The Policy Circle’s Post

5 things top fundraisers look for from potential employers. 1 A clear and inspiring mission statement. Organizations who are genuinely committed to making a positive impact on society. 2 A supportive work environment. Resources for mental health and well-being, and a fair work-life balance. 3 Opportunity to enhance skills and advance their careers. Training, skill development, conference and workshop attendance are deemed essential. 4 Clear communication, transparent decision making processes and accessible leadership. 5 Top fundraisers want to feel valued and appreciated for their contributions. If you’re a top level fundraiser looking for a great employer, or an organization looking for a great hire – let’s connect.

Presenting Lightbulb Moments! Insights from 30 years in the nonprofit sector. ❌ In many instances, as board members approach the end of their terms… the process of identifying their successors often entails reaching out to acquaintances who may be willing to step into the role (sometimes arm twisting is involved). 💡 The truth is... Recruiting new board members demands significant time, a clear understanding of organizational needs, and defined board roles. Developing an effective board necessitates a thorough vetting process to attract committed and viable candidates. Allow me to pose several critical questions to assess your organization’s trajectory… ❓ Have you established a nominating committee responsible for vetting potential board members? ❓ Do you utilize a board matrix to identify nominees who can diversify the board and address organizational gaps effectively? ❓ Are prospective board members subjected to formal interviews? ❓ Have you outlined clear job descriptions for each board position? ❓ Does the potential board member embody a deep commitment to your vision, mission, and community? ❓ Is there a genuine eagerness to continually learn about your nonprofit sector and programs? ❓ Are they prepared to dedicate 4 to 6 hours monthly to board duties? ❓ Is there a structured onboarding process and orientation for new board members? ❓ Do your board members annually sign a letter of intent? ❓ Are board members actively chairing committees? ❓ Is there an evaluation process with defined Key Performance Indicators (KPIs) for assessing board performance? ❓ Does your Executive Director undergo annual reviews? ❓ Do you organize an annual retreat for the board to regroup and rejuvenate? I genuinely believe most board members are inherently driven to contribute meaningfully. They seek to apply their skills, expertise, and networks to advance the organization’s mission. One big step toward a high-functioning board would be to establish a tone, model expectations, and define clear standards for engagement. It is crucial to remember that nonprofits are a business. Your profits just happen to go towards advancing your mission and expanding your organization's social impact. Fortunately, many board members hail from professional backgrounds and possess the acumen to establish best practices in nonprofit governance. Embarking on the journey of implementing robust board practices early on will not only enhance comfort but also significantly bolster your recruiting efforts! ✨ I would love to hear additional thoughts from leaders or board members within the nonprofit sector. #connectingcommunitiesconsulting #structureandsystemoptimization #boardengagement #boardrecruitment #nonprofitconsultant

Navigating the ever-shifting landscape of business and personal life can be daunting. But I've found strength in the professional networks I've contributed to, and built over the years – the people who offer guidance, share ideas, and provide honest feedback are a boon for me and so many others. As a Veteran Employee Resource Group Community Leader, I know firsthand the value of building strong industry connections. It's not just about finding jobs; it's about finding community and a path to thrive. #veteransuccess #networkingmatters Special thanks to: Eric Wages, Lilyn Hester, Sara Sutherland, Michael Benedosso, Jeff Hamel, Kamil Unver, Sybil S., Robert Page, Craig Neri, Tiffany Lodder, Ian Ogden, Charlene Clee, Karen Dahut, Ronnie Ryder, Ron S., Tyler Long, Ryan Farrell, Less Lincoln, Ryan Edwards-Kiss, Chia-Li Chang, and so many others for making my professional life as rewarding as it has been!

