1. Leadership, Governance and Giving

2. The following material was prepared for the AFP Research Council Think Tank held October 7-8, The event was co-sponsored by the Philanthropy and Nonprofit Leadership Center at Rollins College. The Research Council is indebted to a generous grant from the Edyth Bush Charitable Foundation to the AFP Foundation that made it possible to convene nationally recognized presenters for the 2008 AFP Think Tank.

3. Leadership
Dr. Rita Bornstein
President Emerita
Rollins College

4. Leadership in the Nonprofit Sector
What we know
More professional & respected
More complex
Shifting job market (from expansion to contraction)
What we need
Succession planning
New concepts of leadership
Changes in governance

5. What We Know (1) More professional & respected
Proliferation of nonprofit centers, courses, degree programs
Many more professionals certified or degreed
Higher compensation / inducements / incentive pay

6. What We Know (2) More professional & respected More career mobility
More respect, status, & voice
For example, leadership on community and government boards and commissions
Focus on ethics, standards of practice, accountability

7. What We Know (3) More complex
State and federal laws, regulations, reports
Public scrutiny & mistrust
Proliferation & competition (worldwide)
Pressure for coordination, cooperation, combination

8. What We Know (4) More complex Demands for program expansion
Escalation of campaign goals
Pressure for improved performance
Technology (benefits & costs)

9. What We Know (5) Shifting job market (boom to bust)
Boomers retiring (if they can afford to)
Professional mobility (impeded by economics)
Frequent turnover: loss of relationships & personal knowledge

10. What We Know (6) Shifting job market (boom to bust)
Lack of turnover: resentment & burnout
Inadequate pipeline: lack of diverse, trained, experienced professionals (pipeline may become clogged w/underemployed professionals)

11. What We Need (1) Succession planning For CEOs, boards, staff
Home-grown talent (high failure rate for outsiders)
Systematic recruitment, training, evaluation, & mentoring
Recruit & train: financial planners, real estate agents, sales & marketing professionals, stockbrokers

12. What We Need (2) Succession planning
Internships for high school & college students, under-employed, others
Focus on diversity
In-house opportunities for cross-training, lateral shifting, career mapping, promotion, rewards, recognition

13. What We Need (3) Succession planning
Individual responsibilities for career development
Industry-wide perspective

14. What We Need (4) New concepts of leadership
Organizations are changing in response to competition, globalism, and needs
This requires changes in leadership style
The end of hierarchy – from ladder to web
Leading from the middle – collaborative,
information flow
Working in teams – expertise resides in team
(fund raiser, CEO, board member)

15. What We Need (5) New concepts of leadership Integral Integrative
Conceptual

16. What We Need (6) Integral leadership
Seeing the organization as a coherent whole
Big picture/holistic thinking (integrate mission, program, fundraising/giving)
One big hat/one big tent
Source: Association of Governing Boards of Colleges and Universities

17. What We Need (7) Integrative leadership Holistic thinking
Ability to consider two opposing ideas at once
Not “either-or”
Forge an innovative third way (elements of each, improving both)
Defining characteristic of top business leaders
Can be learned and become a habit
Source: Roger Martin, Harvard Business Review

18. What We Need (8) Conceptual age leadership
Information age: left-brain dominant (analytical, rational, logical)
Conceptual age: right-brain dominant (intuitive, creative, holistic)
Source: Daniel H. Pink, A Whole New Mind

19. What We Need (9) Changes in governance Increased board engagement
Focus on board composition, orientation, communication, participation, evaluation
Transparency and accountability

20. What We Need (10) Changes in governance
Develop a culture of philanthropy (embedded in materials, activities, presentations, etc.)
Shared leadership (team work among the CEO, fund raiser, board member)
Distributed expertise for fund raising (e.g. Gladwell’s Connectors, Mavens, and Closers)

21. Leadership in the Nonprofit Sector SUMMARY
What we know
More professional & respected
More complex
Shifting job market (from expansion to contraction)

22. Leadership in the Nonprofit Sector SUMMARY
What we need
Succession planning
New concepts of leadership
Changes in governance

23. Questions and Comments
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