While the complexity and innovation requirements of NFP transformations are often on par with anything in the for-profit world, the resource base and success factors are often unique. A core commitment for Merryck & Co. is to be a resource for such organisations.
Since 2010, we have contributed over US$5MM in such services — and we’re passionate about our impact.
Merryck & Co. brings context, relevance and real-time leadership development to senior NFP leaders, their teams, and their cohorts of next-generation leaders as they navigate organisational transformation.
Matching the right mentor to the client
Mentor & Client meet, agree to high-level goals
Interviews; strategy documents; financials; assessment
2-Day immersion, focuses mentoring agenda
Unlimited phone/email, monthly F2F meetings
Regular reviews to assess progress, update agenda or determine conclusion
“We came out with action plans -- for me with my CEO, for me with my team, and for me as an individual leader. My mentor made it easy, simple and clear to follow-up and make the insights actionable.”
“I think when leaders do not invest this kind of time and reflection; those are organizations not going somewhere. Even the brightest of leaders do not take time to gain that extra perspective, they are just waiting for the next train to hit them. That is not leading. Good senior leaders need to be constantly developing and constantly challenged by outside professionals. Otherwise you are just waiting for the next crisis—and that takes a toll mentally and physically.”
"If I want to really operate as a high-values leader -- what does that mean for how I actually conduct myself? We have to make the right moves at the right speed. I rationalize thinking that I have to get involved because we're trying to change the culture. But how do I balance driving that change with achieving a higher level of leadership? This job is 14-15 hours/day, with all manner of things coming over the transom. It's difficult to force a time to reflect. It's unbelievably valuable to have someone who's been through this to really talk through my approach, goals and blind spots."
“I had already made the right re-organization decisions, but I hadn't caught up in my own leadership style to the "wisdom" of the organizational design I'd put in place. [My mentor] helped me a) see the strengths of the structure and b) understand and alter my own behaviors to get maximum value out of the skilled people around me.”
“[My mentor] and I were able to form a common vision or playbook for the volunteers and the professionals in my region - it's now centered all of our meetings around those four points. The feedback has been overwhelmingly positive. We've never had that alignment of direction -- now we know where we're going, what we're doing, and why.”
“There are some great people involved in my organization - I have access to some really great mentors. I have learned a lot from them and they have known me for a long time. Never have I had the opportunity to explore as deeply and think as deeply and get right to the heart of the matter in the way that I did with [my mentor]. It is a unique opportunity.”