Baehr and Missy Blankenship
Performance Management is the process of defining clear objectives and targets for individuals and teams, and the regular review of actual achievement and eventual rewarding for target achievement.
The process should ensure that individual and team effort support the organizational objectives and that key stakeholder expectations are realized by focusing on key value drivers
Perhaps the most intimidating aspect of leadership is knowing that in addition to playing an important role in a team’s success, leaders are held responsible for their team’s failures. In order to obtain great results from their teams, leaders must be able to consistently motivate their team members.
Knowledgeable workers must manage themselves.
15Five's Guide To Creating High Performing TeamsDavid Hassell
Managing a team has never been more complex. Knowledge-based workers are challenging status-quo leadership at every turn. How will you keep your A-players, ensure their happiness and call forth their best week after week?
15Five's Guide To Creating High Performing Teams contains helpful management tips on everything from building better relationships with employees to supercharging meetings and performance reviews.
It is always a tricky business when it comes to managing people. With the advancement of the digital age, human resource management has become more complex due to the following things: the transparency of social media, the persistence of software updates and the remoteness of international teams.
Similar to LEADERSHIP SELF-ASSESSMENT FOR TALENT RETENTION (20)
A process server is a authorized person for delivering legal documents, such as summons, complaints, subpoenas, and other court papers, to peoples involved in legal proceedings.
Up the Ratios Bylaws - a Comprehensive Process of Our Organizationuptheratios
Up the Ratios is a non-profit organization dedicated to bridging the gap in STEM education for underprivileged students by providing free, high-quality learning opportunities in robotics and other STEM fields. Our mission is to empower the next generation of innovators, thinkers, and problem-solvers by offering a range of educational programs that foster curiosity, creativity, and critical thinking.
At Up the Ratios, we believe that every student, regardless of their socio-economic background, should have access to the tools and knowledge needed to succeed in today's technology-driven world. To achieve this, we host a variety of free classes, workshops, summer camps, and live lectures tailored to students from underserved communities. Our programs are designed to be engaging and hands-on, allowing students to explore the exciting world of robotics and STEM through practical, real-world applications.
Our free classes cover fundamental concepts in robotics, coding, and engineering, providing students with a strong foundation in these critical areas. Through our interactive workshops, students can dive deeper into specific topics, working on projects that challenge them to apply what they've learned and think creatively. Our summer camps offer an immersive experience where students can collaborate on larger projects, develop their teamwork skills, and gain confidence in their abilities.
In addition to our local programs, Up the Ratios is committed to making a global impact. We take donations of new and gently used robotics parts, which we then distribute to students and educational institutions in other countries. These donations help ensure that young learners worldwide have the resources they need to explore and excel in STEM fields. By supporting education in this way, we aim to nurture a global community of future leaders and innovators.
Our live lectures feature guest speakers from various STEM disciplines, including engineers, scientists, and industry professionals who share their knowledge and experiences with our students. These lectures provide valuable insights into potential career paths and inspire students to pursue their passions in STEM.
Up the Ratios relies on the generosity of donors and volunteers to continue our work. Contributions of time, expertise, and financial support are crucial to sustaining our programs and expanding our reach. Whether you're an individual passionate about education, a professional in the STEM field, or a company looking to give back to the community, there are many ways to get involved and make a difference.
We are proud of the positive impact we've had on the lives of countless students, many of whom have gone on to pursue higher education and careers in STEM. By providing these young minds with the tools and opportunities they need to succeed, we are not only changing their futures but also contributing to the advancement of technology and innovation on a broader scale.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
What is the point of small housing associations.pptxPaul Smith
Given the small scale of housing associations and their relative high cost per home what is the point of them and how do we justify their continued existance
Presentation by Jared Jageler, David Adler, Noelia Duchovny, and Evan Herrnstadt, analysts in CBO’s Microeconomic Studies and Health Analysis Divisions, at the Association of Environmental and Resource Economists Summer Conference.
Russian anarchist and anti-war movement in the third year of full-scale warAntti Rautiainen
Anarchist group ANA Regensburg hosted my online-presentation on 16th of May 2024, in which I discussed tactics of anti-war activism in Russia, and reasons why the anti-war movement has not been able to make an impact to change the course of events yet. Cases of anarchists repressed for anti-war activities are presented, as well as strategies of support for political prisoners, and modest successes in supporting their struggles.
