| ghSMART makes a positive impact in our broader community. Below are examples of some of the philanthropic contributions that ghSMART team members have made while at the firm. | ||
Congressional Management Foundation |
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| Description: | Helping bring management best practices to government | |
| Problem: | Need to learn how to hire better for legislative staff roles | |
| Action: | Delivered multiple workshops to House Chiefs of Staff and Senate Legislative Directors | |
| Outcome: | Multiple US Representative offices have used the techniques to hire A Players for their legislative staff |
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Entrepreneurs' Organization |
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| Description: | Global network of more than 7,300 business owners in 42 countries | |
| Problem: | Selecting CEO for global organization | |
| Actions: | 1. Listened to board of directors' wishes and goals 2. Designed CEO selection process and trained board 3. Conducted SmartAssessment® on finalist candidate |
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| Outcome: | CEO selection was considered a success and is still in place after three-plus year tenure |
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Non-Profit Foundation to Prevent Genocide |
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| Description: | Helping draw awareness to and stopping genocide across the globe | |
| Problem: | Providing feedback and coaching to the founding executive director to enable him to be more effective | |
| Actions: | 1. Built scorecard for role, gaining buy-in of entire board 2. Conducted SmartFeedback® 3. Coached the executive director for six months including advising him on organizational changes |
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| Outcomes: | 1. Helped him see how a new org structure would enable the organization to function more effectively 2. Improved his focus on key areas enabling him to manage more efficiently and with greater impact |
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Harlem Success Academy |
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| Description: | Growing charter school network in New York City | |
| Problem: | Hiring 100+ top educational and administrative staff with limited time and resources | |
| Actions: | 1. Advised senior management on teacher and principal selection 2. Trained selection team on best practices in interviewing |
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| Outcome: | Selection process is more efficient and producing better candidates | |
KIPP - Knowledge is Power Program |
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| Description: | Largest charter school operator in U.S. profiled in Outliers and BusinessWeek as a successful model for educating at-risk children | |
| Problem: | #1 problem to successful growth was hiring principals and teachers | |
| Actions: | 1. Donated Who books to senior decision makers 2. Designed training program for principal and teacher selection 3. Providing people strategy sessions and follow-up consultations to aid in implementation |
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| Outcome: | Selection process is more efficient and producing better candidates | |
Murphy-Harpst Children's Centers |
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| Description: | Residential foster care home for children with severe emotional or behavioral disorders | |
| Problem: | CEO Succession –select replacement for CEO who is retiring after 20 years of service | |
| Actions: | 1. Recommended full end-to-end succession process to board (approved) 2. Worked with management and board to develop Scorecard for CEO role (in process) 3. Sourced candidates (upcoming) 4. Screened candidates to generate list of finalists (upcoming) 5. Interviewed finalists (upcoming) 6. Recommended CEO hire to board (upcoming) |
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| Outcome: | Selection process is ongoing | |
Sewickley Academy |
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| Description: | Pre-K through grade 12 independent school located in Western Pennsylvania |
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| Problem: | Selecting a new principal | |
| Actions: | 1. Advised board of trustees on principal selection process 2. Conducted SmartAssessments® on finalist candidates 3. Helped Board select a candidate that was not a clear choice |
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| Outcomes: | 1. Record endowment revenue raised by new principal 2. Curriculum was improved and staff was upgraded with key new hires 3. Principal received A+ performance reviews for five-plus year tenure |
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The Global Fund for Children |
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| Description: | Provides capital to strengthen innovative community-based organization serving the most vulnerable |
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| Problems: | Setting up new hiring process tied to strategy. Preparing for growth. | |
| Actions: | 1. Facilitated organization Scorecard discussion 2. Helped create the employee hiring guide 3. Coached CEO / founder on a number of topics |
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| Outcome: | Organization better prepared to grow by hiring and leveraging strategic talent | |
