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.…
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…
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…
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…
By Ronald J. Schiller and Michael Vann Organizations are looking to hire professionals who can drive outcomes. In the world of philanthropy, they need colleagues capable of establishing productive relationships, building effective teams, engaging constituents more deeply, and raising more…
Women’s new political influence is no surprise. With more education and earnings come increased philanthropy to achieve the change they want to see in this world. Are women among your top priorities as you set your fundraising goals for the coming year?
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.