CASE STUDIES…
CASE STUDY #1
Gaining consensus on the caliber of the fundraising officer needed
The Situation:
The client is one of the nation’s most respected land conservancies and has amassed acres of breathtaking natural landscape that it stewards for the preservation of fauna and wildlife, and enjoyment of all.
The board and executive director knew that it would be ideal if they could attract a higher caliber development officer in order to fuel their growth. Beyond that, some members differed on the experience needed, and whether a more senior level fundraiser would fit within their budget. They did agree it was critical to have a development officer who would be successful cultivating major gifts and was genuinely passionate about their mission.
Our Approach:
After conducting a survey of the board members and executive director through one-on-one discussions we synthesized their opinions and presented to the board. We gained consensus on the ideal success profile, and created a detailed job requirements document based on the job-specific and cultural requirements.
Because they still had a question regarding the target compensation range, we conducted a salary survey of candidates representing a range of experience and skill sets. A scattergram was prepared that helped deepen our client's understanding of the relationship between the candidates' skills, background and experience relative to compensation in this job market.
We then agreed on a target compensation range and created a messaging statement that was designed to specifically speak to the ideal success profile (creating a pull to the organization’s mission and purpose). A structured group interview format was developed for the hiring team which represented a mix of board members and the executive director. The final candidate was selected, having had deep experience in the competencies needed and a demonstrated passion and involvement in the mission of the organization.
The Result:
The selected candidate over the past years has more than exceeded their fundraising expectations, enabling the organization to expand their programs and land acquisition goals. The candidate has reported back that this position has been an ideal situation in terms of organizational culture, misssion and purpose. Our search concluded successfully in 10 weeks.
“Thank you very much for your help during our recent search for our new development director. From start to finish, you and your organization were professional, calm, supportive and capable. I liked your methodology and candor during the process.”
CASE STUDY #2
Seeking a new type of leader to drive their expansion and transform their operations
The Situation:
An established and highly respected family healthcare provider was seeking a replacement for a CEO who had recently left the organization. They were expanding and needed a CEO with strong external relationship building skills who was also a strong people leader and operations executive.
Our Approach:
Meeting with several members of the board and soliciting opinions on what competencies were most critical, we captured the organization’s value proposition in our messaging strategy and began the search for this well rounded executive.
Using our job-related and organizational fit requirements document as the foundation for our selection process, we recruited, selected and presented four candidates to the board's selection committee.
A Candidate Comparison Chart aided the selection committee in viewing the candidate scores side by side as a result of our assessment.
The Result:
The chosen candidate has been with the organization now for over half a decade and has close to doubled their revenues. The feedback from the board has been extremely positive. We completed the search in eight weeks.
“So, thank you so much for your diligence and support during the process. You are an awesome professional and a joy to work with. Your sensitivity to the many issues that kept arising was appreciated.”