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Supervision & Performance Appraisal – Jan. 6 & 7,-2020-CAPLP-Moorhead

Workshop Description:  

High quality supervision contributes to the structure needed to be a trauma-informed workplace and service provider.  Is your organization’s culture intentional?  Do you have a team designed alliance and communication agreements with your staff?  Do you view supervision time with staff and performance appraisals as opportunities to partner and learn your staff’s goals and hopes for their clients/consumers/students and their ideas for new ways to provide services or new programs that respond to unmet needs?  Are these meetings an opportunity for your staff to tell you the resources and tools they need to do their jobs?  High quality supervision + timely appraisals = strong supervisor/employee communication + reduced employee stress + insight and tools your employees need to maximize performance.  This formula also improves workplace culture because unhappy employees often spend lots of time helping their coworkers remember their own complaints and frustrations!  No workplace is perfect, but almost every workplace can be improved with conscious intent and time.

Effective supervision is also essential because there is no perfect hiring process. Too often, supervisors are promoted from within (which is good!) but receive little formal training (not so good!). Supervision can thus become a daunting task!  Workforce development is critical to nonprofits, tribal organizations, and schools. Most HR professionals are appalled when they add up the true costs of employee turnover. When supervisory relationships are neglected, organizations can lose important staff positions and important feedback from the employees who work most closely with their students, consumers, and clients.  The results are losses of time, money, and input that could be invested to improve service delivery and organizational impact, as well as the negative morale that often accompanies turnover.

Probationary evaluations and annual performance appraisals vary widely in how they are implemented within nonprofits, schools, tribal organizations, and local government. The common element is that these evaluations may get delayed for months or just dropped… sometimes for two or three years. The rationale given is “there’s no time,” while the reality is that “supervisors often dread them” and haven’t been trained to do them well. This can result in miscommunication, unnecessary conflict, loss of productivity, and, employee exits.

Supervisory skills include the ability to effectively communicate with and advocate for employees, coordinate appropriate training, conduct evaluations, document performance, and assess whether employees are satisfied in their jobs and on track with performance expectations. The majority of supervisors want what’s best for their organizations and staff, but often lack experience or are uncomfortable with direct communication and performance improvement feedback.  Employees get frustrated when they don’t receive enough of their supervisor’s time and feedback.

Intended Audience:  This workshop is appropriate for all staff charged with supervisory responsibilities, including supervisors, program managers, clinical supervisors, HR managers/directors, and executive directors who want to provide high quality staff support while ensuring high quality service delivery. Participants will learn to conduct effective performance appraisals and increase the level of direct communication with staff. The workshop will teach supervision, communication, and evaluation tools that can be adapted for different work environments.

Download Brochure & Registration Form (click link below)

Supervision & Performance Appraisal -Dec 11+12 – Fergus Falls

Workshop Description:  

Is your organization’s culture intentional?  Do you have a team designed alliance and communication agreements with your staff?  Do you view supervision time with staff and performance appraisals as opportunities to partner and learn your staff’s goals and hopes for their clients/consumers/students and their ideas for new ways to provide services or new programs that respond to unmet needs?  Are these meetings an opportunity for your staff to tell you the resources and tools they need to do their jobs?  High quality supervision + timely appraisals = strong supervisor/employee communication + reduced employee stress + insight and tools your employees need to maximize performance.  This formula also improves workplace culture because unhappy employees often spend lots of time helping their coworkers remember their own complaints and frustrations!  No workplace is perfect, but almost every workplace can be improved with conscious intent and time.

Effective supervision is also essential because there is no perfect hiring process. Too often, supervisors are promoted from within (which is good!) but receive little formal training (not so good!). Supervision can thus become a daunting task!  Workforce development is critical to nonprofits, tribal organizations, and schools. Most HR professionals are appalled when they add up the true costs of employee turnover. When supervisory relationships are neglected, organizations can lose important staff positions and important feedback from the employees who work most closely with their students, consumers, and clients.  The results are losses of time, money, and input that could be invested to improve service delivery and organizational impact, as well as the negative morale that often accompanies turnover.