When should I start thinking about a board career? Which boards are right for me, and how do I go about applying for board roles? These are just some of the many questions we get asked frequently at Women on Boards. In this article we look at why directorship is a viable option, how to get your first board role and how WOB can help on your pathway to the boardroom. https://lnkd.in/gg2tgvbM

🌟 Thinking About Your Career Growth? Our Local Leaders Have Advice for You! 🌟 Join us for a FREE networking event and career tips session with members of our Chapter Board. Learn how volunteering can be a game-changer for your career! What You’ll Gain: New contacts with Chapter leaders Career benefits of volunteering Insights on Chapter roles that fit your goals What to expect as a volunteer How to apply for roles Whether you’re looking for a short-term role or a leadership position, there’s an opportunity waiting for you to take your career to the next level. (Don’t worry, we never pressure anyone!) Event Details: 🗓️ Date: August 15 🕒 Time: 12 pm 📍 Location: Zoom Don’t miss this chance to network, learn, and grow with our Chapter leaders. Register now and take the first step towards enhancing your career! 👉 [Register Now] https://lnkd.in/gA-jyN_p #CareerGrowth #Networking #Volunteering #ProfessionalDevelopment #ChapterLeaders #CareerTips #VolunteerOpportunities #atdcascadia

The AmPhil Talent Solutions team doesn't just help your organization fill a critical role with culture-aligned talent, we become partners with your HR and leadership. One example is Carmen Sapara, who lends clients invaluable insight into optimal onboarding practices. Some highlights: 1. Have a written agenda (schedule) for the hire's first few weeks 2. Include an HR Meeting on benefits and policies 3. Set a meeting with IT at the end of week one 4. Designate a peer to be available to the new hire for support and workflow questions, including routine checkins 5. Assign small projects/tasks early on that will acquaint the new hire with your org's processes Finding the right professional for your open position is at the center of recruiting success, and many organizations rave about Carmen's advice and how it elevates their new hire onboarding and retention. #NonprofitStaffing #MGO #Development #NonprofitRecruiting #NonprofitHR #NonprofitonBoardig

You hired LaTresse Snead to tell you the truth, so here it is: The environmental sector has traditionally been white-led and white-centered. That’s why organizations who try to diversify their staff on their own usually end up falling into groupthink. Once your leaders accept and acknowledge this, we can get to work creating the organization you envision becoming. #executivecoaching #nonprofitleadership #nonprofitcoaching

Sound advice...💪

This is the first time we have five generations in the workforce at the same time. What does that mean for leadership and how are you managing the diversity of age, ideas and culture? Erin Hall recently had this conversation with the National Organization for State Associations of Children and agrees that you have to adjust your management style depending on the generation. Should you also adjust your recruitment strategies? Yes! Let’s chat about what your recruitment plan should look like.    Learn more from Blue Avocado: https://lnkd.in/gcg2wxfj

As I reflect on my professional journey from the field of communications to government affairs/relations, I think about what I would say to my younger self. The thing that comes to mind is: “Purpose helps guide the life you want to live.” My professional journey has been filled with a number of plot twists, from my early start as an administrative assistant to event planning, public relations, and marketing—and now to politics and government relations. Each role, each company, and each person I've had the pleasure of working with has contributed to my growth and understanding of my purpose. I love my work, I love representing my beautiful state, and I love the idea that in some small way I've had an impact on the history-making of South Carolina. It was not until my late twenties that I was exposed to Black business ownership and women in professional leadership roles. Once exposed, it felt like I'd finally found my purpose— that I’d long been searching for. Up until this light bulb moment, it felt as if I'd just been working jobs instead of embarking on my career. Like many of my era, I grew up in a pretty gender role-defined environment but was always told that I could be anything I wanted to be. However, seeing women, especially Black women, in roles of influence later in life made me realize the possibilities for myself and that it wasn't just for others. To my younger self, I would say that it is okay to be a late bloomer and that your time will come at the most perfect time. To those who share a journey where you too have often been the first, the only, or one of few women of color in the room, I see you. The journey is one of challenges and growth, sometimes lonely and exhausting, but ultimately, empowering. As I shared a few weeks back, I recently celebrated my first year of #BettingOnSelf and the launch of my business. I want to share a BIG thank you to my family and community, who continue to believe, support, and encourage my journey, and most importantly, helped me find my PURPOSE. Cheers to the beautiful sunset each day and the exciting potential of tomorrow! #Entrepreneur #Leadership #BlackOwnership #Motivation #Mindset #Lobbying #GovernmentRelations #SeeItBeIt #RepresentationMatters