Maximizing Leadership: the Key to the Future

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"Maximizing Leadership the Key to the Future"
Greater Dallas Chapter February 27, 2008 Dallas,
Texas
Presented By Roy H. Temper Executive Vice
President, Ketchum
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Why Are Some Board Members and Leaders Reluctant?

• Status Quo
• Comfort Level
• Racism / Sexism
• Fear of the Unknown
• Uncomfortable Territory
• Damage to Relationships
• Quid Pro Quo

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Your Single Greatest Resource

• Volunteer leadership is the single greatest
  resource your organization has.
• Recruit Wisely!

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Each Leader Must be Valued for His or Her

• Time
• Talent
• Treasure
• (Financial Support)
• Access, Influence Relationships

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Leadership

• What is it?
• Your access, influence and future
• Look for it
• all the time, both inside and outside
• Develop it
• cultivate, recruit, train and support
• Recognize it
• thanks, rewards, and strokes

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How Do We Pick Leadership
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WRONG!

• When it comes to selecting volunteer leadership
  90 of organizations make BIG mistakes!

(then you have to live with them)
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YOU NEED A FORMAL PROCESS

• Empower a Selection Committee
• Invite outside participation
• Establish stringent leadership criteria
• Research your prospects/candidates
• Undertake a formal Cultivation process
• Assess/interview candidates
• Dont settle for second best

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Make the Right Decisions

• Will each leadership candidate
• Advocate for us?
• Bring his/her talent to the fundraising process?
• Help us achieve our goals objectives?
• Be visionary and help advance our mission
• Help us gain access and influence?
• Make an thoughtful gift / solicit others?
• Challenge fellow leaders staff?

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Leadership Must Have

• Specific goals objectives
• A job description for each position
• Enthusiasm and commitment
• A clear understanding of his or her role
• A set of assigned tasks
• The training and confidence to be effective

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Fundraising Expectations

• Your institution is their top 3 philanthropic
  priority
• They will make a thoughtful proportionate gift
• They will help identify prospects
• They will cultivate potential donors
• They will solicit on behalf of the institution
• They will participate in the stewardship process

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Recruiting A Process

• Establish a committee on leadership instead of a
  nominating committee
• Seek cultural and ethnic guidance
• Create pool of potentialcandidates who fit the
  identified criteria
• Create a cultivation and recruitment plan for
  each potential Board member
• Have a role for each leader you recruit

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Characteristics of Effective Leadership

• They plan appropriately
• They establish realistic goals
• They allocate sufficient resources to achieve
  plan goals
• They actively participate in the fundraising
  process
• They require accountability

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Good Leaders Will Ask!

• What is to be done
• Why is it to be done
• When is it to be done
• How is it to be done
• By whom will it be done
• When will we be done

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Tip

• Ask fortheir help,nottheir advice

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Expectations Must Be Reasonable

• Access
• Influence
• Example
• Markets
• Impact
• Mission

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Critical Issues

• What do you want from your Board members and
  volunteers?
• How can you attract the right people?
• What do they need to know?
• Where do they fit on the team?
• How can you manage them productively?
• How do you evaluate their performances?

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What Do You Really Need Leadership? Why

• Strategic Planning
• Advocacy
• Fundraising
• Access
• Influence
• New/Expanding Markets
• Philanthropic Support

diversity is critical to your future!
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Philanthropy . . . Expectations

• Actively participate in thefundraising process
• Promote the institution
• Provide financial support
• Provide access
• Influence others
• Give guidance

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Parameters

• Institutional Needs
• Past Performance with other institutions
• Board Profile
• Donor History
• Connection to your organization, community,
  constituency

• Influence
• Affluence
• Compatibility
• Availability
• Willingness to Embrace Mission
• Spheres of Influence

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Job Description

• Written Job Description
• Clear Expectations for Performance
• Goals/Objectives
• Attendance
• Committee Responsibility
• Philanthropic Support
• Philosophical Support
• Time Requirement

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How Can You Manage Them Productively?

• Be prepared
• Productive meetings no show tell
• Promptness use their time efficiently
• Use timelines deadlines

• Establish goals objectives
• For the Board
• Individual leaders
• Have an adequate information flow
• Communicate honestly/openly