1. Initial findings from Case Studies

2. Key turning points: Securing the SureStart contract created a major step change A companywide review enabled some difficult changes to be made The development of the Can Cook Studio has started to bring in significant revenue and helped to create a high profile for the organisation Critical Success Factors: Creating a high profile and not skimping on publications and marketing tools Having survived long enough for people to take an interest Running the organisation as a business Not being afraid to challenge or be challenged Really knowing and understanding the community and retaining a passion to meet their needs Interviewees: Susan Roberts and Robbie Davidson Location: Speke, Greater Merseyside Age of organisation: 20 years, although 5 Children and Families Development Trust incorporated in 2006 Legal Structure: Company Limited by Guarantee with Charitable status, second will be a Company Limited by Guarantee Annual Turnover: £1.2 million Staff: 43 Board Members: 6 board members

3. Interviewees: Sue Dixon, Director Location: Stockport, Greater Manchester Age of organisation: 3 years Legal Structure: Community Interest Company Limited by Shares – Maximum £1 share profit per year Annual Turnover: £350, 000 Staff: 6 Board Members: 3 Key Turning Points: Moving from a private consultancy to an independent CIC Funding from the Tudor Trust in 2009 enabled the organisation to grow the team to develop new business and develop multiple income streams A significant contract with the Strategic Health Authority will develop initiatives with 10 Health and Social Care Organisations across the North West, broadening scope and partners Creating an Operations Manager post has improved processes and strengthened core Critical Success Factors: In depth knowledge of the sector and community Strategic partnerships Having a strong entrepreneurial team with broad networks Keeping small and efficient, to be able to adapt quickly and be reactive to need Having service user involvement from board to staff to volunteer level

4. Interviewee: Karen Butigen, Chief Executive Location: Ashton Under Lyne, Greater Manchester Age of organisation: 12 years Legal Structure: 2 company structures - St Peters Community Partnership (Company Limited by Guarantee with Charitable status) St Peters Trading Partnership (Company Limited by Guarantee, acting as a trading arm) Annual Turnover: £2 million across the two organisations Staff: 70 staff and community volunteers Board Members: 12 places, currently 10 board members Key turning points: An organisational review led to a change in business and operational model Wind down projects services which were running at losses despite being successful on the surface A change of staffing and leadership and the set up a pool of employees that can be drawn in to work across a range of services, rather than set Project Managers Winning a series of awards raised their profile locally, regionally, nationally Critical Success Factors: Having strong leadership across staff and Board Being local across staff and Board Moving away from grants as core source of income Becoming more independent from local authority

5. Interviewee: Karen Martyniuk, Chair and General Manager Location: Clayton Brook, Preston Age of organisation: 13 years Legal Structure: Company Limited by Guarantee with Charitable Status Annual Turnover: £10,000.00 Staff: 0 paid 20 volunteers Board Members: 14 Key turning points: Securing key in kind support for premises European Social Funding enabled a range of community training which led to a range of positive impacts. However provision has now been significantly reduced due to lack of funds. Introduction of counselling services has enabled them to bring income in through grants to deliver regular services, paid for by the local Health Authority A shift in focus is making the organisation more enterprising, looking at setting up social enterprise services such as the printing enterprise they are developing Critical Success Factors: Effective team work Having consistent leadership centred on a passion for people, with active local people driving the organisation forward Having strong relationships for long term assistance and in kind support The commitment and co-ordination from the General Manager

6. Interviewees: Angela Green, General Manager and Sally Orrel, Executive Director Location: Nenthead, near Alston, Cumbria Age of organisation: 5 years Legal Structure: Industrial and Provident Society Annual Turnover: £150,000 Staff: 4.5 Board Members: 12 Key turning points: Adding the Post Office to the shop created a real hub and bought a sense of community back to the village Realising that they are limited by their facilities not the population has prompted them to create new opportunities for growth including a new venue, delivery services and on-line sales Critical Success Factors: Setting financial targets Business advice from various sources Ensuring transparency and accountability Having clear goals Retaining local support and being community led

7. Common Themes We are spread too thinly, with too much work, with too little financial resource over too short a time scale Local Authorities are risk averse and lack entrepreneurial understanding or experience Success factors include re-focussing on the mission, making time to have a hard look and review the business model, reshuffling the board to make sure the most suitable and active people are driving the organisation forward Enterprise is playing an increasing role in generating income, increasing independence and creating employment A range of generic support is on offer for new and emerging organisations. The more specific support and knowledge established organisations need is not widely available.