TNTP’s Post

Our Managing Principal, Dr. Dakota Doman was one of the thought leaders on this article by Liann Herder in Diverse: Issues In Higher Education which investigates HBCU executive turnover. TM² Executive Search represents a pioneering shift in the landscape of leadership acquisition, particularly within the Historically Black Colleges and Universities (HBCU) environment, where the need for diverse, dynamic, and culturally resonant leadership has never been more pronounced. Unlike traditional search firms that often operate on conventional recruitment paradigms, TM² Executive Search stands out by embedding itself into the unique ethos and values that HBCUs uphold. This approach centers on: Cultural Competency: TM² Executive Search brings a nuanced understanding of the HBCU culture, heritage, and its significant role in shaping leaders who are not just academically adept but also deeply invested in community and societal progress. This cultural competency ensures that the leaders sourced are not only fit for the role technically but resonate with the institution's mission on a fundamental level. Diverse Leadership Pools: In an era where diversity in leadership is directly correlated with organizational innovation and resilience, TM² Executive Search's commitment to promoting a broad and diverse range of candidates is especially beneficial. Strategic Alignment: TM² Executive Search's methodology goes beyond mere recruitment; it involves understanding the strategic direction of the HBCU and aligning the search process with these long-term goals. This approach ensures that the leaders chosen are not just effective in their roles today but are visionary figures who can steer the institution towards future success. Community Engagement: Recognizing that HBCUs are more than educational institutions—they are central to their communities—TM² Executive Search emphasizes selecting leaders who are keen on community engagement and development. This focus ensures that HBCUs continue to serve as pillars of their communities, driving social, economic, and cultural upliftment. Innovation and Adaptability: Finally, TM² Executive Search is at the forefront of integrating innovative search techniques and adaptability into its operations. In a rapidly changing educational landscape, this means that HBCUs can count on leadership that is not just prepared for today's challenges but is also forward-thinking, ready to adapt and innovate for the future. In essence, TM² Executive Search is not just another search firm; it is a strategic partner dedicated to elevating HBCUs through the meticulous placement of leaders who are culturally attuned, strategically minded, community-focused, and innovation-driven. The collaboration with TM² promises to usher in a new era of leadership within the HBCU environment, marked by unparalleled growth, diversity, and excellence. #HBCULeadership #ExecutiveTalent #TM²ExecutiveSearch

Join Jeannine Alexander, CPSM as she takes the stage with Briana Carter, CPSM, James Kent, Tiffany Cartwright, CPSM, and Jennifer Nix-McGerald, CPSM in a panel presentation, “DEI in A/E/C - The Human Experience in Business” on Thursday, July 25 from 2:45-3:45 p.m. at SMPS—Society for Marketing Professional Services Amplify in Salt Lake City. SMPS is working to guide the industry to promote a culture of inclusion, amplify the voices of the underrepresented, and support the business case for diversity. Since 2020, the SMPS DEI Committee has been working on initiatives and strategic objectives to increase awareness of and support DEI for SMPS’ membership, their organizations, and the AEC industry at large. Topics covered include: - Overview of SMPS DEI Committee work: accomplishments to date, resources, and what we’re working on now - The business case for diverse experiences and viewpoints on professional teams - What does a culture of belonging look like? - Approaching equity work from a lens of curiosity without guilt, shame, or blame - The importance of understanding the history of inequities in the US and unconscious bias to become more aware of the unintentional harms we may cause - Steps for people at all levels to work towards a culture of belonging in your SMPS chapter, company, and personal life - Specifications to create a safe space among your team members

I learned so much about revitalizing our communities during the 2024 NFBPA Leadership Forum, but one statement by Lucia Davis-Raiford stood out: “Systems are designed to be exclusive and I’m designed to not be.” As an advocate for children and an educator committed to closing the educational gap, this resonates deeply with me. Our systems often marginalize those who need support the most. Ms. Raiford’s words remind us to actively work to dismantle these exclusive structures. In education, this means ensuring that every child, regardless of background, has access to quality education and equal opportunities. After a conversation, I asked Ms. Raiford, “How do you believe we can start to dismantle exclusive systems within our educational institutions to create a more inclusive environment for all children?” She explained, “You have to know the limitations of your opponent.” This means understanding the constraints, weaknesses, and challenges that exclusive systems face. This involves: 1. Identifying Systemic Weaknesses: Recognizing where systems fail or are vulnerable to change. 2. Understanding Opposition: Knowing who or what opposes inclusivity and their motivations and strategies. 3. Strategic Planning: Using this knowledge to develop targeted strategies to challenge and transform these systems. 4. Building Alliances: Working with stakeholders who support inclusive education to push for change. By understanding these limitations, we can more effectively strategize and implement changes that promote inclusivity. #LeadershipForum24 #NFBPASFL #SoFloStandard #ShapingTomorrowTogether #EducationForAll #CommunityRevitalization #InclusiveLeadership