Probationary evaluations and annual performance appraisals vary widely in how they are implemented within nonprofits, schools, tribal organizations, and local government. The common element is that these evaluations may get delayed for months or just dropped… sometimes for two or three years. The rationale given is “there’s no time,” while the reality is that “supervisors often dread them” and haven’t been trained to do them well. This can result in miscommunication, unnecessary conflict, loss of productivity, and, employee exits.

Supervisory skills include the ability to effectively communicate with and advocate for employees, coordinate appropriate training, conduct evaluations, document performance, and assess whether employees are satisfied in their jobs and on track with performance expectations. The majority of supervisors want what’s best for their organizations and staff, but often lack experience or are uncomfortable with direct communication and performance improvement feedback.  Employees get frustrated when they don’t receive enough of their supervisor’s time and feedback.

Intended Audience:  This workshop is appropriate for all staff charged with supervisory responsibilities, including supervisors, program managers, clinical supervisors, HR managers/directors, and executive directors who want to provide high quality staff support while ensuring high quality service delivery. Participants will learn to conduct effective performance appraisals and increase the level of direct communication with staff. The workshop will teach supervision, communication, and evaluation tools that can be adapted for different work environments.

To Register, scroll down.  

Download Brochure & Registration Form (click link below)

Supervision & Performance Appraisal – Nov. 14 & 15 – Cloquet MN

Workshop Description:  

Is your organization’s culture intentional?  Do you have a team designed alliance and communication agreements with your staff?  Do you view supervision time with staff and performance appraisals as opportunities to partner and learn your staff’s goals and hopes for their clients/consumers/students and their ideas for new ways to provide services or new programs that respond to unmet needs?  Are these meetings an opportunity for your staff to tell you the resources and tools they need to do their jobs?  High quality supervision + timely appraisals = strong supervisor/employee communication + reduced employee stress + insight and tools your employees need to maximize performance.  This formula also improves workplace culture because unhappy employees often spend lots of time helping their coworkers remember their own complaints and frustrations!  No workplace is perfect, but almost every workplace can be improved with conscious intent and time.

Effective supervision is also essential because there is no perfect hiring process. Too often, supervisors are promoted from within (which is good!) but receive little formal training (not so good!). Supervision can thus become a daunting task!  Workforce development is critical to nonprofits, tribal organizations, and schools. Most HR professionals are appalled when they add up the true costs of employee turnover. When supervisory relationships are neglected, organizations can lose important staff positions and important feedback from the employees who work most closely with their students, consumers, and clients.  The results are losses of time, money, and input that could be invested to improve service delivery and organizational impact, as well as the negative morale that often accompanies turnover.

Probationary evaluations and annual performance appraisals vary widely in how they are implemented within nonprofits, schools, tribal organizations, and local government. The common element is that these evaluations may get delayed for months or just dropped… sometimes for two or three years. The rationale given is “there’s no time,” while the reality is that “supervisors often dread them” and haven’t been trained to do them well. This can result in miscommunication, unnecessary conflict, loss of productivity, and, employee exits.

Supervisory skills include the ability to effectively communicate with and advocate for employees, coordinate appropriate training, conduct evaluations, document performance, and assess whether employees are satisfied in their jobs and on track with performance expectations. The majority of supervisors want what’s best for their organizations and staff, but often lack experience or are uncomfortable with direct communication and performance improvement feedback.  Employees get frustrated when they don’t receive enough of their supervisor’s time and feedback.

Intended Audience:  This workshop is appropriate for all staff charged with supervisory responsibilities, including supervisors, program managers, clinical supervisors, HR managers/directors, and executive directors who want to provide high quality staff support while ensuring high quality service delivery. Participants will learn to conduct effective performance appraisals and increase the level of direct communication with staff. The workshop will teach supervision, communication, and evaluation tools that can be adapted for different work environments.

