Archive for September, 2011
Mergers, teamwork, partnerships, alliances and collaborations translate into strategic and sustained benefits for clients, communities and organizations. With more organizations competing for smaller funding pools, leaders are compelled to explore new models and paradigms to deliver service, reduce expenses, reach more clients and realize measurable outcomes.
Mergers and collaborations are not exclusively limited to other organizations and executive directors. Organizations can benefit greatly by merging and collaborating with their constituents, clients, chamber of commerce, college or university and critics. This model is not intended for quick fixes and band aids. It requires mutual trust, common purpose and a codependent investment in success.
The merger and collaboration model offers significant opportunities and advantages. Some of these advantages are:
- Keener focus – merging and collaborating ideas allows for a clearer and sharper focus on mission, strategy and contingency planning. When there is intellectual or creative tension through brainstorming, good ideas become great ideas and tweaks and fine tuning are transformed into innovation and game-changers.
- Better data – merging and collaborating data and experiences leads to better decision making. Sharing data and experiences among partners invites an undistorted, multidimensional perspective that can constructively critique and analyze data for better forecasts and compressed decision cycles.
- Expanded demographics – merging and collaborating with partners who have a similar mission (foster care, elder advocacy, civil rights, animal protection etc.) can enable both parties to expand the scope of their demographic and geographical presence. It can help both parties reach a broader and more diverse prospective talent, donor, volunteer, client and constituent pool.
- Better outcomes – better outcomes are realized after a thorough exercise of vetting, testing and scrutiny. Inviting others to weigh in on practices and processes creates better programmatic as well as leadership outcomes. Merging and collaborating not only provides an objective critical context but also a lens of inspiration, enlightenment and increased client satisfaction.
- Reciprocal wins – merging and collaborating enables both parties to experience wins and consistent returns on their investment in several ways. 1). Savings on headcount and/or consultants. 2). More bandwidth and capacity. 3). A more effective or efficient model leads to higher performance and better results. 4). Competency transference enables the portability and retention of best practices. 5). Mission fulfillment – there are many competing demands and distractions that make mission fulfillment less of a priority. Merging and collaborating equips leaders with the tools to purge clutter, cut fat, reset priorities, realign infrastructure, optimize opportunities and fulfill the mission of the organization.
For a free consultation and more information on non profit mergers and collaborations, call the HR4NON-PROFITS team at 630.830.4443 or visit our website at http://www.hr4nonprofits.com. Follow us on Facebook and Twitter.
Theresa A. Dear
Founder and President
HR4NON-PROFITS Inc.Read Full Post | Make a Comment ( None so far )
September is a critical month for organizations that have a January 1st effective date for employee benefits. September is generally the month where employee benefits are reviewed, renegotiated and redesigned. More importantly, this is the month where executive directors, presidents and leaders of organizations – non-profits in particular – can save a lot of money, if they know where to look, what to cut and how to negotiate. The following are a few cost cutting best practices and trends:
- Put everything on the table. Everything is negotiable. Insurance companies and brokers expect you to negotiate.
- If all your benefits are bundled, you will have more leverage to negotiate better premiums.
- Evaluate if your benefit plan meets the needs of your demographic employee base. As an example, if you have an aging workforce, you should consider reducing maternity benefits and adding or increasing vision benefits.
- Reconsider the eligibility date for new employees. The cost saving trend is that new employees have at least a thirty day waiting period.
- Audit your benefit plan to remove ineligible dependents.
- Some employers are still paying a portion of premiums for dependents. The cost saving trend is that employers are paying less for employee dependent’s premiums.
- Revisit the carryover caps/limits on PTO plans.
- If you have a separate bereavement policy, consider integrating it into your PTO plan.
- Don’t wait until November or December to begin benefit plan review and renegotiation. Your insurance company will realize you are pressed for time, with a January 1st effective date and you will significantly reduce your capacity to redesign, negotiate and reduce costs.
If you would like a free consultation about your employee benefits plans, please call the HR4NON-PROFITS team. There is no greater reward to us than helping our clients save money so they can redirect these savings to needed programs.
Theresa A. Dear
Founder and President
Call us at 630.830.4443 Follow us on Facebook and Twitter http://www.hr4nonprofits.comRead Full Post | Make a Comment ( None so far )