tag:blogger.com,1999:blog-3614581.post5414879553412527823..comments2024-03-28T03:11:22.839-07:00Comments on PHILANTHROPY 2173: Executive choices and nonprofit ratingsLucy Bernholzhttp://www.blogger.com/profile/09253941214286179394noreply@blogger.comBlogger5125tag:blogger.com,1999:blog-3614581.post-21488600353257527512010-03-31T17:25:31.835-07:002010-03-31T17:25:31.835-07:00We shouldn't fetishize metrics, it's true,...We shouldn't fetishize metrics, it's true, but nor should we try to close our eyes to the reality of BAD LEADERSHIP, which is an epidemic in the nonprofit field. <br /><br />Succession planning, while important, is like many "bylaws" in nonprofits, ignored when it is convenient. <br /><br />Making a rating system is nice, but popular opinion is not as well informed as the staff of a nonprofit.<br /><br />The responsibility must fall on us, the nonprofit workers, to form unions which will help us demand accountability from our nonprofit leaders. Only then will the CEO and board see any reason to change a system which mostly benefits them. <br /><br />http://wildwomanfundraising.comMazarinehttp://wildwomanfundraising.comnoreply@blogger.comtag:blogger.com,1999:blog-3614581.post-83674159454500931122010-03-31T08:25:27.330-07:002010-03-31T08:25:27.330-07:00Good post. I just wrote about the need to move be...Good post. I just wrote about the need to move beyond ratings -- to assess the larger needs (in society, in the sector) and consider all at the same time.<br /><br />http://thinkingaboutmedia.com/2010/03/beyond-ratings/Anonymoushttps://www.blogger.com/profile/04410813562667460140noreply@blogger.comtag:blogger.com,1999:blog-3614581.post-5220507244707442682010-03-30T14:05:11.390-07:002010-03-30T14:05:11.390-07:00Thanks Will and Emily for writing in. It never cea...Thanks Will and Emily for writing in. It never ceases to surprise me which part of a post will resonate with folks - The Fdn Center example isn't even about succession, its about new executive leadership and the skills the organization is seeking. <br /><br />As for succession planning, it would no doubt be tricky to assess for most NPOs, which like most small businesses probably don't have a plan or a plan for a plan, in place. <br /><br />All this raises an interesting set of questions - what are the best indicators of human capacity and future planning from NPOs - strategic plans? job descriptions? hiring announcements? Board nomination procedures? All of the above?<br /><br />ANd while we're at it - Twitter is alive with pushback on the analogy of industry/investment analysis. I agree with the critics - its not a great analogy, though it is one that plenty of orgs in the space not only hint at, they claim directly. So what other types of analysis serve as better models for reviewing/rating nonprofits?<br /><br />LucyLucy Bernholzhttps://www.blogger.com/profile/09253941214286179394noreply@blogger.comtag:blogger.com,1999:blog-3614581.post-54184811252339103942010-03-30T13:52:21.610-07:002010-03-30T13:52:21.610-07:00I agree with Emily above. However, I would also l...I agree with Emily above. However, I would also like to point out that leadership, for the most part, in nonprofits does not change for years on end. After reading Forces for Good: The Six Practices of High-Impact Nonprofits by Leslie Crutchfield and Heather McLeod Grant, I have become wary of nonprofit leadership in their approach to succession planning and sharing leadership. I would come to suspect that this type of performance metric when considered, does not take account for a solid sharing of leadership and employee satisfaction in their own leadership. The board is, for the most part, removed from the day-to-day operations of the organization and will likely rubber stamp the tenure of a given Executive Director or CEO of the organization. <br /><br />Perhaps, with service organizations, a start in this direction can be made toward gathering qualitative data on the subject of how well the organization is being run by interviewing the recipients of the services.<br /><br />Great post.<br /><br />Will<br />http://www.willhull.comWill Hullhttps://www.blogger.com/profile/17029176679242178465noreply@blogger.comtag:blogger.com,1999:blog-3614581.post-37472158257176999982010-03-30T13:06:57.995-07:002010-03-30T13:06:57.995-07:00Brilliant! Without solid succession and transition...Brilliant! Without solid succession and transition plans, an organization is only as good as its current leadership. I'd like to see a BBB weight for clear, useful succession planning.EmilySullinshttps://www.blogger.com/profile/12419209299973577615noreply@blogger.com