We are pleased to announce our 2024 FSRSD Executive Education Award recipients. Awardees can participate at Dartmouth’s Tuck School of Business or a program of their choice based on FSRSD approval.   How were awards determined? Diverse business leaders were encouraged to apply for the award by member corporations familiar with the business's product and/or service capabilities and believed that the Program could offer tangible benefits to the business owner. Applicants were evaluated on a growth trajectory, geographic market capability, expected outcomes from attending the program, industry impact, and personal and professional development.   “Our goal is to provide opportunities for deserving individuals to pursue education and unlock their full potential,” said Marsha Thornton, Chair of FSRSD’s Supplier Development Committee, which oversees the sponsorship selection process. "The executive education award is a key component of our supplier development strategy.”   Awards were up to $5,500 per awardee. Visit www.fsrsd.org for more information on how the FSRSD can enhance your financial institution’s supplier diversity process. FSRSD Contact: supplierdevelopment@fsrsd.org Robert Simpson T.J. Lewis Kevin Deese Lynn B. Reddrick Rosi Soriano Hasan Sally Wilson Teresa LeFevre Lissa Miller Bonnie Nijst Hope Jacoway Marsha Thornton David V. Tara (Interrante) Sawyer- CCWP Michelle Jones Tim Morton Prompta - AI-Enabled Change Management & Transformation BPT Staffing - DEI Staffing & Recruiting Swoon WBENC National Minority Supplier Development Council (NMSDCHQ) Disability:IN National LGBT Chamber of Commerce (NGLCC) U.S. Black Chambers, Inc. The Tuck School of Business at Dartmouth #DiversityandInclusion #SupplierDiversity #financeindustry #BusinessExcellence #financeindustry

“Dismantling DEI offices should not be the solution. Rather, to the extent possible under the law, college leadership should attend to creating and maintaining diversity-centered institutional structures (e.g., DEI offices and leadership) that promote the institution’s mission and goals. Fundamentally, I assert that it is imperative that institutions of higher education maintain and further support diversity programs and initiatives through an organizational structural commitment. This includes support for the leaders charged with developing and maintaining DEI initiatives.” https://lnkd.in/eeKZHcXp

"Dismantling DEI offices should not be the solution. Rather, to the extent possible under the law, college leadership should attend to creating and maintaining diversity-centered institutional structures (e.g., DEI offices and leadership) that promote the institution’s mission and goals. Fundamentally, I assert that it is imperative that institutions of higher education maintain and further support diversity programs and initiatives through an organizational structural commitment. This includes support for the leaders charged with developing and maintaining DEI initiatives."

Staff Council leaders are elected to positions empowering them to build and sustain community at CU Boulder. It advocates for, and is inclusive of, all staff members. Volunteers dedicate time and passion to help colleagues on staff be seen and heard by campus leaders. The Staff Council Impactful Service Badge recognizes proactive servant leadership on Staff Council sub-committees that makes a measurable difference for our community. The University staff competency model translates the campus values into behaviors to ensure that employee behavior aligns with the campus culture and vision: Integrity/Responsibility/Ethics, Innovation, Inclusive Excellence, Collaboration, and Communication. Skills associated with this badge include: Advocacy, Communication, DEI Values, Organizing Servant, Leadership, and Volunteerism

https://lnkd.in/gmQNHVXD Comprising 18 different authors, this text shares effective leadership principles and practices for new and seasoned Black professionals, common but unique racial problems that Black higher education professionals face, and rich examples of both wisdom and warning for navigating leadership terrain.

Calling All Alumni...It's that time of year again to either renew or join the LC Alumni Association! Join your fellow alumni today and show you're #LCProud! Click here to join: https://bit.ly/2UBttGV for only $50 per year. If you can't remember if your membership is current feel free to contact us so we can check for you! Also, have you updated your Alumni Directory information lately? If you have changed jobs, emails, addresses or any of your contact information make sure you update your information here https://bit.ly/3kW7l4w so your correct information is listed. #LCProud #EngagingLeadership #PositiveLeadership #LCAAProud

#FridayThoughts After a conversation with a colleague from UK Higher Education, I've been reflecting on the nature of success and self-worth in academia. The metrics we often chase [e.g., million-pound awards, the establishment of hubs and institutes, or contributing to the ever-evolving vision statements] can obscure what truly matters. These achievements are fleeting and often subject to the whims of time and policy. What endures is the respect we earn and the support we provide to our team members' life and career development. As academic leaders, our legacy isn’t in the transient accolades but in the lasting impact we have on the people we mentor and work with everyday. It’s crucial to maintain our sanity by focusing on these enduring values, fostering a respectful environment, and being respected in return.