Talent Management Strategies Webinar Series

Talent Management Strategies Webinar Series

August 25, 2021 to October 6, 2021


Register Here

Talent and culture play a critical role in a nonprofit achieving their mission and strategic goals. The importance of having a strong talent management strategy for your organization was magnified last year with the global pandemic. As nonprofits in our region have experienced major upheavals in the past year and half, many organizations have begun to look at their operations, people, and policies in a more comprehensive manner.

In this webinar series, nonprofit organizations will learn about staff supervision, equitable transitions and searches, and the basics of succession planning. We are partnering with local consultant Nancy Fournier, of Fournier Consultants, and Nonprofit HR, a human resources firm that works exclusively with the nonprofit sector to bring you three virtual sessions on talent management strategies.

The primary objective of this series is for nonprofit organization to strengthen their talent management strategies and plans, which will in turn help adapt them to any crisis whether during it’s a global pandemic, hurricane, or any time of uncertainty.

The cost for the workshop series is $15.00 for up to three attendees from your nonprofit. This fee covers all three virtual sessions in the series. Attendance at all three workshops is highly encouraged. Click here to register for the series, if you have any questions about the series please contact, Kristen Craig (kristen@gnof.org)

Strengthening Your Supervisory Relationship

Wednesday, August 25
10:00-12:00 pm

This session is designed for nonprofit leaders that have a supervisory role. Often times, supervisors do not receive formalized performance management training. However, they are expected to be able to build trust, know their roles, responsibilities, and necessary skill sets for them, their supervisees, and the organization to be effective.

Participants in this session will leave with an increased understanding or knowledge of the following:

  • Enhancing supervisory goal-setting, coaching, and motivating skills
  • Understanding the importance of a sequential approach supervision
  • Appreciating the necessity of on-going actionable feedback
  • Adapting to remote work environment

Strategies for an Equitable Transition and Search

Wednesday, September 15
10:00-11:30 am

This webinar is intended for organizations seeking to align their diversity, equity, and inclusion strategies and priorities with their executive searches. An executive search is more than a simple recruitment activity. It has the potential to be an opportunity to define your organization and the impact it will drive for years to come. Finding the right candidate can be critical to an organization’s future. The session will focus on the steps needed to find the most effective leaders to execute your mission in an equitable manner.

Participants in this session will leave with an increased understanding or knowledge of the following:

  • Aligning search strategy with organizational goals, values, and mission
  • Creating a process that will uncover challenges, opportunities, and ultimately, the profile of the best new leader to advance your mission
  • Best practices to establish organizational accountability to DEI efforts in searches
  • Tips for boards of directors engaging in your organization’s equitable search efforts

Succession Planning 101: The Why, What, Who, How

Wednesday, October 6
10:00-11:30 am

Thinking through how an organization’s leadership needs will evolve, identifying future leaders, and planning activities to prepare them for critical roles are the core of succession planning. No matter the size of the organization, the need to mitigate organizational risk, ensure operational continuity and prepare for knowledge transfer are essential. If an organization can accomplish this while building leadership capacity and enabling career progression, they are prepared for whatever the future holds.

If you or your organization is asking the following questions, then this session is for you.

  • Who should be involved in the process and where does one start?
  • How do you build leadership commitment to succession planning?
  • What are the steps to ensuring visibility of fresh talent and assessing their readiness?

This session will cover the following:

  • Why the need for succession planning is so important and how to map out 5 clear steps for establishing a robust plan
  • Tips for recognizing and overcoming “founder’s syndrome” when embarking on succession planning
  • Tips and tricks for making succession planning a credible HR process in your organization
  • How to avoid pitfalls and ensure plans link into other key HR processes