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ADVISORY SERVICES FOR NONPROFIT INDIVIDUALS AND ORGANIZATIONS

OUR ADVISORY SERVICES FOR INDIVIDUALS INCLUDE:

Career Counseling, listening session(s) about whether you can achieve your professional goal(s) at your present organization, or if you need to look elsewhere. The first hour is free.

Services

We will help you to decide what you are best trained to do. We help you aim your approach toward using those skills.

We help you look for organizations that should be interested in knowing about you.

We provide discussions about networking, résumé writing, organization, and presentation.

We discuss effective interviewing techniques.

OUR ADVISORY SERVICES FOR MID-CAREER INDIVIDUALS INCLUDE:

Information about compensation, jobs and careers for people interested in exploring a move into the nonprofit sector.

We will:

Help package your “transferable skills” into a résumé for the nonprofit sector.

Help you understand the various 26 major nonprofit groups under 10 broad nonprofit categories, as organized by the National Center for Charitable Statistics at the Urban Institute.  See Two Pager in Shop Now.  It is free.

We have information for people interested in volunteering in the nonprofit sector.  See booklet in Shop Now.  It is free.

THE BENEFITS OF SELECTING OUR ADVISORY SERVICES FOR INDIVIDUALS INCLUDE:

You get the benefit of Bob’s many years in nonprofit executive search, consulting at Booz, Allen & Hamilton Inc. and work at Princeton University in fund raising and academic administration.

Qualified Professionals

Bob knows what hiring organizations look for in a résumé and in an interview.

Bob knows how to look for “target organizations” which might be interested in you.

Bob will show you how to network, to find you an entry into a “target organization.”

To get started, read Bob’s “Topics in Career Management” for free in the Store.  Some selections from Topics in Career Management include:

Self-appraisal -- analyze yourself and your needs.

Determine if you can achieve your goal at your present organization or if you need to look somewhere else.

Target organizations. Decide what you are trained to do best of all. Aim your approach toward using those skills. Look for organizations that should be interested in knowing about you.

When building your network, your "personal chemistry" with the people you are selecting to be in the network is very important.

Making your resume effective

Effective Interviewing Techniques

ADVISORY SERVICES FOR ORGANIZATIONS

Our advisory services for nonprofit organizations include:

  • Leadership and management assessment, and
  • An Interview Guide and Action Plan For Hiring The Best Candidate

Leadership and management assessment.  See selections from Bob’s PowerPoint presentation, The Difference Between Leadership and Management: How to Lead and Let Others Manage and the accompanying case study.  Shop Now

The selected slides are free in the Store.  For training and education sessions, we will provide the full slide show and an accompanying case study for discussion.   

Some selections from the Case Study, The Difference Between Leadership and Management: How to Lead and Let Others Manage:

“If there is a clear distinction between the process of managing and the process of leading, it is in the distinction between getting others to do and getting others to want to do.  Managers get other people to do, but leaders get other people to want to do.  Leaders do this by first of all being credible.  That is the foundation of all leadership.  They establish this credibility by their actions -- by challenging, inspiring, enabling, modeling, and encouraging.”

“Management is about coping with complexity. Its practices and procedures are largely a response to one of the most significant developments of the twenti­eth century: the emergence of large organizations. Without good management, complex enterprises tend to become chaotic in ways that threaten their very existence. Good management brings a degree of order and consistency to key dimensions like the quality and profitability of products.

“These different functions —coping with complex­ity and coping with change—shape the characteristic activities of management and leadership.

“Leadership,” says Peter Drucker, “requires basic attitudes...and nothing is as difficult to define, nothing as difficult to change, as basic attitudes...”

The Case Study includes examples of people development, removing underperformers and diversity commitment. 

The sources of the above are in the full case study, Shop Now.

An Interview Guide and Action Plan for hiring the best candidate.

We usually discuss this approach to interviewing in person.  Please contact us to arrange a meeting.

A few concepts from the Guide and Action Plan:

We believe in simple basics to interview candidates

Face

We have found that without some structure in committee interviews, it is possible that discussions can get side-tracked into one particular area involving lengthy exchanges, and that the allocated time can pass too quickly.  In such cases, committee members might feel they have not had an adequate opportunity to interview the candidate.  This format also works one on one.

The Action Plan part of the Guide asks the candidate for:

  1. Examples of imagination and creativity in their leadership style,
  2. A brief description of their decision-making process, with alternatives weighed.
  3. The attitudes of subordinates and the morale of groups they have supervised.

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