Practice 4

Board of Directors BOD

governing body of a human service organization, oversees the mission, strategies, operations (volunteers)

focuses on public trust/accountability

BOD Responsibilities

1. create organizations mission

2. choose chief executive

3. financial oversight

4. ensure adequate resources

5. legal/ethical integrity

6. effective organizational planning

7. recruit board members.assess performance

8. enhance public standing

9. monitor programs/strengthen

10. support and evaluate CEO

BOD vs. CEO and Executive Director

BOD:

big picture decisions, oversight, hire CEO

CEO:

daily operations, staff management, program implementation

BOD and CEO Similarities

1. strategic planning

2. fundraising plan

3. evaluation of organization

Why Leadership Matters

Organizational success, employee well-being, client outcomes

Organizational Health

the ability to function effectively, cope, change appropriately, and grow.

Leadership Connection

workplace relationships improve trust, performance, innovation, belonging

SCARF Model - Neuroleadership

Status: valued feelings

Certainty: need predictability

Autonomy: control over work

Relatedness: connection

Fairness: perception of justice

threat=low performance, reward= high performance

Leadership - Cultural Humility

lifelong learning, self awareness, recognize power dynamic, respect diverse experiences

Balance Scorecard

tool to measure performance and align actions with goals.

evaluate success beyond finances

Balance Scorecard Components

1. customer, who you serve

2. internal process, where can you excel to satisfy customers

3. employee learning/growth

   1. financial, controlling costs

HR Management

Managing people in the organization

affects hiring, satisfaction, organizational success

The Right “Fit”

alignment between employee and organization

Behavioral Interviewing

structured way to hire based on past behaviors and experiences

Logic Model

visual map of a program showing connection between needs, activities, and outcomes

Logic Model Components

Needs: community problem

Inputs: resources, staff/money/materials

Activities: what the program does

Outputs: amount of services delivered

Outcomes: changes in participants skills, knowledge, behavior

Impact: long term community change

Reasons for Poor Outcomes

theory failure: particular intervention

implementation failure

DEI Concepts

diversity, inclusion, equity

Implementing DEI

1. support diversity and empowerment

2. assess practices and issues

3. Use data to guide decisions

4. Create realistic action plans

5. include staff in plans

6. Implement the plan

7. evaluate effectiveness

8. institutionalize through policies

Lewins Change Model

unfreezing: recognize need for change

moving: implement change

refreezing: make change permanent

ADKAR Model

awareness: understand need for change

desire: want to support change

knowledge: know how to change

ability: implement skills

reinforcement: sustain change

Rogers Change Theory

innovators: love change, new ideas

early adapters: influential leader

early majority: cautious to follow

late majority: skeptical, follow pressure

laggards: resist change

Ethical Issues with AI

informed consent/autonomy

privacy and confidentiality

lack of transparency

misdiagnosis

client abandonment

Surveillance concerns

algorithmic bais

Academic dishonesty

Financial Management

resource acquisition: future-focused, planning for funds

resource disposition: present focused, managing funds

resource reporting: past focused, review financial performance

Principles of TIC

safety

trust

choices

restoring power

collaboration