21st century organizations need 21st century leaders. But most leaders get promoted into leadership with no training at all. It’s sink or swim. Without help, they try to be what they think good leaders are instead of what actually works.
CLG’s approach draws from proprietary research, studies from some of the most prominent academic institutions in the world, and millenia old models of personality and relationships. We employ parts of Steven Covey’s 7 Habits of Highly Effective People and the FranklinCovey coaching model, our founder’s experience graduate studies in organizational leadership, the validated assessments of The Highlands Ability Battery.
Our approach works. Not only do our clients succeed, we are regularly sought out by the international media to comment on leadership issues like Al-Jazeera Englishes interview of Marc about Livestrong’s ability to survive past Lance Armstrong, Philadelphia Business Journal’s article on Temple University’s board’s ability to lead past Bill Cosby, and WGN radio’s questions on fundraising as a leader.
lead from your core
We believe that most nonprofit CEOs have what it takes to be effective leaders. Yet too often leadership is approached as a “one-size-fits-all” proposition.
Our work shows that introverts can be just as effective as extroverts. Sometimes even more effective. And people who are great at process and with data can be just as effective as people who are terrific with people. They’ll each just lead differently. Different isn’t a matter of “good” or “bad” – it’s just different.
Like an athletic coach, we don’t jump into the game and try to play your position. Rather, we are there on the sidelines, watching how you respond in the game and pointing out ways to change your approach. Whether in shouts from the sidelines (coaching sessions) or huddles at the bench (trainings with board or staff), we provide evidence-based, best-in-class strategies to help you and your team excel.
Discover your talents
We begin with our Personal Leadership Assessment™ that uncovers your core leadership competencies, underlying areas are causing the most stress and gives clues to your natural leadership style–whether with an executive director, the senior leadership team, or the board.
Our goal during the assessment phase is to get beyond the competing issues to the unmoving bedrock of who you or what your organization is. This will enable us to create organizational and personal changes that are both laser-focused in dealing with the real issues and are perfectly crafted to be used long after your work with CLG is done.
Identify your leadership model
Everyone has an internal picture of what a leader should be. We come by this picture from our family, our belief structure, our bosses, and the movies and stories we read. But in our experience with CLG clients, leaders are generally unconscious about how much these models guide their daily decisions.
By understanding your operating model and bringing it to the forefront, we can see what fits your personal and organizational talents. And we can identify areas that are actually sabotaging your effort at every turn. All the while, we co-create strategies and systems for helping you lead your organization and helping your organization get the funding and stature it deserves.
Set the right goals.
Human beings have been described as goal-seeking creatures. But despite what most time management and goal setting books say, not every system works for every person. That’s why we help our clients set goals after they have a clearer understanding of their own abilities and their nonprofit’s goal. And CLG’s experience in the sector with charities all over the world help leaders set the right goals.
For example, almost half of nonprofit leaders report not understanding how nonprofit finances work. As a result, many nonprofit leaders are blindly chasing after “new money.” Boards are chastising CEOs for not finding new donors. CEOs put pressure on fundraising to “not go to the same well.” So they pursue “new money” with a sole focus on new donors at the expense of retaining existing donors.
But “new money” actually costs $1.06 for every $1 raised. A sole focus on new money is a guaranteed way to slowly bleed your nonprofit to fiscal death. While new donors should be a part of a healthy revenue program, a far better metric is how many donors are giving year after year. This strategy can cost as low as 3 cents for every $1 raised!
The Concord Leadership Group helps you set the right objectives and learn the skills you need for reaching your goals while focusing on ways that are most likely to work in your organization. By helping you focus on the right goals, you can avoid the uncertainty and confusion of the goals not leading to change while ensuring you succeed in making your nonprofit create the change in the world it was created to make.
Studies show that the majority of nonprofit leaders are frustrated by their boards of directors. Board members aren’t engaged enough and aren’t even good at fundamental governance or strategic decision making. In response, leaders try to “rally” boards with hand off more responsibility to board members, despite research that shows this approach does not produce even short-term results.
No board member wakes up in the morning eager to do a lousy job. Yet, not addressing this fundamental leadership issue is costing nonprofits millions of dollars a year in the United States alone.
At CLG, we help leaders by working through an organizational version of the Personal Leadership Assessment™. Whether leading board orientations for a nonprofit, facilitating strategic planning discussions, or individually coaching board members, we focus on the recruiting the right board members, freeing them up to do the work of the board, and helping them stop unknowingly wreak havoc on the nonprofits entrusted to their care.
Working with you board, we develop systems that increase financial stability and increased engagement and enthusiasm from boards. And our clients tell us this process leads to lasting change, even years after the engagement.
professional development in staffs
The key to strong leadership is having an entire nonprofit with appropriately strong leadership abilities. Rather than inspiring staff members to go rogue, these organizational trainings help them channel their passion and ability in harmony with the bigger mission of the nonprofit.
We work with senior leadership teams, specific departments, and entire staff. Team members leave re-energized about the organization’s mission, with a deeper appreciation for each other’s differences, and with practical time-management, goal-setting strategies, and communication tools to create the work culture they always wanted.