Bji-Preparing the Board for the Annual ED Evaluation

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Workshop Description: Some nonprofit boards love their executive directors and feel very lucky…others do not. But the majority of boards share a common aversion to the required annual Executive Director evaluation. Some boards have NEVER conducted an executive director evaluation. Other boards are so uncomfortable that they procrastinate and skip several years before conducting an evaluation. This leaves many committed, hardworking executive directors feeling under-supported…and allows executive directors who are not a fit for the role to rule unchecked. Join your board and staff colleagues to discuss these challenges and gain resources, ideas, and strategies to support a healthy process for the annual Executive Director evaluation…and free up energy to support your organization’s essential community work!

Discuss and learn a highly functional process that helps executive directors feel supported and allows board members to complete this duty with integrity. Review the primary purpose of the annual evaluation, beyond simply the legal obligation. Discuss common questions:  Does every board member have to participate or can a small group conduct the evaluation?  Our Executive Director is doing a great job, do we have to do an evaluation this year?  I think our Executive Director does a solid job, but there are some changes I think will really move our organization forward…how do I say that?  Our board procrastinates every year because we don’t enjoy this role! How do we get past this?  How should we include staff feedback in the executive director’s evaluation?  When do we discuss a compensation increase?

Intended Audience: This workshop is designed for new board members, longtime board members, executive directors, and HR professionals. The goal is to develop a healthy and functional process for your organization that will support a strong board-executive director partnership that can maximize community impact. This workshop is most effective when attended by a team of individuals from your organization. Please send a 3-person team composed of a) 3 board members b) 2 board members and your executive director or c) one board member, your HR director, and your executive director. Other groupings accepted so long as they are not all staff. Your board chair’s participation is ideal.

To Register, scroll down.  Note:  Early Bird Deadline Extended until Sept. 13th. (The date hasn’t been changed in the form below (pre-set feature), but I will accept all registrations received by 8:00 p.m. on Sept. 13th at the Early Bird Rate)

Download Brochure & Registration Form (click link below)

Supervision & Performance Appraisal – White Earth Tribal and Community College

Workshop Description:  

Is your organization’s culture intentional?  Do you have a team designed alliance and communication agreements with your staff?  Do you view supervision time with staff and performance appraisals as opportunities to partner and learn your staff’s goals and hopes for their clients/consumers/students and their ideas for new ways to provide services or new programs that respond to unmet needs?  Are these meetings an opportunity for your staff to tell you the resources and tools they need to do their jobs?  High quality supervision + timely appraisals = strong supervisor/employee communication + reduced employee stress + insight and tools your employees need to maximize performance.  This formula also improves workplace culture because unhappy employees often spend lots of time helping their coworkers remember their own complaints and frustrations!  No workplace is perfect, but almost every workplace can be improved with conscious intent and time.

Effective supervision is also essential because there is no perfect hiring process. Too often, supervisors are promoted from within (which is good!) but receive little formal training (not so good!). Supervision can thus become a daunting task!  Workforce development is critical to nonprofits, tribal organizations, and schools. Most HR professionals are appalled when they add up the true costs of employee turnover. When supervisory relationships are neglected, organizations can lose important staff positions and important feedback from the employees who work most closely with their students, consumers, and clients.  The results are losses of time, money, and input that could be invested to improve service delivery and organizational impact, as well as the negative morale that often accompanies turnover.

Probationary evaluations and annual performance appraisals vary widely in how they are implemented within nonprofits, schools, tribal organizations, and local government. The common element is that these evaluations may get delayed for months or just dropped… sometimes for two or three years. The rationale given is “there’s no time,” while the reality is that “supervisors often dread them” and haven’t been trained to do them well. This can result in miscommunication, unnecessary conflict, loss of productivity, and, employee exits.

Supervisory skills include the ability to effectively communicate with and advocate for employees, coordinate appropriate training, conduct evaluations, document performance, and assess whether employees are satisfied in their jobs and on track with performance expectations. The majority of supervisors want what’s best for their organizations and staff, but often lack experience or are uncomfortable with direct communication and performance improvement feedback.  Employees get frustrated when they don’t receive enough of their supervisor’s time and feedback.

