SOAR – CORE LEADERSHIP TEAM STAFF
Core Leadership Team Staff
What They Said
SCALE/GROWTH “A larger workplace for our employees because we see growth beyond what we’ve ever had before.”
• Scale/Growth (larger workforce/office expansion/ franchise opp) • Culture (internal DEI) • Thought leadership (US and global influence) • Core Values (serving the community, community relevancy, staying rooted in purpose)
“We’re working on it. Capital campaign includes office expansion.”
“The Lupton Center having a franchise of FCS around the country.”
CULTURE (DEI) “Diversity in our organization. A more diverse board for sure. Growing in numbers (adding employees which means we need more space).” THOUGHT LEADERSHIP “We’ve had a lot of great opportunities to influence communities in the US (globally as well). Our principles, core values and change work provide a framework for others. As our future unfolds, being able to see more of this model taking root nationally. How is the model influencing globally as well as nationally?”
CORE VALUES “Serving people with respect and dignity, no matter what.”
“We take our orders from the community, and that is how we move forward. We hear it and react based on input from the community and lived experience.”
“We have to continue to evolve to stay relevant. The needs of our community are not static. The more people we serve, the harder it is, but that’s what makes us who we are.”
“A rigorous commitment to who we are. Villain tells Batman “Success has defeated you”. Staying rooted to who we’ve been at a values level allows us to be agile at an execution level.’ (To stay relevant)
PROGRAM OUTCOMES “There are goals for each pillar. Ex: How many houses built”
• Program outcomes • Increased Donors/Donations • Organizational Success (place-based change and division integration) • DEI (communications lens/ engagement)
“Easier to answer that within each pillar.”
“I would go to the 12 indicators (housing, safety, sense of place, etc.) on our index. Our result is a thriving neighborhood (that is tangible and intangible). What are the neighbors saying about these indicators as well as from a bigger perspective?” DONORS/DONATIONS “The receptivity in the funder pool. I look at donors and there’s measurement with how much money we raise but it’s indicative of the work that we do. “Reputation and how we are being received”. We do what we say we’re going to do. What others are thinking of you and if they’re willing to put their money behind you.”
ORGANIZATIONAL SUCCESS “With regard to training, the more long-term, place-based work that we’re able to do. Place-based change.”
“Integration of multiple divisions (We’re a large organization of different divisions). We all really like each other a lot and are amazed at the work we’re doing. But what is my responsibility to other team members in this one organization/one mission? It gets more complicated as the organization grows. Seamlessly integrating is crucial in this strategic planning process.” DEI (COMMUNICATIONS/ENGAGEMENT) “Through a racial lens, we serve a 90% black and brown neighborhood, so our communication has to be through that lens. Everything we put out, we need to be mindful of cultural and economic sensitivity that comes with that. Anyone suffering, we’re all suffering.” “As we grow, we seem to be growing from the outside (staff that doesn’t live in the community) that changes how we communicate about the neighborhood.”
FINDING YOUR FORTE SOAR SUMMARY & DETAILS
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