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Culture Resource Guide

After more than 15 years promoting grantmaker practices that support nonprofit results, GEO is convinced that a strong culture inside foundations is critical for effective philanthropy. It’s virtually impossible to operate as an ally and partner to nonprofits if you are working inside a foundation whose values and culture run counter to that spirit.

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Hearing from Those We Seek to Help: Nonprofit Practices and Perspectives in Beneficiary Feedback

The Center for Effective Philanthropy report, Hearing from Those We Seek to Help: Nonprofit Practices and Perspectives in Beneficiary Feedback, reveals that most nonprofits are using beneficiary feedback to improve their programs, but leaders of those organizations believe most of their foundation funders lack a deep understanding of their intended beneficiaries' needs. This report describes how, in the eyes of nonprofits leaders, the foundations that best understand their beneficiaries' needs are deeply connected to - and actively engaged with - with their work and are open, humble, and collaborative in their approach.

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Employee Engagement: 5 Trends Shaping Employee Social Impact Programs

Employee engagement through cause is a vital means by which to strengthen employee relationships, enhance employee morale and even build critical skill sets and expertise. Plus, employees are hungry for ways to get involved in cause. Not sure how to integrate cause into your company’s employee engagement strategy? Network for Good is here to help.

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Evaluation Principles and Practices: An Internal Working Paper

The purpose of this document is to advance the Hewlett Foundation’s existing work to make their evaluation practices more consistent across the organization. They hope to create a more common understanding of their philosophy, purpose, and expectations regarding evaluation as well as clarify staff roles and available support.

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Changing the Status Quo: Intentional Succession Planning Through Leadership Development

Resource for members only

This report offers succession planning through leadership development an alternative to the status quo. Instead of expecting new leaders to rise to the occasion, this report proposes that, when leadership opportunities arise, organizations should dedicate resources, human and financial, to developing the talent pipeline and proactively, openly discussing succession plans at all levels of leadership, not simply the CEO/Executive Director role.

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Accountability Self-Assessment Tool for Unstaffed Foundations

Resource for members only

This tool for unstaffed foundations includes an accountability self-assessment and a legal checklist. It is divided into nine topic sections, each of which is divided into three levels, which can help foundations tailor the tool to meet their specific interests and needs. Also included are an Excel spreadsheet to help tabulate responses, an extensive accountability resource list, and a glossary of key words and concepts used in the tool.

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Accountability Self-Assessment Tool for Staffed Foundations

This tool for staffed foundations includes an accountability self-assessment and a legal checklist. It is divided into nine topic sections, each of which is divided into three levels, which can help foundations tailor the tool to meet their specific interests and needs. Also included are an Excel spreadsheet to help tabulate responses, an extensive accountability resource list, and a glossary of key words and concepts used in the tool.

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