Intended Audience:  This workshop is appropriate for all staff charged with supervisory responsibilities, including supervisors, program managers, HR managers/directors, and executive directors who want to provide high quality staff support while ensuring high quality service delivery. Participants will learn to conduct effective performance appraisals and increase the level of direct communication with staff. The workshop will teach supervision, communication, and evaluation tools that can be adapted for different work environments.

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Download Brochure & Registration Form (click red link immediately below)

Supervision & Performance Appraisal – Red Lake Schools – August 5 & 6-2019

Workshop Description:  

Is your organization’s culture intentional?  Do you have a team designed alliance and communication agreements with your staff?  Do you view supervision time with staff and performance appraisals as opportunities to partner and learn your staff’s goals and hopes for their clients/consumers/students and their ideas for new ways to provide services or new programs that respond to unmet needs?  Are these meetings an opportunity for your staff to tell you the resources and tools they need to do their jobs?  High quality supervision + timely appraisals = strong supervisor/employee communication + reduced employee stress + insight and tools your employees need to maximize performance.  This formula also improves workplace culture because unhappy employees often spend lots of time helping their coworkers remember their own complaints and frustrations!  No workplace is perfect, but almost every workplace can be improved with conscious intent and time.

Effective supervision is also essential because there is no perfect hiring process. Too often, supervisors are promoted from within (which is good!) but receive little formal training (not so good!). Supervision can thus become a daunting task!  Workforce development is critical to nonprofits, tribal organizations, and schools. Most HR professionals are appalled when they add up the true costs of employee turnover. When supervisory relationships are neglected, organizations can lose important staff positions and important feedback from the employees who work most closely with their students, consumers, and clients.  The results are losses of time, money, and input that could be invested to improve service delivery and organizational impact, as well as the negative morale that often accompanies turnover.

Probationary evaluations and annual performance appraisals vary widely in how they are implemented within nonprofits, schools, tribal organizations, and local government. The common element is that these evaluations may get delayed for months or just dropped… sometimes for two or three years. The rationale given is “there’s no time,” while the reality is that “supervisors often dread them” and haven’t been trained to do them well. This can result in miscommunication, unnecessary conflict, loss of productivity, and, employee exits.

Supervisory skills include the ability to effectively communicate with and advocate for employees, coordinate appropriate training, conduct evaluations, document performance, and assess whether employees are satisfied in their jobs and on track with performance expectations. The majority of supervisors want what’s best for their organizations and staff, but often lack experience or are uncomfortable with direct communication and performance improvement feedback.  Employees get frustrated when they don’t receive enough of their supervisor’s time and feedback.

Intended Audience:  This workshop is appropriate for all staff charged with supervisory responsibilities, including supervisors, program managers, HR managers/directors, and executive directors who want to provide high quality staff support while ensuring high quality service delivery. Participants will learn to conduct effective performance appraisals and increase the level of direct communication with staff. The workshop will teach supervision, communication, and evaluation tools that can be adapted for different work environments.

To Register, scroll down.

Download Brochure & Registration Form (click red link immediately below)

Supervision & Performance Appraisal – Northland Comm. & Tech. College (Room 515) – July 15 & 16-2019

Workshop Description:  

Is your organization’s culture intentional?  Do you have a team designed alliance and communication agreements with your staff?  Do you view supervision time with staff and performance appraisals as opportunities to partner and learn your staff’s goals and hopes for their clients/consumers/students and their ideas for new ways to provide services or new programs that respond to unmet needs?  Are these meetings an opportunity for your staff to tell you the resources and tools they need to do their jobs?  High quality supervision + timely appraisals = strong supervisor/employee communication + reduced employee stress + insight and tools your employees need to maximize performance.  This formula also improves workplace culture because unhappy employees often spend lots of time helping their coworkers remember their own complaints and frustrations!  No workplace is perfect, but almost every workplace can be improved with conscious intent and time.

