1. Building future leaders: examples of 70/20/10 plans
Leading for Impact
Barb’s note: We are seeking a few more good examples to add to this presentation

2. Example of a 70/20/10 development plan Role: Director of Development
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Example of a 70/20/10 development plan Role: Director of Development
EXAMPLE
Development plan
Competency and development goals
Experience-based assignment (70%)
Mentoring and coaching
(20%)
Formal training and self-study (10%)
Develops and motivates: Improve coaching and delegation to give staff more responsibility and enhance their development
Schedule regular coaching/supervision sessions with direct reports
Schedule regular feedback/coaching sessions with CEO
Attend Executive Leadership Forum at sector’s national conference
Manages with data: Be able to answer sophisticated questions around financials; be able to understand trends
Sit in on audit committee meetings
Draft responses to financial questions and have CFO review (rather than forwarding questions to CFO)
CFO will coach/mentor (by providing feedback on drafted responses, answering questions, etc.)
Take course at Georgia Center for Nonprofits to get Certificate of Nonprofit Finance and Accounting
Job knowledge/ capabilities/skills: Learn from the fundraising activities of similar nonprofits, especially related to event
Visit another similar nonprofit’s key event to see how they put on their event and seek approaches that our organization could adopt
Seek out colleagues in similar roles at 1-2 other similar nonprofits; interview them about their approaches to fundraising and events
n/a, but will spend time drafting implications for the organization
Note: This is a real example from a client, but identifying information (e.g., names of organizations and individuals) has been removed

3. Example of a 70/20/10 development plan Role: Director of Operations
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Example of a 70/20/10 development plan Role: Director of Operations
EXAMPLE
Development plan
Competency and development goals
Experience-based assignment (70%)
Mentoring and coaching
(20%)
Formal training and self-study (10%)
Analytical Thinking:
Increase use of the end goal as a guide mark for how to structure and sequence work more effectively (“form follows function”)
Establish clear goals and priorities
Using annual goals, take 2-3 complex goals and clearly define desired end state, incremental success, ultimate benefits and key stakeholders for success.
Schedule regular feedback/coaching sessions with CEO, outside of normal meetings.
Attend executive leadership program for non profit organizations
Workload Management:
Break down and sequence work early on to clarify team member roles and enable them to manage their own workloads
Assign projects earlier so team members may better manage their own workload
Increase effective delegation trends
Utilizing work planning template, build out two projects from annual goals and monitor progress on goals. (Use “Thinking Thursdays” to do this.)
Reach out to internal expert to get feedback and assistance on workplans for the two projects
Attend project management training
Technical Expertise:
Increase knowledge of the organization’s facilities and systems
Identify and map all major systems at both locations
Work with Program Assistants/ Maintenance Tech to understand implications of changes
Research and attend any appropriate training on systems we use
Decision Making:
Be able to make the best decisions as quickly as prudently possible
Using annual goals, identify 2-3 areas where decisions will lie solely with me. Craft purpose/objective of decisions and as decision time approaches craft alternate choices.
Schedule regular feedback/coaching sessions with CEO (outside of normal meetings) to review process/ thoughts on mission-critical decisions.
Once decisions that have been identified or made, spend time analyzing outcomes/lessons learned and identifying next steps.
Note: This is a real example from a client, but identifying information (e.g., names of organizations and individuals) has been removed

