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…
Over the past two months, as we have been exploring the topic of Inclusion, it has become clear that Inclusion isn’t just one thing. It has many facets, and it can mean many things to many people. It’s also not…
To bring to life the concepts and ideas discussed in The Great Rethink series, we bring together experts in the field, who can offer first-hand experience and important insights on these topics. This Q&A focuses on how changing policies around…
As executive search consultants, it’s our job to help philanthropic organizations attract the best pool of candidates available. To that end, one of the most important areas of discussion is the issue of remote and hybrid work. It’s one of…
To bring to life the concepts and ideas discussed in The Great Rethink Series, we will be bringing together experts in the field, who can offer first-hand experience and important insights on these topics. Our inaugural Q&A on Workplace policy…
Two things happened when the pandemic hit at the beginning of 2020. First, in a matter of just a few weeks, almost all of us were forced to change our notion of “workplace,” as office-based jobs shifted to online work.…
Upheaval in The Job Market Presents Tremendous Opportunities for Employers and Candidates Alike In the past couple of years, tens of millions of people have left their jobs, as changing life circumstances, declining unemployment and a tight labor market have…
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.
If you were working remotely before Covid-19, your transition to remote work was probably much easier than your colleagues who had been working at your organization’s home base. Responsibility for communication pre-Covid-19 generally fell to the remote worker. Now that burden has shifted to managers. If you are managing staff then there are new guidelines for managing up, down, and laterally. Your ability to be successful will revolve around how well you communicate, set clear goals and expectations, advocate for and provide the necessary tools for successfully meeting those goals and expectations, and maintain your organization’s culture and your team’s alignment to its mission.
Your ability to quickly reset your organization’s overall financial situation after COVID-19 will likely depend on attracting significant philanthropy. While all arms of your organization will make difficult sacrifices, your advancement team may be key to protecting your organization’s long-term viability, and you must work closely with leadership to assess, rethink, and reset critical staffing decisions.
