FCS - SOAR SUMMARY AND DETAILS
Core Leadership Team Staff
Neighborhood Residents
Leadership
Board
Staff
• Our Partnerships (authentic, organic & mutually beneficial) • Our Innovation (Entrepreneurial mindset) • Our staff/organization longevity (Longevity - 40+ years, 20+ years in on place and founders 35, Katie 20+ years) • Our sustained impact over time • Our Proximity (majority of staff in neighborhood) • Our commitment to valuing neighborhood’s voice • Our staff’s diversity (35% non-white board) • Homeownership rates • Scale/Growth (increase partnerships, increase donors, organizational focus) • Home financing opportunities • Vision of impact • Economic Development • Housing affordability • Purpose Built schools and community • Staff/Talent (Intention recruiting, honor tenure, increase salaries) • Philanthropy (to better prepare for shifts) • To create more community ownership (land trust, community investment trust) • Home financing opportunities (FCS Community Finance – CDFI) • Partnerships (political alliances) • Scale/Growth • Thought leadership • Increased equitable, diverse homeownership • Increased neighborhood income levels • Improved housing and community economic development • Team longevity • Economic liability • Relational mobility • High performing schools • Access to health and wellness
• External communications/ Storytelling • Community development • Presence in the community (Staff lives and works in community) • Staff dedication /hard work • Partnerships/Relationships (quiet and nimble, working at neighborhood’s pace) • Servant leadership
• Culture (DEI-focused internally and welcoming) • Innovation/Thought leadership • External Communications/ Storytelling • Safe place for youth • Holistic approach to outreach • Partnerships/ Relationships (Purpose build network, Lupton Center)
• Partnerships/Relationships in community • Innovation • Core Values (neighboring) • Agility to adapt
• Neighborhood Engagement
• Community development (housing, Carver Market) • Affordable housing development
• Housing development • Thought Leadership/ reputation • Impact (Outcomes)
• Retention (history, people, prices) • External costs (real estate & construction costs) • Managing scale/ growth (complexity of transactions)
• DEI strategy (address issues of race equity)
• Scale/Growth • Housing affordability • Partnerships/ Relationships • Inclusive Neighborhoods (Equity) • Community Economic Development (strategic partnerships, transportation, sidewalks, economic mobility) • Home Financing Opportunities • Scale/Growth (larger workforce/office expansion/ Lupton Center franchise opps) • Culture (internal DEI) • Thought leadership (US and global influence) • Core Values (serving the community, community relevancy, staying rooted in purpose)
• External Communications/ Storytelling • Competition (Developers/ Investors) • Resident training (financial literacy) • Community development (senior home improvement, leadership training, neighborhood watch)
• Thought leadership (affordable housing/ health disparities) • Culture (increased employee hiring with team cohesion)
• DEI & social justice alignment (heighten interest in DEI and increased allyship)
• Replication (continued impactful work) • Professional development (grooming future leaders) • Community economic development (job creating, training, scaled housing) • Thought leadership position (Flourishing Neighborhood Index, “bigger conversations” participation, • Measured community feedback • Repeat/increased Donors/ Donations • Increased Housing Unit Development • Indigenous Community Leadership • FCS Expansion • Constituent retention entrepreneurship/ pioneering spirit)
• Neighborhood self- sufficiency (stability) • Thought leadership (External Reputation)
• Neighborhood self- sufficiency
• Community economic development (food and healthcare) • Neighborhood engagement (legacy neighbors) • External communications/ storytelling (Impact, suitability of outcomes)
• 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
• Program outcomes • Increased Donors/ Donations
• Access to health and wellness (7 areas of holistic development/ 7 wellness dimensions) • Neighbor self-sufficiency (training for neighbors to become actively engaged)
• Organizational Success (place-based change and division integration) • DEI (communications lens/ engagement)
• DEI focus (honest reflection of FCS to community)
FINDING YOUR FORTE SOAR SUMMARY & DETAILS
7
Made with FlippingBook Ebook Creator