Effective supervision is also essential because there is no perfect hiring process. Too often, supervisors are promoted from within (which is good!) but receive little formal training (not so good!). Supervision can thus become a daunting task!  Workforce development is critical to nonprofits, tribal organizations, and schools. Most HR professionals are appalled when they add up the true costs of employee turnover. When supervisory relationships are neglected, organizations can lose important staff positions and important feedback from the employees who work most closely with their students, consumers, and clients.  The results are losses of time, money, and input that could be invested to improve service delivery and organizational impact, as well as the negative morale that often accompanies turnover.

Probationary evaluations and annual performance appraisals vary widely in how they are implemented within nonprofits, schools, tribal organizations, and local government. The common element is that these evaluations may get delayed for months or just dropped… sometimes for two or three years. The rationale given is “there’s no time,” while the reality is that “supervisors often dread them” and haven’t been trained to do them well. This can result in miscommunication, unnecessary conflict, loss of productivity, and, employee exits.

Supervisory skills include the ability to effectively communicate with and advocate for employees, coordinate appropriate training, conduct evaluations, document performance, and assess whether employees are satisfied in their jobs and on track with performance expectations. The majority of supervisors want what’s best for their organizations and staff, but often lack experience or are uncomfortable with direct communication and performance improvement feedback.  Employees get frustrated when they don’t receive enough of their supervisor’s time and feedback.

Intended Audience:  This workshop is appropriate for all staff charged with supervisory responsibilities, including supervisors, program managers, department heads, HR managers/directors, and administrators who want to provide strong staff support while ensuring high quality service delivery. Participants will learn to conduct effective performance appraisals and increase the level of direct communication with staff. The workshop will teach supervision, communication, and evaluation tools that can be adapted for different work environments.

To Register, scroll down.

Download Brochure & Registration Form (click link below)

Supervision & Performance Appraisal – April 29 & 30th – Thief River Falls

Workshop Description:  

Is your organization’s culture intentional?  Do you have a team designed alliance and communication agreements with your staff?  Do you view supervision time with staff and performance appraisals as opportunities to partner and learn your staff’s goals and hopes for their clients/consumers/students and their ideas for new ways to provide services or new programs that respond to unmet needs?  Are these meetings an opportunity for your staff to tell you the resources and tools they need to do their jobs?  High quality supervision + timely appraisals = strong supervisor/employee communication + reduced employee stress + insight and tools your employees need to maximize performance.  This formula also improves workplace culture because unhappy employees often spend lots of time helping their coworkers remember their own complaints and frustrations!  No workplace is perfect, but almost every workplace can be improved with conscious intent and time.

Effective supervision is also essential because there is no perfect hiring process. Too often, supervisors are promoted from within (which is good!) but receive little formal training (not so good!). Supervision can thus become a daunting task!  Workforce development is critical to nonprofits, tribal organizations, and schools. Most HR professionals are appalled when they add up the true costs of employee turnover. When supervisory relationships are neglected, organizations can lose important staff positions and important feedback from the employees who work most closely with their students, consumers, and clients.  The results are losses of time, money, and input that could be invested to improve service delivery and organizational impact, as well as the negative morale that often accompanies turnover.

Probationary evaluations and annual performance appraisals vary widely in how they are implemented within nonprofits, schools, tribal organizations, and local government. The common element is that these evaluations may get delayed for months or just dropped… sometimes for two or three years. The rationale given is “there’s no time,” while the reality is that “supervisors often dread them” and haven’t been trained to do them well. This can result in miscommunication, unnecessary conflict, loss of productivity, and, employee exits.

Supervisory skills include the ability to effectively communicate with and advocate for employees, coordinate appropriate training, conduct evaluations, document performance, and assess whether employees are satisfied in their jobs and on track with performance expectations. The majority of supervisors want what’s best for their organizations and staff, but often lack experience or are uncomfortable with direct communication and performance improvement feedback.  Employees get frustrated when they don’t receive enough of their supervisor’s time and feedback.