4. Example of a 70/20/10 development plan Role: Development Assistant
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Example of a 70/20/10 development plan Role: Development Assistant
EXAMPLE
Development plan
Competency and development goals
Experience-based assignment (70%)
Mentoring and coaching
(20%)
Formal training and self-study (10%)
Subject-matter expertise: Gain further expertise and use expertise to train and support others
Develop a resource booklet on the campaign reports I produce to serve as a departmental tool to be used by current and future staff
Train the event coordinator on mail- merging, proofing and formatting campaign letters
Increase knowledge of customized campaign reports that can be produced using Raiser’s Edge
Get feedback from Director of Development re: content and structure of resource booklet
Ask our Technical Support Representative at Raiser’s Edge for information on Crystal Reports and how they are used by other organizations.
Join a Raiser’s Edge user’s group in Atlanta to learn more about others’ experiences with and usage of Crystal Reports
Relationship builder-internal: Build stronger internal relationships with individuals and teams that I regularly work with
Develop a strategy to communicate and build relationships with Regional Operations Managers re: campaign reports I process for them and other gift reports they may need from me
Volunteer to assist the Central Office support staff who are coordinating office functions
Serve as a contact person for new staff who may need assistance with document formatting or other areas of my expertise
Get feedback from Director of Development as I seek to build relationships internally – about how to improve my skills, structure my time, etc.
As needed, do self-study of Word document formatting
Problem solver: Find areas in the department needing improvement and take initiative to address them
Develop improvements in how I process add-on gifts so that the process is more streamlined
Develop a comprehensive hard-copy filing system for the development department
Discuss my ideas and plans with the Director of Development and get her feedback
(This competency will be developed from the 70 and 20)
Note: This is a real example from a client, but identifying information (e.g. names of organizations and individuals) has been removed

5. Example of a 70/20/10 development plan Role: Chief Operations Officer
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Example of a 70/20/10 development plan Role: Chief Operations Officer
EXAMPLE
Development plan
Competency and development goals
Experience-based assignment (70%)
Mentoring and coaching
(20%)
Formal training and self-study (10%)
Planning
Leverage one-on-one and team meetings to develop and track program/event plans
Spend additional time gathering and analyzing data to inform planning
Regularly share info and seek input from the board, advisory board and external stakeholders
[Name] – for data analysis
[Name] – for program design
[Name] – for mission committee and board engagement
[Name] – for advisory board members
Self-study of Microsoft Outlook and Office 365 organizational tools
Executor
Lead and delegate more than doing work directly to ensure that I can quickly and effectively respond to staff and other organizational needs
Groom direct reports for succession by involving them in my direct work and delegating some advanced responsibilities
Incoming CEO – for prioritizing efforts
[Names] – for motivating, coaching and retaining staff to successful outcomes
Self-study of related Harvard Business Review articles
Relationship builder (External)
Attend more external meetings where key stakeholders and leaders convene to discuss efforts relevant to organization’s efforts
Regularly engage external stakeholders personally, as well as professionally to build rapport and facilitate partnership
Arrange two coffee/lunch meetings per week with external stakeholders
Outgoing CEO – transitioning key stakeholder relationships and making new connections
Incoming CEO – making new connections
Use LinkedIn to review contacts, schedule meetings and share news
Do the Georgia Partnership for Excellence in Education Fellowship Program
Note: This is a real example from a client, but identifying information (e.g. names of organizations and individuals) has been removed

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Example of a 70/20/10 development plan Role: Director of Educational Programs
EXAMPLE
Development plan
Competency and development goals
Experience-based assignment (70%)
Mentoring and coaching
(20%)
Formal training and self-study (10%)
Strategic thinker
Review and analyze data (re: tutoring time, student and volunteer attendance) monthly and document corrective actions to improve performance
Build logic models and evaluation plans for programs; implement evaluations
Attend education think-tank gatherings
[Name] – sounding board for ideas on education
[Name] – sounding board for ideas on nonprofit management
Research educational initiatives and best practices
Program management or outcomes-based measurement workshop
Relationship builder
With Principals – convey the value of the services we’re providing, share progress regularly; let principals know what action could occur when principals are unresponsive
Other resourceful partners – look for synergies and include them in program activities
[Name] – for leveraging relationships with schools
Crucial Conversations book
Continue to study the school district’s website for system planning
Note: This is a real example from a client, but identifying information (e.g., names of organizations and individuals) has been removed