Executive Alliance for Social Impact

Day 1: Leadership for Growth (Full day, in-person)
Wellspring Manor & Spa

Human-Centered Leadership: Why It is a Key Strategy for Growth

Human-centered leaders contribute to talent management in some form. The C-suite must recognize and create a new social contract between themselves and their employees that balances the organization’s needs with the requirements of its employees, stakeholders and communities. More importantly, embracing a human-centered leadership model in today’s talent-constrained work environment is essential to fostering organizational growth.

Five key principles are associated with being a human-centered leader. The benefits your organization can realize by embracing this model are invaluable. From fostering an environment that supports employee well-being, to radically rethinking the hybrid work model, to walking your EDIJ talk, to leading through teams and not hierarchies, we will guide you through a series of strategies that you can adopt to create a more human-centered organization.

Self-Care for the C-Suite Executive: Strategies for Avoiding Social Good Leader Fatigue

People who choose to work in the social impact sector often hold a deep sense of mission in their work. But how do social sector leaders sustain their motivation, commitment and passion over the long haul? During this session, we will define what social good fatigue is, how it manifests among leaders and their decision making, and learn proven strategies for investing in and practicing meaningful self-care.

Leadership 2024: Empathy + Trust + Results

According to Forbes Magazine, “empathy has always been a critical skill for leaders, but it is taking on a new level of meaning and priority” in our current work environment. Harvard Business School’s Institute for the Study of Business in Global Society says, “Trust is one of the most vital forms of capital a leader has today.” Amid economic uncertainty and global conflict, people increasingly turn to their employers and business leaders as a source of truth rather than their institutions and government. Far from a soft approach, empathy and trust can drive significant business results. This session will help you self-assess your current leadership practices and style while equipping you with the strategies needed for building a leadership brand that is centered on both.

Day 2: Talent & Culture for Growth (1/2 day, virtual)
Virtual

Building a Sticky Culture: Why It Matters to Organizational Success

Organizational culture defines the environment for everything that happens within an organization. As a social sector executive leader, how do you create one that sticks, aligns with your mission, and cultivates teamwork and collaboration? How do you connect your organization’s values to employee behavior? How do you shape and influence the culture in a way that conveys authenticity and supports your team showing up as who they are? This session takes a deep dive into the critical elements of organizational culture and how to build one in a way that both supports and advances your organization’s success.

Your People’s New Relationship With Work: Hybrid Work, Pay Equity, Employee Well-Being + More!

The pandemic changed the definition of work and the workplace like no other time before it. Power shifted from employer to employee, as did the expectations for where to work, reasonable compensation and what employers need to do to ensure the health and well-being of its workforce. Participants will gain valuable insights into navigating these changes and fostering resilient leadership in the face of evolving expectations. Additionally, they will take away practical strategies to empower their teams, adapt to new norms and prioritize the holistic well-being of their workforce, ensuring a thriving and resilient organizational culture.

Leading a Diverse Workforce With Confidence & Authenticity

The United States Census Bureau estimates that the majority of the U.S. working-age population (those 18 to 64 years old) will identify as members of non-white racial and ethnic groups by 2039. Executives with limited experience and competencies in leading people with diverse experiences, needs and perspectives will be challenged with doing so effectively. Cultural competence – defined as “the ability to understand, appreciate and interact with people from cultures or belief systems different from one’s own” is not a nice-to-have, but a must-have for today’s and tomorrow’s social impact leaders. This session will make space for you to better understand and examine your own cultural competence as well as help you to develop strategies aimed at strengthening your ability to confidently and authentically lead your diverse staff and stakeholder communities.

Day 3: Resilience & Sustainability For Growth (1/2 day, virtual)
Virtual

Why Financial Acumen is Essential to Your Growth & Resilience Strategies

As an executive, you are responsible for driving your organization’s growth and success. The new fiscal year is upon us and as you set our sights forward to track and improve your financial performance, it is essential to have a deep understanding of the short- and long-term financial sustainability of your business. Effective strategy development, strong decision making, improved financial performance and collaborative stakeholder engagement all hinge on your ability, as a C-suite executive, to be financially astute. This session will help you marry your drive for growing and advancing your mission with the critical financial management strategies and tools needed to weather financial highs and lows inherent to today’s volatile economy.

How Resilient Is Your Social Impact Organization?

Is your organization resilient? How has it rebounded from past periods of crisis, disruption and economic uncertainty? Rebounding from a crisis takes careful planning before it happens: investment, effort and a culture that embraces foresight and agility. To keep running and growing with flexibility in a challenging environment, resilient organizations demonstrate five key attributes. For these attributes to work for your organization, they must work together. From this session, you will learn these essential attributes, assess your social impact organization’s resilience quotient and develop a plan for being a more effective, “bounce back” organization in the future.

Social Impact Sector 2.0: A Look Into The Future

Being the country’s leading and oldest consulting firm focused on the talent management needs of social impact organizations, Nonprofit HR has witnessed the sector change significantly over the last 20 years. Together, we’ll explore the evolution of the social impact space; look ahead to the social, technological and behavioral trends driving the sector’s future; and discover how those trends may impact your organization’s and the sector’s growth, sustainability and collective impact. This session will provide critical insights that will inform your organization’s short and long-term strategies, funding approach and service delivery.

Day 4: Wrap Up (Full day, in-person)
Wellspring Manor & Spa

• Reflection and Assessment
• Action Plan
• Executive Summary Presentations – Individual Plan for Social Impact Success
• Session Wrap-up

Managing growth while maintaining the quality and level of service that got you where you are is key to any organization’s long-term success.

Your final full-day session will give you the time and space needed to reflect on what you’ve experienced and learned from other leaders in your cohort, assess critical next steps for implementing the insights realized by attending, and propel you to develop a plan of action to drive impact for you as a leader of your organization.