Blog http://www.cgcareers.org/blog en dhagenbuch@cgcareers.org Copyright 2010 2010-08-27T13:22:43+00:00 Show me some credentials http://www.cgcareers.org/blog/detail/1610/ http://www.cgcareers.org/blog/detail/1610/#When:14:59:33Z Did you know that American Humanics (AH) is the only national nonprofit organization bringing together nonprofit organizations and higher education for the purpose of credentialing future nonprofit managers and leaders?

Well, now is your chance to make your voice heard and shape the future of AH’s credentialing program. The good people at AH are conducting an important study that will help determine what competencies are needed to credential effective managers and leaders. Your input will drive the continued development of the American Humanics Nonprofit Management and Leadership credential. This is the largest survey of its kind and seeks the input of all segments of the nonprofit sector.

The results of the survey will be published and distributed publicly in the fall of 2010. More so, the findings will support curricular development in our network of colleges and universities.

On behalf of our friends at AH, we thank you in advance for your support.

Take the American Humanics survey.

]]> Sector Reports, Knowledge Center: Articles 2010-04-16T14:59:33+00:00 Reimagining Service Volunteer Management survey http://www.cgcareers.org/blog/detail/1596/ http://www.cgcareers.org/blog/detail/1596/#When:17:57:01Z Reimagining Service, a self-organized coalition of more than fifty corporate, nonprofit and government leaders working to increase the impact of volunteers and their ability to address our country’s most pressing social issues, who would like your input.

As part of theirwork to increase the impact of volunteering, they are examining the current practices in both the nonprofit and corporate sectors.  This research will help inform the design of potential solutions to improve volunteer management. 

For the nonprofit sector they are reaching out to Volunteer Management departments of all sizes from all over the country to participate in this research and have assembled a volunteer team who is fielding this study.

For their research, they are asking Volunteer Management departments of all sizes from all over the country to participate by taking 15 minutes of your time to complete the survey linked below.  The objective of the survey is to collect information on the tools and resources used by nonprofits in Volunteer Management to help identify where challenges/opportunities lie in the sector.  Your candid responses will be integral on developing an understanding of the Volunteer Management sector and will help shape the work of this cross-sector national effort.

They plan to share the findings from this research and potential volunteer management solutions at the National Conference on Volunteering and Service in June 2010 during the Reimagining Service Forum. 

Please complete the survey by Friday, April 2, 2010: http://www.zoomerang.com/Survey/WEB22AEAXPJHRS

]]> In the News, Sector Reports 2010-03-26T17:57:01+00:00 According to survey, leadership gap has widened by 43% http://www.cgcareers.org/blog/detail/1395/ http://www.cgcareers.org/blog/detail/1395/#When:12:08:09Z Leadership succession may not be a top issue on many nonprofit leaders’ minds these days. According to a recent survey report published by Bridgespan, the need to recruit new talent and plan for leadership transitions is more pressing than ever before.

Published in April 2009, the report “Finding Leaders for America’s Nonprofits” suggests that the leadership deficit previously forecasted by Bridgespan in 2006 has widened. According to the report, senior job openings grew to 77,000 in 2008, a figure that is 43% greater than what had been predicted in Bridgespan’s 2006 survey report, “The Nonprofit Sector’s Leadership Deficit.”

Additionally, and despite the current economic conditions, 28% of organizations surveyed plan to fill over 24,000 senior management roles in 2009.

Where will these leaders come from? While Bridgespan suggests that talent recruited from the corporate and government sectors can step in to fill these roles, that is just one piece of the puzzle. The need for organizations to develop leaders from within has never been greater. The ability to identify “next generation” leaders within your own organization, and then provide career ladders, mentoring and other professional development opportunities will also help to address the leadership challenge. By thinking creatively and broadly – both within and outside of our organizations—there are solutions to the leadership gap.

]]> In the News, Sector Reports, Talent Issues 2009-05-01T12:08:09+00:00 Congratulations to the 2008 Social Capitalist Award Winners http://www.cgcareers.org/blog/detail/1099/ http://www.cgcareers.org/blog/detail/1099/#When:01:24:09Z Fast Company published its 5th annual Social Capitalist Awards, and we are so proud of our client organizations on this year’s list. A very warm and well-deserved congratulations to our clients:

BELL (Building Educated Leaders for Life)
Citizen Schools
Civic Builders
College Summit
DonorsChoose.org
New Leaders for New Schools
Points of Light Foundation & HandsOn Network
Reach Out and Read
Room to Read
Year Up

We are honored to help each of these organizations build stronger teams, scale operations, and ultimately create deeper impacts in the communities they serve.

Read the full list of winners.

]]> Sector Reports, Social Innovation, Talent Issues 2008-01-15T01:24:09+00:00 The Growth Imperative: How Can Organizations Plan Ahead? http://www.cgcareers.org/blog/detail/1088/ http://www.cgcareers.org/blog/detail/1088/#When:00:51:09Z In a recent report titled “The Global War for Talent” published by Aberdeen Group, a global research organization, researchers suggest that companies that focus their efforts on future workforce planning have a consistent advantage in talent acquisition. Sounds like a no-brainer, right? But what about organizations that are growing at such a rate that future growth is difficult to predict? This is a common challenge of some entrepreneurial nonprofit organizations whose growth outpaces their ability to plan for growth.

To address this challenge, Commongood Careers has a few suggestions:

  1. Know the skill sets you seek. Create a list of common skills and competencies required for hires, both for specific roles and for all employees. If you build these profiles today, you’ll be better prepared when a position opens up in your organization.

  2. Be able to connect quickly with candidates who possess those skills. Smart organizations are always “recruiting” to some extent; keep track of and keep in touch with any potential employees you may meet even if you’re not hiring for an open position today. Then, when it comes time to fill an open position, you’ll have a few leads in mind from the start.

  3. Elevate talent acquisition planning to a strategic level. Your organization wouldn’t launch a new fiscal year without a budget, right? Planning for new hires is just as important. Build hiring plans, even if they are just forecasts or estimates, into your yearly planning process. A little work on an organization chart in advance will help to avoid hiring “fire drills” down the road.

Other suggestions for how nonprofits can best plan ahead for hiring? Let us know your thoughts by leaving a comment to this blog entry.

]]> Hiring Advice, Sector Reports 2007-12-01T00:51:09+00:00