Leadership Development and Human Assets Management

The majority of assets held by today’s organizations (be they nonprofit, for-profit, or government) fall into the category of “Human Capital”. While traditionally this term is understood in corporate and government environments to represent the value of an organization’s “employees”, the civic sector has taught us to see a broader definition. Human Capital includes all of the individuals and categories of people that bring to the organization their:

  • practical knowledge
  • acquired skills
  • personal relationships
  • intellectual and financial resources
  • experience and wisdom

These valuable “human” assets can be found, and should be cultivated, at every level of the organization:

  • Board Members
  • Committee Chairs & Project Leaders
  • Executive employees
  • Line-level employees
  • Volunteers
  • Members
  • Non-member/Non-employee affiliates & partners
  • Non-member/Non-employee customers/users

Strong organizations understand that there is potential in each of these levels of “contributors”. Likewise, there must be a plan in place, and resources committed to the identification, management, and cultivation of talent in each class of these “human” assets. Without a Human Capital Management plan, and resources to execute said plan, an organization will fail to reach its full potential, and will let valuable assets and enthusiasm slip away to other organizations. Just as in nature, human energy is neither created nor destroyed… if unharnessed by your organization, it will simply move to another.

Successful organizations have processes in place that capture knowledge, relationships, intellectual resources, and institutional experience – turning them into intellectual property. They seek ways to monetize that intellectual property – turning knowledge into real dollars that can support the mission of the organization. IP & human assets that cannot be easily monetized can nevertheless improve the efficiency, effectiveness, & productivity of an organization – can be leveraged for the future, repackaged as needed to serve new projects and a new pool of leaders, workers, volunteers.

Like all other assets that they want to see grow, organizations must “invest” in its human capital, including:

  • Education & Training
  • Leadership Development
  • Human Resource Management
  • Constant evaluation of the Org’s Vision, Mission, Goals
  • Strategic Planning
  • Management Systems
  • Information Systems

While it is true that not all human assets and intellectual property have equal value, that which is not captured, examined, evaluated, and nurtured can never be grown or leveraged for the future. In the case of nonprofit organizations, they must also employ a different set of incentives than traditional for-profits with traditional employees, in order to achieve maximum output from all of its human assets. While Board members, volunteers, members and even employees invest considerable energy and free-time into the nonprofit’s cause, good-will is not the only reward that can be offered by the organization. To maintain and grow interest / enthusiasm / loyalty / commitment / energy level, the people that contribute to your organization want:

  • To be challenged
  • To learn and grow
  • To be connected to a greater purpose
  • To be publicly acknowledged and appreciated
  • To have a path for advancement
  • To achieve success personally
  • To see the organization achieve success

Stable organizations recognize that opportunities to lead, and opportunities for leaders to emerge, exist at every level of the organization. They are executing on a plan to diversify their pool of knowledge and grow their pool of leaders, their bench strength. They recognize that a particular focus must also be maintained on reaching all the way down to the edge – their members/users/customers – for knowledge, wisdom, feedback, and new talent.

VMG Service Offerings
Human Capital Asset Management & Leadership Development Arena

VMG is committed to working with organizations to develop a human capital assets management program that includes:

  • Asset Assessment
  • Staff & Program Energy Distribution
  • Human Resources/Employee Policies, Development & Assessment
  • Volunteer Management, Development & Assessment
  • Volunteer Bill of Rights
  • Committee Management, Development & Assessment
  • Board Management Policies, Development, & Assessment
  • Total Quality Management/ Total Quality Creation
  • Leadership Program Development
  • Mentoring Program Development
  • Youth Outreach & Program Development
  • Team Building/Retreats/Offsites
  • Incentive Plans & Programs
  • Change Management

Knowledge Management & Planning

  • Continuity of Operations (COOP) Planning
  • Document Management
  • Online Collaboration
  • Portal Development
  • Standard Operating Procedures (SOPs)
  • Customer Resource Management (CRM) Systems
  • Management Information Systems
  • Web 2.0
  • Interactive Member & Nonmember Services
  • Social Media/Networking

Relationship Management & Planning

  • Member Outreach, Management, Services & Assessment
  • Donor/Contributor Outreach, Management, Services & Assessment
  • Vendor Outreach, Management, Services & Assessment
  • Media/Press Outreach, Management, Services & Assessment
  • Partner Outreach, Management, Services & Assessment
  • Exhibitor Outreach, Management, Services & Assessment
  • Community Leader Outreach, Management, Services & Assessment
  • Nonmember Management, Services, Assessment & Conversion
  • Sales & Development