Intended Audience:  This workshop is appropriate for all staff charged with supervisory responsibilities, including supervisors, program managers, HR managers/directors, and executive directors who want to provide high quality staff support while ensuring high quality service delivery. Participants will learn to conduct effective performance appraisals and increase the level of direct communication with staff. The workshop will teach supervision, communication, and evaluation tools that can be adapted for different work environments.

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Bemidji-The Fully Effective Nonprofit Board-Workshop Flyer-Tues., April 23-2019

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Nonprofit boards are complicated… because nonprofits are unique.  They operate in challenging circumstances, and are not as clearly understood as the business, education, and government sectors. Are you a new board member or a long-time board member wondering if you’re really doing what you should as a board member?  Even after many years of board service, some board members are frustrated.  While they support the organization’s work 100%, they don’t fully understand their capacity to make a meaningful impact and their primary responsibilities as board members.  Some boards are highly functional and have open communication.  On other boards, there is a small cadre of members who set direction and make the “real” decisions.  Even strong, assertive individuals have moments during board meetings when they are uncomfortable expressing their opinions on an issue or decision.  Some boards love their executive directors and feel very lucky…others do not. Many executive directors feel over-stressed and under-supported.  In a world of seemingly diminishing resources, how do we continue our important work? Join your board colleagues to discuss these challenges and gain resources, ideas, and strategies to support your vitally important community roles as nonprofit board members.

Discuss the four primary roles of nonprofit boards in common sense language while still addressing the Minnesota Attorney General’s standards for Duties of Care, Obedience, and Loyalty.  How do we move beyond “compliance” issues at board meetings to discuss if we’re really meeting our mission? Our board doesn’t have time to do strategic planning every year, but how do we figure out if we’re on track and set priorities?  Besides chairing meetings, what should I be doing as the Board Chair?   What are my responsibilities as an individual board member and how do I make a meaningful impact?   I think our Executive Director does a good job, but there are some changes I think will really move our organization forward…how do I say that?    What is a healthy process for the annual Executive Director evaluation? Our board procrastinates every year because we don’t enjoy this role!  I’m not on the Finance Cte., do I have to review the audit and Form 990?  What do I do if staff members approach me with concerns about the organization?

Intended Audience:  This workshop is designed for new board members, longtime board members, executive directors, and others who want their boards and organizations to function more effectively and contribute to meaningful community impact.

Leech Lake SNAP-ED Grantwriting Readiness Workshop March 19-2019 (2)

Grantwriting Readiness: Building Organizational Capacity (a one-day workshop) – Effective grants build on an agency’s strengths, accomplishments and capacity and convince funders that a strong return on investment is likely. This workshop teaches core concepts of effective grants that can be used for both private and public grants.  Many grant writers work incredibly hard but are so busy with increasing compliance, financial and legal requirements, that grants are often not planned well. While last minute grants are sometimes funded, they often do not provide present your agency at its best.  Poorly planned grants are more obvious in today’s online environment because there is less space to make a strong case.  A little planning goes a long way in developing your readiness to submit competitive, successful grants.  While strong writing skills are important to present your case effectively, even individuals with “just average” skills can submit effective grants with some basic pre-planning, a process for review & editing, and a thoughtful analysis of organizational capacity.

* Learn the 5 questions your organization should ask before submitting proposals and the components of a competitive grant * Discover how to analyze funder priorities and make “the right ask”  * Develop budgets that make sense for your agency’s bottom line * Make a strong case for operating funding  * Understand how to conduct  a simple internal review and scoring process  * Ask for help and plan for funder site visits * Increase your time available for larger, more complex (and lucrative!) grants by asking who else in your organization has or may wish to develop the capacity to write some of your smaller renewal grants * Develop simple strategies to build and maintain an ongoing relationship with your funder(s)  * Learn the basic steps to ensure that your agency will be remembered with respect (not dread!) when you re-apply.

