GGRF alone cannot lash greenhouse gas emissions, revitalize marginalized communities and foster energy independence To effectively deploy those funds, CDFIs across the country will need to fill a range of critical, executive level positions.

There is only one day per year that NPOs should be run with a nonprofit mindset: the day they file their tax returns. For the remaining 364 days per year, these organizations should be run like for-profit businesses, seeking to generate a healthy balance sheet with an excess of revenues over expenses and reserves.

And it starts with leadership.

In this episode of Talent Talks, host Rob Adams explores the cutting-edge strategies employed by Broadview Talent Partners to revolutionize talent acquisition in the affordable housing and nonprofit sectors. Tracy McMillan, CEO, and managing partner, along with Christie Angel, managing partner, share compelling examples of how their organization has successfully attracted diverse leaders. Dive into the effective strategies for expanding talent pipelines and gain insights into the tools crucial for navigating today’s competitive talent market.

Replacing a long-tenured leader or founder in a non-profit organization can be a challenging task for any Board of Directors. It’s a topic we’ve already touched upon here, but is important enough that we’re digging in deeper. That’s because most favorable outcomes occur when a Board keeps the best interests of the organization’s current and future strategic direction in mind.

By their very nature, Search Committees are both varied and imperfect. They span companies, industries and continents, bringing together individuals from across an organization to share the recruitment and hiring process. Even if they understand the main goal — conducting a search for the organization’s next best leader — it’s easy for these committees to stray off-task or get bogged down in minutia, slowing down what could be an otherwise well-proven process. 

In the world of executive search, most searches conclude with a finalist candidate accepting a search firm-mediated client offer that establishes the agreed upon financial terms, start date and on-boarding initiative — important items to any new leader. However, many are surprised to hear that a search firm’s engagement with both client and candidate doesn’t have to end with placement. In fact, post-placement consultation and follow-up is perhaps the most important part of our firm’s search process.

In the past 20 months, we have seen a trifecta of reasons why boards can no longer delay succession planning. For starters, the pandemic has worn out senior leaders mentally, forcing many to retire earlier than they may have originally conceived. In addition, the racial reckoning of 2020 post George Floyd’s murder has forced boards to ressess and reevaluate whether or not their leadership truly reflects and embodies the communities they serve. Lastly, the best and brightest of the XGens and experienced millennials need to be engaged as future leaders or you will lose them to the current candidate market.