Thumbnail picture is by MediaZona, you may read their report on anti-war arson attacks in Russia here: https://en.zona.media/article/2022/10/13/burn-map
Links:
Autonomous Action
http://Avtonom.org
Anarchist Black Cross Moscow
http://Avtonom.org/abc
Solidarity Zone
https://t.me/solidarity_zone
Memorial
https://memopzk.org/, https://t.me/pzk_memorial
OVD-Info
https://en.ovdinfo.org/antiwar-ovd-info-guide
RosUznik
https://rosuznik.org/
Uznik Online
http://uznikonline.tilda.ws/
Russian Reader
https://therussianreader.com/
ABC Irkutsk
https://abc38.noblogs.org/
Send mail to prisoners from abroad:
http://Prisonmail.online
YouTube: https://youtu.be/c5nSOdU48O8
Spotify: https://podcasters.spotify.com/pod/show/libertarianlifecoach/episodes/Russian-anarchist-and-anti-war-movement-in-the-third-year-of-full-scale-war-e2k8ai4
This session provides a comprehensive overview of the latest updates to the Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards (commonly known as the Uniform Guidance) outlined in the 2 CFR 200.
With a focus on the 2024 revisions issued by the Office of Management and Budget (OMB), participants will gain insight into the key changes affecting federal grant recipients. The session will delve into critical regulatory updates, providing attendees with the knowledge and tools necessary to navigate and comply with the evolving landscape of federal grant management.
Learning Objectives:
- Understand the rationale behind the 2024 updates to the Uniform Guidance outlined in 2 CFR 200, and their implications for federal grant recipients.
- Identify the key changes and revisions introduced by the Office of Management and Budget (OMB) in the 2024 edition of 2 CFR 200.
- Gain proficiency in applying the updated regulations to ensure compliance with federal grant requirements and avoid potential audit findings.
- Develop strategies for effectively implementing the new guidelines within the grant management processes of their respective organizations, fostering efficiency and accountability in federal grant administration.
ZGB - The Role of Generative AI in Government transformation.pdfSaeed Al Dhaheri
This keynote was presented during the the 7th edition of the UAE Hackathon 2024. It highlights the role of AI and Generative AI in addressing government transformation to achieve zero government bureaucracy
Canadian Immigration Tracker March 2024 - Key SlidesAndrew Griffith
Highlights
Permanent Residents decrease along with percentage of TR2PR decline to 52 percent of all Permanent Residents.
March asylum claim data not issued as of May 27 (unusually late). Irregular arrivals remain very small.
Study permit applications experiencing sharp decrease as a result of announced caps over 50 percent compared to February.
Citizenship numbers remain stable.
Slide 3 has the overall numbers and change.
1. Effective leaders set the tone for their organization
leading by example. They ensure teams are open, e
and cohesive. They understand the need to align t
organization's mission and goals with individual con
They support openness, transparency, and organiza
agility. Effective leaders set the tone for their organ
by leading by example. They ensure teams are ope
engaged and cohesive. They understand the need t
the organization's mission and goals with individual
contributions. They support openness, transparenc
organizational agility. Effective leaders set the tone
organizations by leading by example. They ensure t
open, engaged and cohesive. They understand the
align the organization's mission and goals with indi
contributions. They support openness, transparenc
organizational agility. Effective leaders set the tone
organizations by leading by example. They ensure t
open, engaged and cohesive. They understand the
align the organization's mission and goals with indi
contributions. They support openness, transparenc
Leadership Self-Assessment for
8 Questions and Answers for the Mission-Driven Executive
Talent Retention
COPYRIGHT NONPROFITHR 2021
IMPACTSEARCHADVISORS.COM
2. ABOUT
NONPROFIT HR
WE WERE FOUNDED WITH ONE
GOAL IN MIND: TO
STRENGTHEN THE NONPROFIT
SECTOR BY STRENGTHENING
ITS PEOPLE.
