Finding Cultivating and GROWING your Development Teams Talent AFPNNE 2017 Annual Conference November 2 2017 Presenter Laura Weinman Assistant Vice President KEESAlford Executive Search Thoughts about Talent ID: 769802
Download Presentation The PPT/PDF document "Finding, Cultivating and GROWING" is the property of its rightful owner. Permission is granted to download and print the materials on this web site for personal, non-commercial use only, and to display it on your personal computer provided you do not modify the materials and that you retain all copyright notices contained in the materials. By downloading content from our website, you accept the terms of this agreement.
Finding, Cultivating and GROWING your Development Team’s Talent AFP-NNE 2017 Annual Conference November 2, 2017 Presenter: Laura Weinman Assistant Vice President, KEES/Alford Executive Search
Thoughts about Talent “Every artist was first an amateur.” – Ralph Waldo Emerson“The greatest leader is not necessarily the one who does the greatest things. He is the one that gets the people to do the greatest things.”-Ronald Reagan“I think that the most important thing a woman can have - next to talent, of course - is her hairdresser.” -Joan Crawford
Who is the s peaker …and what does she know, anyway?20+ year career in development and marketing for nonprofits5+ years search experienceLeads executive searches for leadership roles in Development and Advancement Laura Weinman
About YOU What’s your most unusual talent that you can demonstrate? Group vote and “award”
How to recognize your team’s variety of talents They think creatively/strategically They get things done They promote your missionThey engage stakeholdersThey get results
Growing your existing team’s talent How? Coaching SupportingTeam buildingUpdate Job descriptionsAdvantages?RetentionCareer DevelopmentGreater Institutional knowledge “Sending the elevator back down”
Advice from House of Cards ’ Frank Underwood
How do you know it’s time to grow? Is everyone working at capacity? Do you have both “visionaries” AND “doers”? Is your team current on best practices?Does your team regularly have new, innovative ideas?How is your team’s energy and drive?Is your team “stuck” in its ways?Does your team lack the skills for a specialized role?Does your org have new funded programs, or wanted programs that need funding?Does your team need project or temporary support – i.e. campaign?Do you have a growing and organized donor database that is not being fully used to its potential?Other
Advantages of adding new talent to your team New perspectives New energy Keeping things freshExample – US Military
How do you decide? When to consider growing a team member for new responsibilities When to consider hiring from the “outside” Weighing all the “pros and cons”
Case Study Michelle Lawrence
The Job – Major Gift Officer A new position for your growing Development Department Michelle Been with the organization for 3 yearsAnnual fund, grant writing and event responsibilitiesKnown and trusted by the board and staff leadershipA “known” cultural fitLawrence Experienced MGOSolid Tenures Raised money for related mission
What are some considerations? The delicate balance of skills and “fit” What would you want to know? Who would you choose?Why?
If you’ve chosen Michelle Update her written job description with new objectives Check in frequently, be available Model behavior Scenario/role playingConnect her with a mentor or coach in the community as a resource
If you’ve chosen Lawrence Consider DiSC assessment to help with onboarding and work style understanding Promote team building to help the team to be cohesive Get buy-in from organization stakeholders (CEO, Board, other staff)Examples
So…how can I find a “Lawrence”? Advertising Proactively calling contacts Treating search as a consultative process and not a transactional oneConsidering a search partner…bring on the experts!
Things to consider Your culture Identifying your needs Identifying current strengths on your teamCoaching/mentoring opportunitiesDeveloping staffHow do you hire for deficiencies or to add a skillset to the team?
Assessment Regular check-in conversations No “surprises” at more formal annual review Monitoring variances/budget but also things like visits, callsCultural fit
How to get others to recognize your talent Network frequently (at conferences, etc.) Offer to mentor, volunteer for the industry in direct service or volunteer leadership Become an expert and a resourceMake sure your resume is updated, current and “modern”Do good work!
Drawing for a sweet treat If you’re still awake, pass your business card to the front!
Questions? Laura Weinman Assistant Vice President KEES/Alford Executive Searchlweinman@kees2success.com847-401-7731