Reed Consulting is of the belief that healthy organizations engage in the process of continuous quality improvement (aka “CQI”), adapting to opportunities and challenges in an intelligent and responsive fashion. This adaptation is almost always contingent on the overall structure of an organization and how its many parts work symbiotically together, allowing for the “whole to be greater than the sum of its parts.”
Reed Consulting offers a number of services geared towards increasing the effectiveness and capacity of your organization. These services include, but aren’t limited to, the following:
Board Development. Did you know that, by law, 501(c)(3) nonprofit organizations must have a Board of Directors to provide oversight and governance? In many ways, a nonprofit Board is the most important part of an effective organization. And yet nonprofit Board members are often the least publicly visible representatives of an organization (and sadly, sometimes the least appreciated). Reed Consulting can provide guidance on the successful recruitment, training and retention of Board members. Having served on a number of boards in the past, I’ve witnessed many examples of “healthy” vs “unhealthy” board governance, on both extreme ends of the “engagement spectrum” varying from absent/negligent on one end to helicopter/micromanaging on the other end. I’ve witnessed other examples of board incompetence where a Board President was clearly unable to fulfill his/her duties and the Board reinforced this “asleep at the wheel” phenomenon through inaction. I’ve also witnessed unfortunate examples of “hands on” board members who overstepped boundaries and unnecessarily hampered executives through misguided micromanagement. In nearly all of these cases the weak link was lack of effective communication. Reed Consulting can help facilitate this communication to make sure that all voices are being heard and that an organizations bylaws are being carried out.
Volunteer Capacity. Many large funders evaluate charitable causes on the basis of their capacity for economic and programmatic sustainability. One tangible marker of sustainability is “in-kind” support through the contributed labor of volunteers. In many organizations the financial value of this volunteerism is first determined, then approved by their Board and formally designated in audited financial statements. In conjunction with an organization’s Chief Financial Officer and/or Board Treasurer Reed Consulting can help calculate this value, comparing it to standards published by BoardSource.gov and other industry sources.
Reed Consulting is a big proponent of making sure that, whenever possible, “direct service volunteers” are strongly connected to the organizational culture as closely as possible. In an ideal world, a Board would have a standing position for a “volunteer representative” that can ensure that the Board has its fingers on the pulse of what’s “going on in the field.” This lifeline can often better ensure that small problems (such as morale, programmatic gaps, etc.) don’t expand to more problematic levels.
Maintaining the morale of volunteers is also critical to sustainability. In many cases, increasing the visibility and recognition of these individuals (such as having volunteers highlighted in a quarterly newsletter or on an agency website) can make volunteers feel more engaged and appreciated. Official “volunteer appreciation events” are also another great way to communicate the value of their role and efforts. Reed Consulting has experience in conducting such events.
Executive Leadership. Reed Consulting is a strong proponent of the concept of strong executive leadership, where an organization’s leaders are able to carry out the mission of the organization unencumbered by micromanagement or conflicting mandates. Yet the acquisition and retention of competent leaders can be a major challenge. Competitive financial compensation (along with subsequent merit based salary increases) are often necessary components. Additionally, an organization’s financial commitment to continuing education is important to ensuring that even the most adaptive leaders are able to stay abreast of emerging trends and best practices in their respective fields.
Succession Planning. One of the great truisms of life is that change is inevitable. Particularly in the nonprofit field, where financial compensation is often a challenge (see “Executive Leadership” above), even the most bullet-proof retention efforts will eventually be confronted with the inevitable need for leadership changes. Ideally, larger organizations often have multiple executives (such as “Deputy Director” or high level program managers) who can temporarily fill the shoes of a CEO. In other nonprofit organizations, it is usually the Board President who steps into a leadership position temporarily when the primary executive departs. Having a formal succession plan in place can help thwart off a leadership crisis (and, in some cases, a p.r. nightmare if the executive leaves on bad terms or is terminated).
Strategic Planning. Reed Consulting firmly believes that the most healthy organizations are those that make ongoing strategic planning part of their DNA. This can involve what is known as a “SWOT analysis that examines the relative strengths, weaknesses, opportunities and threats (competition) facing an organization. Many nonprofit organizations have multi-year strategic plans where they can aim for ambitious and lofty goals. For some organizations it might be the goal of purchasing of a housing complex. Or the expansion into new modes of service delivery. Or potentially merging with another organization to pool resources, reduce costs and increase efficiency. Even though it sounds relatively “dry” and analytic, strategic planning can actually be an extremely creative (and shockingly, dare we even say, “fun”) activity that can give even the most dynamic organizations a much needed reinvigorating “breath of fresh air”!
Conflict Resolution. In those organizations that don’t have adequate human resource capacity, “H.R. issues” often become, by default, the begrudging purview of executives and Board Presidents. As a certified mediator (with completed graduate school coursework from California State University, Dominguez Hills) with an extensive history of resolving misunderstandings and facilitating constructive dialogue, Reed Consulting understands this process from a facilitation as well as participant perspective and can assist organizations in making sure that all parties feel both heard and understood, seeking common ground and mutually satisfying outcomes whenever possible.
Annual Retreats. We have facilitated a number of successful annual retreats, allowing staff and volunteers the opportunity to recharge, look back on the accomplishments and challenges of the prior year, while also looking forward to the future. Annual retreats are also a great chance to reiterate the shared mission and purpose of an organization and introduce (or re-introduce) individuals to each other who may not normally interface on a regular basis. And don’t worry, Reed Consulting has a strong “anti trust fall” policy so you won’t ever see that cliched and outdated gimmick facilitated by us!
Re-branding. Sometimes organizations “outgrow” their original names, visions and missions. Sometimes the inexorable march of time necessitates increased inclusiveness and cultural competency (e.g., a women’s organization needing to open up services to men or a traditionally English speaking organization needing to outreach to Spanish-speaking constituents). This could be something as simple as a name change. Or it could be something more substantial such as the expansion of services into new geographical regions. Ideally this process occurs in an intentional and voluntary fashion (as part of an organization’s strategic planning as mentioned above) and not in a reactive, involuntary manner (due to loss of funding, a lawsuit or having been “squeezed out” of the service provision field due to a competitor’s success, etc.). Re-branding can also pose an “identity crisis”, particularly for a well established organization where staff are set in their ways and organizational inertia prevents forward movement. Reed Consulting has a successful track record of facilitating conversation, identifying resistance, and exploring the feasibility of such a potential sea change.