SOAR – STAFF
Staff
What They Said
FNI (PROGRAM OUTCOMES) “That’s what I think about every day. The program outputs and activities. Yes, we can measure the number of families, the number of units but we’re looking at the long game. FNI is where we’re actually looking at the statistics from the neighborhoods (long term indicators of success). We’ve done it twice before. The first and third will be similar so we can compare.” “The measuring tool we’ve created (FNI). Katie and Jim’s leadership the last 20 years…their ability to build on Lupton’s innovation and the diverse group of people he brought to the table is key. Their ability to think about strategic plans…gives us guidelines and guard rails. They pair that with internal strategic staff development. It’s both of those. The FNI is the way in which we do that qual/quant measurement of what success looks like for us. The ability to use a tool that’s competitive in the market and speaks the language of the planning world and at the same time allows the lay person to think through data, that tool for us creates another means for us to get to the granular level narrative of a place/community. The tool creates a place for commonality and alignment. Not happening a lot around the country. Now on our 3rd iteration and allows us to hone more and more. Able to dove tail it with Census and USPS data.” “We all have budget goals, but I’d like us to think more deeply than that. When I think about the new financing instrument Katie is working on, there should probably be some goals around that. Some things around economic development in terms of what’s being developed, income and jobs. Number of articles published in national media. Number of conferences we’re speaking at. Something about development (grants, dollars raised).”
• FNI (program outcomes) • Organizational success (internal maturity/ development) • Donors/Donations • DEI (Equity measures around race and gender) • Communications/ Storytelling (beyond Bob’s story) • Staff development
“Homeownership rate, graduation rate. Those are standard measures, but they make sense to me. How many families gained generational wealth?“
“I think we can around generational wealth based on how long we’ve been around. Can do the work with the right funding. We could do that kind of archival work to discover how 40 years ago we’ve seen success. Around generational wealth is how within the housing program, people have paid off their mortgages and their houses are near the Beltline. Now they’re just able to think about taxes. As equity in your house goes up (equity), they could cash out and move away.” ORGANIZATIONAL SUCCESS “Also something to be said about organizational success. Speaks to our organization’s maturity/development…there are success measures around departments, potentially, departmental goals and how we’re able to be at the forefront (but those measures will likely be different from what Donnell and Alexandra talked about).” DEI (REPRESENTATION) “I would add to (budget and program goals) the equity measures around race and gender. We talked about being leaders and ahead of the field - I’d say these measures are most important for where we’re going. National/state/ down to local.” “Beneficial for your own due diligence with history of the organization (white founder with unique audience). Who we are today is centered around that diverse group of partners. It looked one way “back then” but under Jim and Katie’s it looks another way today (still diverse). In the history of place (current community), the longevity of how long we’ve been in it. Extremely important. Don’t miss the internal work that FCS had to do to woo and keep brown leaders like those on this call. Opportunity to set the tone for where we’re going.” COMMUNICATIONS/STORYTELLING “Think beyond our founding and Bob’s books and look at our current leaders. Bob’s stories are great but don’t speak to the work we’re doing now. Sometimes we use Bob’s voice as a crutch to the detriment of current leaders who can speak to current challenges and make up because the world is vastly different now and needs to reflect that change.”
STAFF DEVELOPMENT “Staff development goals”
FINDING YOUR FORTE SOAR SUMMARY & DETAILS
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