Animal Rights
Healthcare
Professional Societies
Arts & Culture
Housing & Community Development
Research
Community Organization
Human Rights
Social Justice
Economic Development
Immigration
Social & Human Services
Environmental
Membership Organizations
Trade Associations
Faith-based
Museums
Women's Issues
Foundations
Policy & Advocacy
Social Enterprises
& many others
Nonprofit HR is the country’s leading
and oldest firm focused exclusively on
the talent management needs of social
impact organizations. We focus our
efforts on project-based human
resources consulting, HR outsourcing,
talent acquisition, and executive search.
Nonprofit HR also offers customized
trainings, research and events, all with
the objective of strengthening the
people management capacity of the
workforce.
Since 2000, our staff of credentialed
experts have advanced the impact of
some of the world’s most influential
brands in the sector.
MISSIONS WE SERVE:
3. 2
1
4
6
8
10
12
13
15
CONTENTS
T
A
B
L
E
O
F
H O W C R E D I B L E I S Y O U R
L E A D E R S H I P ?
I N T R O D U C T I O N
H A V E Y O U C L E A R L Y A R T I C U L A T E D Y O U R
V I S I O N T O Y O U R S T A F F ?
A S C E O , H O W C L E A R L Y H A V E Y O U
A R T I C U L A T E D Y O U R C U L T U R E ?
A R E Y O U O P E N T O N E W I D E A S F R O M Y O U R
S T A F F ?
D O E S Y O U R S T A F F S E E Y O U R
C O M M I T T M E N T T O D I V E R S I T Y ?
H O W W E L L D O Y O U C A L C U L A T E A N D
M A N A G E R I S K ?
H O W W E L L D O Y O U V A L U E Y O U R
L E A D E R S H I P T E A M ?
A R E Y O U T U N E D I N T O Y O U R
O R G A N I Z A T I O N ' S O P E R A T I O N S ?
4. 03
Introduction
"A level-headed leader is never completely shocked when
great employees leave nor do they deny being a key
reason for the staff member’s departure."
When it comes to executive-level social sector talent,
Nonprofit HR has seen it all. As the Executive Search
Practice Area leader for the firm, I also have seen it all in
terms of reasons why great talent flees great missions.
There are a host of reasons that lead employees to resign,
and sometimes that reason is leadership. You have heard
the old adage: employees do not leave organizations, they
leave bosses. And, yes, it is partially true! But having
coached leaders for years, I know that it is not a desired
outcome for leaders.
From my experience, most executive leaders, and
especially those with bleeding hearts for their causes,
want to partner with and inspire their teams. Most want
their employees to thrive and to see staff reinforce their
organization’s brand values. Most want to understand who
their employees are on a personal level and spend time
engaging with them. So, a level-headed leader is never
completely shocked when great employees leave nor do
they deny being a key reason for the staff member’s
departure. And then, there is the out-of-touch leader who
is simply unaware of the impact that their actions have on
their employees.
In this article, I will expand on a resource that is included
in a report that Nonprofit HR recently published based on
findings from our first-ever talent retention practices
survey. The resource and this article are for C-suite
executives, especially CEOs or Executive Directors, who
may not know exactly where they are leading poorly. It is
for those leaders that have seen droves of their direct
reports leave and have an inkling that their approach to
leadership is the likely culprit but have yet to pinpoint why
and how to remedy their missteps. If any of these sound
like you and you are ready to course correct, read on!
5. Leaders lose credibility when they are unable to structure communication effectively,
do not encourage two-way communication by making space for feedback, and are not
transparent about challenges. In practice, this looks like sending memos instead of
hosting town hall or personable discussions with stakeholders. This one-way approach
screams lack of transparency. Eventually, lack of transparency chips away at even the
greatest leader’s reputation especially when problems occur that have an impact on
employees, resources, or the community they serve. Credible leaders, on the other
hand, work to build trust through open communication.They even take it a step further
by backing up what they say with actions, admitting to mistakes, seeking feedback and
explaining why concerns cannot be addressed.
Open communication is a huge part of establishing and maintaining credibility but there
are so many other aspects to credibility. This is a great time to determine how you are
faring in all of these areas. Is your work siloed in ineffective ways? How organized are
you? Are industry facts and key mission-related details at your fingertips? Can you tell a
great story on the spot to encourage or motivate your team? You can tap into employee
perception without conducting a survey or initiating any other listening tools. Here is
how.
