Aspen Leadership Group (ALG) is pleased to announce that it has been selected by Forbes as one of America’s Best Recruiting Firms for 2023. This is the fifth consecutive year that ALG has been recognized by Forbes as one of…
We’re honored to be recognized as a Top Healthcare Executive Search Service by Healthcare Business Review and look forward to continuing our work at the forefront of executive search services for the healthcare industry in 2023 and beyond. Our expert search…
Aspen Leadership Group (ALG) is pleased to announce that it has been selected by Forbes as one of America’s Best Recruiting Firms for 2022. This is the fourth consecutive year that ALG has been recognized by Forbes as one of…
Devika Gopal Agge shares her journey with us on career transitions, navigating a job search, and stepping into a new leadership role. By Felicia Garcia-Hartstein, Aspen Leadership Group As a woman of color, when I joined the development profession, I…
The success of advancement work depends on engaging all potential constituents as fully as possible. Most nonprofits would benefit from increased cultural competency—the ability to understand, appreciate, and interact with people with cultural backgrounds different from one’s own—in order to engage more constituents more fully. A more diverse workforce has a greater capacity to strengthen a team’s and organization’s overall cultural competency.
If you’ve been involved in hiring, chances are you’ve heard a colleague use the term “cultural fit” when evaluating a candidate. Authors Steven Wallace and Ron Schiller suggest rethinking the notion of “fit” in order to minimize bias in recruitment, think more expansively about what is needed for the team’s overall cultural competency, and produce better outcomes for the organization.
Aspen Leadership Group (ALG) is pleased to announce that it has been selected by Forbes as one of America’s Best Recruiting Firms for 2021. This is the third consecutive year that ALG has been recognized by Forbes as one of…
Diverse pools are a means to an end. Building diverse teams, while involving more intention than building diverse pools, is also only a means to an end. It takes diverse teams, working in an inclusive culture, and making the diversity of the team count, to engage more stakeholders and raise more money. Diversity is not only a moral imperative—the “right thing to do”—it is a business imperative for everyone involved in nonprofit leadership and philanthropy: boards, volunteers, CEOs, C-suite leaders, and engagement and fundraising professionals. Until everyone involved in the recruitment process understands and can articulate diversity as essential to stakeholder engagement and fundraising outcomes, recruitment efforts will fall short.
New Book – Diversity, Equity, and Inclusion in Advancement: A Guide to Strengthening Engagement and Fundraising Through Inclusion
byProgress on diversity, equity, and inclusion in the field of philanthropy is long overdue. To help move the needle, Angelique Grant and Ron Schiller have authored the first comprehensive book on DEI specifically for nonprofits and advancement teams. Diversity, Equity, and Inclusion: A Guide to Strengthening Engagement and Fundraising Through Inclusion is now live in the CASE Bookstore. The book offers a guide for building inclusive cultures and teams. It explores how to implement a culture of DEI, recruit, onboard, and retain diverse staff, and integrate DEI into fundraising campaigns. ALG looks forward to sharing this new resource with our partners to create sustained behavioral change in the field of advancement.
Aspen Leadership Group has been selected by Forbes as one of America’s Best Recruiting Firms for 2020. This is the second consecutive year that ALG has been recognized as one of the top 200 executive search firms specialized in filling senior leadership roles, having made the list in 2019.
After rapidly and successfully adjusting to remote operations, talent managers are now looking ahead to what the advancement team of the future looks like. The following offers insights from talent managers at a variety of organizations for how they are weathering the storm. It offers key considerations for planning, recommendations for best practices, and innovative examples from colleges and universities that respond to our teams’ physical, mental, and emotional needs as we transition to new models. The inspiration of this article was the result of a national advancement talent management leaders convening that was co-facilitated by Yvette Marsh, Executive Director of Talent Management, Louisiana State University Foundation and Angelique Grant, Senior Consultant and Vice President at Aspen Leadership Group.