Questions:  Please email questions with your contact information to:  Becky@bemidjiconsulting.com.

Weather Policy: The workshop will run unless electricity is not available at the venue or the venue closes for the day. You’ll be informed via a text or email the morning of the workshop.

Two-day Workshop (9:00-4:30 each day, registration starts at 9:00 a.m.)

Request a workshop announcement and registration form customized for your site or community.

Most Executive Directors are mission-driven individuals who care deeply about their communities and work long hours. Yet, even when supported by strong Boards, the position is stressful and can be short-lived. Some organizations transition their Executive Director every three to five years. This workshop provides Executive Directors with practical knowledge & skills to support resiliency and capacity.  Develop strategies to manage this essential, high impact leadership role for your organization. Gain confidence handling the constant deadlines and decisions inherent in a role where EVERYTHING feels important.   Please note: This training is not compliance-focused.

Build your capacity to explain your organization’s impact by learning about the new “Charting Impact” movement endorsed by the Independent Sector, Guide Star, and the BBB Wise Giving Alliance.  Analyze your agency’s triumvirate of mission, impact, & sustainability to determine where performance is strong and where it may need to improve.  Review your strategic partnerships and consider if you are maximizing the potential of your collaborations to achieve collective impact.  Discuss your agency’s strategic plan implementation and what’s required to move forward on goals and action steps.  Does your agency currently have a board/CEO designed alliance? Analyze the board/ED division of labor.  Review and discuss a format for the annual Executive Director evaluation that is useful to both the Executive Director and the Board. 

Develop capacity to lead your board members through an annual assessment of their own performance and a plan for their professional development.  Use your Executive Committee and other Board Committees to their full potential.  Learn basic principles and values for supervising other staff, handling probationary period reviews and annual evaluations, and tackling the dreaded “working with difficult people” conversations.  Discuss effective formats for board meetings, electronic decisions, and recording decisions.  Build skills to effectively plan your organizational annual calendar in a way that fosters staff and volunteer engagement.  Learn pain-free methods to build and maintain relationships with your individual donors and funders.  Create your own professional support network with other Directors.  Develop your strategy for personal and professional self-renewal.

Intended Audience: This workshop is designed primarily for those new to their role as nonprofit Executive Directors (within the past 2-3 years) and for program managers and senior staff who may be considering a Director role in the future.  Current Executive Directors who want to “add to their tool kits” and Executive Directors who are transitioning into the nonprofit sector are welcome.

Early Bird Registration:  $325.00/person – for registrations received by the early bird deadline (email or website registrations preferred).  Your fee includes a continental breakfast, lunch, and all materials on both days. 

Regular Registrations:  After the early bird deadline, registrations are $350.00/person.

Online Registration available at:  www.bemidjiconsulting.com/training.

Questions:  Please email questions with your contact information to:  Becky@bemidjiconsulting.com.

Cancellation:  All registrations for the Workshop are final.  You may send a substitute attendee at any point for a change fee of $15.00 (notice of name change appreciated for the attendance certificate). Unfortunately, there are no refunds for cancellations.  If you must cancel, whenever possible, you will be invited to another training in the region.

Weather Policy: The workshop will run unless electricity is not available at the venue or the venue closes for the day. You’ll be informed via a text or email the morning of the workshop.

Request a workshop for your community.  You will receive a customized registration form with your location.

Day 1 – Grantwriting Readiness:  Effective grants build on an agency’s strengths, accomplishments and capacity and convince funders that a strong return on investment is likely. This workshop teaches core concepts of effective grants that can be used for both private and public grants.  Many grant writers work incredibly hard but are so busy with increasing compliance, financial and legal requirements, that grants are often not planned well. While last minute grants are sometimes funded, they often do not provide present your agency at its best.  Poorly planned grants are more obvious in today’s online environment because there is less space to make a strong case.  A little planning goes a long way in developing your readiness to submit competitive, successful grants.  While strong writing skills are important to present your case effectively, even individuals with “just average” skills can submit effective grants with some basic pre-planning, a process for review & editing, and a thoughtful analysis of organizational capacity.

