CAPACITY-BUILDING POTENTIAL AND ORGANIZATIONAL READINESS
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What is the purpose of the Sabbatical Program Pilot?
Nonprofit leaders have faced incredible disruptions and challenges over the past few years including responding to a global pandemic, managing through economic uncertainty, and addressing racial and political unrest. Despite all of these challenges, our nonprofit leaders have stepped up and been there for the most vulnerable in our community. Now a coalition of local funders are stepping up to invest and support the sustainability and wellness of our nonprofit leaders.
What is the goal of the Sabbatical Program Pilot?
The goal of the pilot program is to give the ED/CEO of each organization a chance to take a break and recharge while also not causing undue management stress or financial harm to the organization. The sabbatical also gives the organization an opportunity to strengthen processes/practices and build staff capacity. Our intention is that after this pilot, the program becomes something leaders in our region can rely upon as a resource and wellness is incorporated into the fabric of the nonprofit for all staff.
Why a pilot program?
Our goal is to provide an opportunity for our nonprofit leaders to rest and recharge, and to support the sustainability of nonprofits working in our hardest hit communities. While we have conducted extensive research on how to design and implement a sabbatical program, we are keenly aware that we do not have all the answers, nor can we anticipate all the needs of the leaders and their organizations. By starting the Sabbatical Program as a pilot, we desire to learn from our leaders what is works and what needed so that we can continue to provide this opportunity of wellness and support for leaders and their staff in the years to come.
What makes an organization a good fit for the Sabbatical Program Pilot?
What makes a leader a good fit for the Sabbatical Program Pilot?
What are the program requirements for leaders, staff, and board of directors?
How will the organization be evaluated?
How will the leader be evaluated?
What is the application process?
If selected, what can I expect?
When are funding decisions made?
What are the reporting requirements?
Awardees will be asked to submit a brief report within six weeks of completing their sabbatical and returning to their role. The goal of the report is to understand if the leader was able to relax and recharge, what impact the sabbatical had on the organization, is the organization stronger as a result, and how the organization plans to incorporate staff wellness going forward.
How will an executive coach be selected/assigned?
The application asks for the characteristics and/or skills the leader desires their executive coach to have. Each leader will be provided a couple of bios to learn more about the coach. We strongly encourage the leader to set-up an informational interview with the coach to see if they are a fit. The leader will then indicate which coach they prefer, and All Stars will initiate the agreement for both to sign. The leader and the executive coach will work together on the number of sessions and the focus of each session.
How will an organizational development coach be selected/assigned?
The application asks for the characteristics and/or skills the organization would benefit from in an organizational development coach. The organization (board of directors and staff) will be provided a couple of bios to learn more about the coach. We strongly encourage the organization to set-up an informational interview with the coach to see if they are a fit. The organization will then indicate which coach they prefer, and All Stars will initiate the agreement for both to sign. The organization and the organizational development coach will work together on the number of sessions and the focus of each session.
What happens if an issue arises during my sabbatical?
While we hope the planning and preparation process prepares the organization for issues or opportunities that arise, we can’t anticipate everything. All Stars’ capacity-building staff is available to assist as necessary in addition to the organizational development coach.
What components should the initial plan for interim leadership contain?
The initial plan for interim leadership submitted with the application is not expected to be the final plan, but an outline. Things to take consider including in the plan:
While the executive coach and organizational development coach will work closely to solidify the interim leadership plan, having an initial draft of the plan is the first start in planning for the sabbatical
How is success measured / defined?
Who are the funders for this pilot program?
Silicon Valley Community Foundation – Since 2007, SVCF has leveraged its unique position and relationships to create dynamic partnerships that further the success of our neighbors throughout the region. We invest in building community voice and power; grow the culture and practice of effective philanthropy; and ensure weact as a trusted partner when help is needed. We bridge critical gaps and divisions to deliver strategies that reduce systemic inequities.
All Stars Helping Kids – Founded in 1989 by NFL Hall of Famer Ronnie Lott and his wife, Karen, All Stars has invested more than $30 million in grants and resources to over 600 organizations, impacting the lives of thousands of youth. Each year All Stars selects a cohort of innovative Bay Area nonprofits to participate in a three-year intensive Accelerator Program that is designed to help build the organizational capacity, financial sustainability and community impact of those organizations working to disrupt the cycle of poverty for Bay Areayouth. We believe investing in the potential of our youth, our nonprofit partners and our local communities can break the cycle of poverty that is keeping far too many youth from succeeding.
Satterberg Foundation – Founded in 1991, Satterberg Foundation is committed to supporting non-profits through authentic, relationship-based partnerships within BIPOC communities. At Satterbergwe value and understand the importance of supporting leaders with sabbaticals, healing spaces and extended breaks from their day to day work so they can prioritize personal health and healing. Our hope is that during the sabbatical each leader will be able to rest, restore and reflect on their purpose so they can keep doing the very work that gives them so much life.