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Board Growth and Development Workshop #2. 2:30pm – 4:00pm Richard Male & Associates. Welcome Funding Trends Unlocking Corporations Raising Money Roles and Responsibilities/ Evaluation Succession Planning Open Discussion/Questions. AGENDA. Funding Trends Across America.

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board growth and development workshop 2

Board Growth and DevelopmentWorkshop #2

2:30pm – 4:00pm

Richard Male & Associates



  • Funding Trends
  • Unlocking Corporations
  • Raising Money
  • Roles and Responsibilities/ Evaluation
  • Succession Planning
  • Open Discussion/Questions
current trends and future issues
Current Trends and Future Issues
  • Significant cuts on public dollars at state and local levels.
  • Less federal money is available except for “trendy” issues. ( health care, homeland security, economic development.)
  • Foundation giving will increase about 2-3% in 2012/2013 and giving will continue to go to “programs, projects and some capital campaigns”
  • Individual donations will decrease slightly ( about 1-2%) and will be targeted more to personal contacts and experiences of the donors.
current trends and future issues 2012 2013
Current Trends and Future Issues- 2012-2013
  • Corporate donations will remain steady at 1% of pre-taxed income but corporate sponsorships with nonprofit special events will increase
  • Philanthropic trusts managed primarily by financial institutions are growing moderately.
  • Transfer of stock is a growth area.
  • Country is aging.
  • Charitable trusts at mutual funds and banks are growing.


philanthropic trusts the hidden pockets of money
Philanthropic Trusts:The Hidden Pockets of Money
  • Managed by trust departments primarily at Financial Institutions
  • Use banking relationships to gain access
  • Grant size usually in the $5,000-$10,000 range
  • Purpose – can be used as general operating funds
  • Generally long term support
new corporate philanthropy
New Corporate Philanthropy










  • In-Kind:
  • Volunteers
  • Product/Services
  • Tech. Assistance
  • Matching Gifts
  • Two Vehicles of Giving:
  • Corporate Giving Programs
  • Corporate Foundations/Trusts
corporate giving don t just think of money
Corporate Giving - Don’t Just Think of Money

There are THREE primary ways in which corporations can help your organization

  • Financial

- Gifts-Traditional Philanthropy (Corporate Foundations)

- Memberships

- Marketing (Corporate Giving Programs)

- Sponsorships (special events)

- Endorsement of Services

- Matching Gifts

Richard Male & Assoc, LLC

corporate giving don t just think of money1
Corporate Giving - Don’t Just Think of Money

2. In-Kind Gifts / Product Contributions

- Office Equipment

- Computers

- Furniture

- Consumer Goods

- Printing

- Use of Facilities

- Donations for Raffles (products or services)

- Advertising (newspapers, TV & in-house/external corporate publications)

Richard Male & Assoc, LLC



corporate giving don t just think of money2
Corporate Giving - Don’t Just Think of Money
  • Employee Involvement
    • Computers/Technical
    • Marketing/Public Relations/Media/Design
    • Legal (incorporation, bylaws, personnel policies, tax questions) Financial (budgeting, financial planning)
    • Board of Directors
    • Committees (standing committees/committee assignments)

Richard Male & Assoc, LLC

the corporate triangle
The Corporate Triangle




are you ready to raise money

Are You Ready To Raise Money?

A checklist of the essential pieces

you need in place

what it takes

Desire to become

  • self-sufficient



2. Commitment from

board and staff

9. Evaluation / reporting

3. Leadership within


8. Execution of the plan

7. Infrastructure: designated

staff / resources / database

4. Strong programs /

compelling need

6. Resource Development

Plan / road map

5. Trust / accountability /


What It Takes
are you ready to raise big money what the large donors are interested in
Are You Ready To Raise BIG Money?(what the large donors are interested in)
  • Clear sense of mission?
  • Are your programs strong?
  • Is your leadership active and engaged?
  • Are you in touch with your constituency, members or clients?
  • Is there a working partnership between staff and leadership?
are you ready to raise money cont
Are You Ready To Raise Money, cont.
  • Do your goals match your budget?
  • Are your financial reporting systems in place?
  • Do you have a successful track record of raising money?
  • Are you accountable for your money?
  • Can you demonstrate results?

“The old adage ‘People are your most important asset’ is wrong. People are not your most important asset.

The right people are.

Good to great depends on having the right people on the right bus at the right time.”