Pay attention to staff’s facial expressions when you talk. If you observe eye-rolling, lack
of eye contact altogether, folded arms and/or low engagement during meetings, then
your credibility may be at risk. Your meetings should be lively. Employees want to
impress leadership and will engage in discussions to demonstrate an understanding of
what is being discussed and they will seek clarification on direction provided.
04
TAKE OWNERSHIP OF EMPLOYEES’ PERCEPTIONS OF YOUR
CREDIBILITY
6. 04
If your meetings finish faster than normal with little-to-no interaction or questions
raised by staff, then...Houston, we have a problem! Watching behaviors may be more
reliable than what is said as staff will unconsciously exhibit physical responses -
particularly when there is incongruence in organizational values, mission, and leadership
style.
WHAT WE’VE GOT HERE IS … FAILURE TO COMMUNICATE
Perhaps you remember the old 1967 classic, Cool
Hand Luke. In the movie, Strother Martin’s
character, Captain, famously uttered a line about
communication failure. That line has been used
countless times since the movie debut, and it still
holds true today. Great leaders are clear
communicators. They are honest and
transparent, and they are especially good at
communicating their mission’s vision. When
there are grand scale issues that threaten that
vision, great leaders know
Perhaps you remember the old 1967 classic, Cool
Hand Luke. In the movie, Strother Martin’s
character, Captain, famously uttered a line about
communication failure. That line has been used
countless times since the movie debut, and it still
holds true today. Great leaders are clear
communicators. They are honest and
transparent, and they are especially good at
communicating their mission’s vision. When
there are grand scale issues that threaten that
vision, great leaders know that they cannot fix
them in a closet.
7. At Impact Search Advisors, we understand that an executive search
process is not just a recruitment activity but an opportunity to transform
your organization and impact of your mission for years to come. Our
approach to executive search is collaborative and focused. Our deep
knowledge of the social sector gives you access to a roster of successful
executive talent like no other search firm in the nation.
Tap into our extensive network of successful relationships that span
across industries and includes a rich diversity of individuals, and
organizations.
Helping you achieve your mission is our goal and we will manage every
element of your executive search, including:
Call us:
202.660.1462
Email us:
info@impactsearchadvisors.com
Visit us online:
www.impactsearchadvisors.com
YOUR SEARCH.
OUR EXPERTISE.
NONPROFIT HR’S EXECUTIVE SEARCH
SERVICES
Aligning search strategy with
organizational goals, values, and
mission
In-depth research in relevant
networks and communities
Marketing and advertising to
prospective candidates
Competitive compensation
market analysis
Full vetting of candidates and
due diligence of background
In-depth Behavioral Executive
Search Interview Toolkit
Negotiating offer and
employment agreement terms
Post search and transition
support
Executive coaching through the
first year of employment
Partner with us to find the most effective
leaders to execute your mission.
We have performed executive searches for hundreds of organizations and
have successfully closed 100% of our retained search engagements. We
deeply value diversity, equity and inclusion.
Our flat-fee structure takes the guess-work out of the equation. We’re
confident in our work and offer a one-year replacement guarantee.
8. 2019 Nonprofit
Talent Retention
Practices Survey Data
& Tools
2019 Social Sector Retention Survey Overview Data
Creating an Intentional Culture
Quantitative Retention Metrics
Qualitative Retention Metrics
Turnover Data – Voluntary and Involuntary
Compensation Insight
Building Engagement
Leadership and Retention
Survey Participant Demographic Data
What can your organization do to keep your employees engaged? The
first step is to understand where you stand when it comes to retention.
Evaluating where you are and benchmarking your retention practices
against those of other nonprofits is a great place to begin. At Nonprofit
HR, we know that there continues to be limited data available on
nonprofit talent management practices and as a result, we remain
committed to help close this gap.
Access these data regarding these survey talent retention and practices
topics:
DOWNLOAD
NOW!
Here's what a couple
survey respondents
had to say:
We have began
conducting capacity
meetings with the CEO
for employees to speak
directly to leadership
with their concerns and
suggestions.
We provide a variety of
ways for leadership to
hear from employees,
and for employees to
know that their feedback
is received and
thoughtfully considered.