The Consultation Process
All our consultations are designed jointly by the consultant and our clients. They are time-limited and oriented towards measurable objectives. Work proceeds through conversations that may be one-to-one, one-to-two, or group-based. Other instruments, such as facilitated meetings and retreats, training sessions, and individual coaching are used as needed.
These fundamental principles guide our work:
Board and Staff Development
The difference between the work of a board of directors or trustees and the work of staff is often confusing. Hence the necessary collaboration between them is difficult. What makes this partnership work is when both groups understand their respective tasks. When boards are able to take up their high level task of leadership on fiscal and policy matters, the organization’s staff is able to lead and manage the work. This requires a well-tuned working alliance between the board chair and the CEO that allows them to develop a concerted leadership strategy for both groups, while allowing each of them the necessary autonomy to lead.
Strategic Communication
Internal and external communication is critical to an institution’s identity and success. Communication planning provides a platform for consistent and effective messaging, serving institutional strategies built on clear goals and objectives, reliable data and feedback loops. It is vital in the context of campaigns, leadership transitions, and
crisis management.
Retreat Design and Facilitation
Retreats give governing boards and managers the opportunity to step outside of business routines and take a longer view of the organization – where it is now and where it is heading – and to reflect on their respective leadership roles. Retreats can serve a wide array of objectives. Among them:
- Clarify and affirm shared mission, vision and values
- Ensure alignment of goals and objectives across the organization
- Celebrate successes and analyze obstacles
- Formulate new strategic priorities
- Build team-work and assess the work environment
- Analyze and assess the competitive landscape
Organizational Development
Our work involves the CEO and senior team of managers in a structured organizational development process.
For each phase, we analyze current needs and conditions and set up organizational objectives. At the end of each phase, the work is analyzed and the next phase is planned based on the findings from the previous phase. Through this emergent design, the client’s leadership team develops a network of strategic partnerships based on task and role clarity.
Major Gift Development - Strategic Planning
Philanthropy has the power to transform institutions, enhance their mission, and provide more resources for innovation. Fundraising can also serve as catalyst for institutional identity and strategic planning. Campaigns galvanize and build community, on and off campus. Governing boards, alumni, and friends expect their CEO to be the institution’s chief fundraiser. Developing a strong working relationship with development staff and volunteers and knowledge about best practices is crucial to the CEO’s success. Along with campaigns, major gifts represent an essential method of fundraising for most institutions with more established development functions. The vast majority of large gifts to an institution come from individuals already in its donor database.
Executive Training
To be successful, a manager must know her/ his strengths and be able to capitalize on them. At some point every manager reaches the limit of those strengths. Then one needs to develop new skills to sustain effectiveness. Or managers may need to adapt to a new situation where those strengths no longer serve. All leaders are limited to what they have known and what they can see. They may need the help of a coach who can see the whole playing field and helps them develop new ways of working and who can read and interpret the situation, identify the important work tasks, and develop strategies and tactics that will be successful.