Non Profits Face Extraordinary Challenges
The shifting landscape over the last two decades has complicated the role of leading and governing a successful nonprofit including:
~ Massive changes in funding streams: government, private, corporate and foundation
~ Growing complexity in service delivery
~ Changing service mix- more diverse and complex clientele
~ Rapid technological advances
~ Intense competitive pressures
~ Increasing concerns about access, quality, and cost
These pressures suggest a changing and a far more challenging role today than ever in the past to lead and position a nonprofit for sustainability. Can your organization be successful for the long haul without a foundation of managerial best practices and legal compliance? All organizations want supervisors and managers who are committed to the company and able to inspire and motivate the people around them. How many organizations are willing to position their supervisors and to do just that? Leading organizations recognize that today’s challenges require innovative solutions and bold approaches.
While the economic downturn has impacted funding for non-profits, you are equally challenged – perhaps more so – by the ability to develop and retain the right people to help you achieve the organization’s mission. Understanding talent management and succession planning at your nonprofit is about more than just knowing where your next hire will come from and planning for transitions. It’s all about understanding the non-negotiables, the employee skills and talents that are necessary for the continued success of your nonprofit. And, in the long run, it’s about carefully planning for succession.
TLS helps clients across a wide range of issues and sectors. Based upon our direct experience of setting strategy, leading change and driving growth , we focus on the issues that are most important to clients’ success.
• Management and Team Development, You can expect:
o Growth to well-rounded managerial know-how and leadership expertise.
o Confident managers able to lead and inspire
o Ability to develop and motivate employees to achieve organizational goals and expectations
o Improved individual and organizational effectiveness
o Strengthen individual and team competency
o Fewer to none employee relations complaints and lawsuits
o A common and shared “toolkit” of essential supervisory and managerial skills and best practices
o Insight into individual and team strengths and opportunities for improvement
• Developing Winning Strategies
o Strategic intent
o Strategic assessment
o Strategy development
o Longer-term planning
• Growth and Innovation
o Growth strategy
o New growth opportunities
• Performance Improvement
o Process redesign and simplification
o Total Quality Improvement and Accreditation readiness
• Talent Management
o Process design or redesign and simplification
o Continuous professional development systems
o Succession planning
• Change Management
Scope of interaction, Timeframe
This is totally dependent on your needs and scope of work. After a free consultation and assessment we will present a proposal with the deliverables and timetable.