* Learn the 5 questions your organization should ask before submitting proposals and the components of a competitive grant * Discover how to analyze funder priorities and make “the right ask”  * Develop budgets that make sense for your agency’s bottom line * Make a strong case for operating funding  * Understand how to conduct  a simple internal review and scoring process  * Ask for help and plan for funder site visits * Increase your time available for larger, more complex (and lucrative!) grants by asking who else in your organization has or may wish to develop the capacity to write some of your smaller renewal grants * Develop simple strategies to build and maintain an ongoing relationship with your funder(s)  * Learn the basic steps to ensure that your agency will be remembered with respect (not dread!) when you re-apply.

Day 2 – Advanced Grantwriting:  Participate in a live internal grant review panel during the workshop. This requires a brave soul who will share a grant, grant budget, workplan and logic model, attachments, and the RFP criteria, which will be reviewed by other participants. Special Offer: This brave individual attends for the cost of meals/materials only – $50. Note:  You may submit an existing proposal or a grant for a program that has since ended (but nothing prior to 2015). Participants must read, score, and write their review comments in advance of the workshop.  During the workshop, we will convene the grant review panel to give feedback to the grantwriter on how to best improve the grant.  We will fully review the budget, workplan, logic model, and attachments.

* Learn how to convene and manage an internal grant review panel and experience a strategic grant review rather than a “wordsmithing” exercise * Understand how to use Word Tables, develop budgets and narratives in Excel, develop multi-year budgets and show matching costs * Develop data that makes your community need clear * Frame your organization’s impact in compelling terms *  Discuss concepts like “supplant” and supplement *  Ask all your questions!

Early Bird Registration:  $325.00/person – for registrations received by the early bird deadline (email or website registrations preferred).  Your fee includes a continental breakfast, lunch, and all materials on both days.  Regular Registrations:  After the early bird deadline, registrations are $350.00/person.

Online Registration available at:  www.bemidjiconsulting.com/training.

Questions:  Please email questions with your contact information to:  Becky@bemidjiconsulting.com.

Cancellation:  All registrations for the Workshop are final.  You may send a substitute attendee at any point for a change fee of $15.00 (notice of name change appreciated for the attendance certificate). Unfortunately, there are no refunds for cancellations.  If you must cancel, whenever possible, you will be invited to another training in the region.

Weather Policy: The workshop will run unless electricity is not available at the venue or the venue closes for the day. You’ll be informed via a text or email the morning of the workshop.

This is a 4-5 hour training that can be brought to your agency.  25-30 participants. $60/participant for a community training or $1,500 for an on-site training at your agency.

When you experience exceptional customer service, you know it.  When you don’t experience this, you also know it!  But how do you define this and ensure that it is regularly and consistently offered by your staff to your clients and internally to your employees? Customer Service involves organizational values and culture as well as employee attitudes and skills.  It starts with the organization’s expectations for how clients/customers are viewed are treated and also includes the training provided to employees to do their jobs, as well as a process for constructive feedback from co-workers, supervisors, and customers. This 4-hour workshop helps staff at all levels build their customer service skills.  Discussion areas include:

• Providing Proactive Customer Service

• Making a Positive First Impression

• The Skills for Exceptional Customer Service

• How to Handle Difficult Situations with Clients/Customers

• Developing a Team Planning Process to Integrate Customer Feedback into Program and Organizational Operations

• Self-Care for Customer Service Professionals to Help You Bring Your Best to Customers and Clients

Intended Audience: All staff, from the front desk to direct service professionals, supervisors, and agency management staff provide customer service, whether to external customers or their internal staff.  Staff and volunteers at all levels are welcome to attend this training. Both new and experienced staff can benefit from revisiting customer service best practices and learning new strategies to be proactive in providing customer service.  Administrative assistants, receptionists, office managers, financial staff, case managers, supervisors, program directors, management team staff, board members and volunteers are welcome to attend.