  • — Jim Collins, Good to Great
role of the ceo executive director in relationship to the board of directors
Role of the CEO/Executive Director in relationship to the board of directors
  • To manage not lead the board
  • To share strategy with the board so that the board can lead the board
  • To organize the Board leadership
  • To work closely with the Board Chair so she/he can lead
  • To build up the executive committee to lead and to develop future leadership
  • To have a close relationship between the CEO and board chair- meet every week
  • To have contact with each board member(outside of board meetings) every two weeks with every board member
evaluation process of the ceo executive d irector
Evaluation Process of the CEO/Executive Director
  • Formally conducted once per year
  • Functions informally as an on-going practice- regular feedback
  • Involves partnering with the Board and CEO
  • Assessment of compensation and benefits should be incorporated within the evaluation
  • Executive Committee or Compensation Committee should lead the process
factors to consider during ceo ed evaluation
Factors to Consider during CEO/ED Evaluation
  • Leadership
      • Vision, Values, Mission, Management and Performance
  • Management
      • Organizational structure, stakeholders, policies, procedures, budgeting, management team
  • Financial Management
      • Income statements, balance sheets, cash flow, revenue streams, funding, endowments, audits, ratios

Factors to Consider during CEO/ED Evaluation


  • Diversification, board engagement, increase revenue and reserve funds, endowment, ratio of fundraising vs. programs


  • Impact, results, accomplishments, effectiveness, efficiency

Board Enhancement

  • Chair of the Board, committees, growth and development, education
roles of the board chair
Roles of the Board Chair
  • To help motivate others to become involved and unify the board
  • To ask members to donate to the organization on a yearly basis
  • To address the board contract and make people accountable for fulfilling the contract
  • To accompany the Executive Director on ‘asks’ and funder interviews
  • To be a role model in resource development efforts
  • To coordinate the efforts of the Development Committee with the whole Board
  • To lead the Board – To Unify the Board
  • To allow other opinions to be expressed and invite all members to participate
cultural issues
Cultural Issues
  • Every board is a mix of cultures with differences- abilities, age, work, gender, wealth, wisdom and race.
  • Cultural issues can undercut organizations if they are not recognized by the Executive Director and Board Chair
  • ED and Board Chair should develop a strategy to weave culture differences into a mosaic of success
  • Recruitment of new board members should be alert to understanding and embracing the individuals diversity & cultural differences

“Is not only about determining your organization’s next leader, it is a continuous process that assesses organizational needs, and creates a climate for an executive to succeed. An effective succession plan is linked to the organization’s strategic plan, mission and vision… “

  • — Nancy R. Axelrod, Chief Executive Succession Planning: The Board’s Role in Securing Your Organization’s Future
key questions in succession planning for the executive director
Key Questions in Succession Planningfor the executive director

Source: FRBKC.Org

  • 1. Why do we need a succession plan in the first place and for what positions?
  • 2. Do we fill the senior executive position from the outside or promote from within—i.e., the “unofficial successor” who has worked alongside the executive during the past several years?
  • 3. What are we really looking for in a new executive? Should we consider new requirements from those possessed by the departing leader?
  • 4. How do we address concerns by the current leadership staff who may be nervous about a new executive joining the organization?
  • 5. How long should we plan for the process to take?
  • 6. What do we do in the interim? Do we need an acting executive? If so, what does that look like in terms of compensation, authority and decision-making responsibilities?
  • 7. What action do we need to take to ensure that current funders do not get nervous about the executive’s departure?
key questions in succession p lanning for the executive d irector
Key Questions in Succession Planning for the Executive Director

Source: FRBKC.Org

8. If your executive is suddenly unable to serve, or retires, have you identified candidates for the job?

- If the answer is yes, is that talent prepared? Do they have the required leadership style, financial knowledge, contacts and necessary experience to take charge of the organization and continue to provide clients and funders with uninterrupted services?

- If the answer is no, what is your plan for hiring another executive who understands how to lead your organization and continue to provide uninterrupted service to your clients and funders?

- Does everyone within the organization know who will be the acting executive until the board can meet and appoint someone officially?

key questions for the ceo
Key Questions for the CEO

Source: FRBKC.Org

9. Would your organization be able to sustain a decline in income or fundraising activities without the executive? Is the executive the primary fundraiser? Is the funding tied to the executive director or the organizations? Do board and staff work with the executive to maintain relationships with funders?

10. Will the organization lose institutional knowledge and contacts if your executive were to suddenly leave?


Succession Process

Source: FRBKC.Org

1. Process should include: board members, key staff, CEO, majors donors, and stakeholders

2. Executive Committee should help develop/form the Succession Committee or act as the succession committee

3. Define titles/job descriptions for positions involved in Succession Planning process Is it only the CEO/executive director? Succession for board chair and officers? CFO?COO? Program Director? Etc.

4. Evaluate the expertise, skills, personality, traits, values, and leadership style that will be required.

5. Define roles and responsibilities of the executive committee


Succession Process

Source: FRBKC.Org

6. Determine the executive search strategy, timeline, and costs

7. Design the Succession Plan

8. Staff, board, and stakeholders to review the plan

9. Formally adopt the plan

10. Incorporate the internal and external communication strategy in the plan.











thank you

Thank you!

Richard Male & Associates