Tag Archives: Nonprofit News

Nonprofit News: Is international certification right for you?

By “Doc Warren” Corson III April 24, 2017

Prior to 2016, I never gave much thought to becoming certified or licensed in another country. I mean, why go through all the hard work, pay all the fees and have to maintain a credential in a country that I had no plans of living in, let alone work in? And then it seemed like my world changed overnight.

No, I’m not talking about an election, though truth be told, some of my soul died that night, along with my faith in humanity. (How could “Diamond Joe” Quimby from Springfield not at least carry his state? Sure, he is a womanizing, lying, cheating scoundrel, but he is an entertaining one. Plus he has been a TV regular far longer and more consistently than that other guy. His exploits with The Simpsons were certainly worth some votes). I’m actually talking about two other things that happened in 2016 that got me thinking.

First, the American Counseling Association held a joint conference with our neighbors to the north, the Canadian Counselling and Psychotherapy Association (CCPA), giving all of those who presented a chance to engage with an international audience in an international setting (the ACA Conference typically has an international audience with folks from more than a dozen countries attending). My wife and I were honored to be among those selected to present, and we found our northern friends to be a delight — as well as founts of information.

I also visited Lubec, Maine, in 2016, a place where some of my kin once lived and a place where you can actually see Canada while walking down the main drag. In fact, Canada is but a short walk, swim or boat ride away (literally hundreds of feet). I was impressed with the sign at the public boat landing asking folks from Canada to take a walk down the street or call a number to let the U.S. agents know they were visiting. I guess there is little chance of a wall being built there anytime soon.

I loved the environment and felt at home. I could envision my partial retirement years being spent there, which got me to thinking about how I could treat those who reside on Campobello Island, which is within sight of Lubec. This island, which is part of New Brunswick, Canada, is very noncommercial. In fact, until the 1960s, it had no bridge access; folks needed to take a boat to visit. Even today, it boasts no hospital, clinic or other forms of treatment that I am aware of, and even when entering the United States, you are many miles from such things.

 

What is international certification?

International certification (or licensure, depending on the country, location, etc.) is similar to what we have here in the United States and often has rigorous requirements that must be met and maintained. Having this credential allows you to become an independent practitioner should you so choose. It also allows you to collect fees from third parties such as insurance companies. Let’s face it — folks like me will never work for someone else, so becoming credentialed is the only way to consider making such a move.

Becoming credentialed in another country may be helpful for some clinicians but not all. Here are some scenarios:

  • Those who hope to work in, consult in, present in or one day move to a given country may find that being credentialed in that country eases the transition.
  • Maintaining a credential often can be easier than trying to apply for that credential for the first time 20 or more years after attending graduate school because requirements can change a great deal over time. (I was happy to see that my 17-year-old program still meets current requirements both in the United States and Canada, but many would not.)
  • International certification may provide a bit more prestige in general but especially to those who consult either in the private sector or as an expert witness in court cases. Being able to state that you are certified/licensed to practice not only in the United States but also in another country may give a boost to your perceived authority and possibly enable you to increase your fee.
  • For those attempting to present or publish internationally, review boards may be more comfortable accepting and inviting those whom they know have an investment and understanding of the country in question.
  • In the case of my nonprofit, we are considering expanding into Canada if and when it makes sense from a financial and logistical standpoint. Having prior credentials in the country you wish to expand into can help with some of the permit requirements. Getting this done ahead of time can help smooth the transition.

 

Which countries are best for you?

The answer to this question is highly subjective and depends on several factors, including where you see yourself possibly moving to or working either in the near or distant future. Does the country in question allow for nonresident credentialing? In Canada, you can get credentialed through the CCPA without being a resident. At least one Canadian province also allows a licensure option, but only those who have lived in the country for a substantial amount of time are eligible.

Among other questions to ask: Will this credential benefit you at all professionally? Will it open possible venues that may otherwise be closed to you?

 

How do I get certified in another country?

This answer depends on the country you select. For this discussion, we’ll focus on Canada because I am in the process of becoming certified as a counselor and counseling supervisor. Surprisingly enough, this process is in some ways easier than it is in the United States (although that may change at any moment). Currently, there is no comprehensive exam requirement. Instead, a comprehensive review of education and experience is required.

To get started, you need to become a member of CCPA. To apply for certification, members download the application and begin the typical process of selecting which track they want to take to certification. Each track offers advantages and disadvantages depending on your date of graduation and experience. Once the track has been selected, you will need to get forms signed verifying your experience, letters of recommendation, a comprehensive background check, official transcripts and, for those from other countries, proof that your college was accredited in your country at the time of graduation. You will also need to provide official course descriptions so they can be compared with the Canadian equivalent.

In my case, getting 17-year-old official course descriptions was far from easy — especially given that I went to a college that merged with another college before being sold to yet another and then finally bought large parts of itself back. Thankfully, I had unofficial copies from when I was a student (I save things). I also had access to the then-director, so when I ran into a hurdle at the original school, I was able to proffer the descriptions via email and had the former director verify their accuracy. As of the time of this writing, official descriptions had been submitted for review by CCPA.

On another note, make sure that you get an FBI background check. I was given a background check by my local police department (located in the same place where I was born, raised and have always lived). This did NOT meet the certification requirements. If you are not required to get fingerprinted during your background check, you likely aren’t getting the one you will need.

 

After you apply

Just like in the United States, after you apply for international certification you will need to wait — and then possibly wait some more while the application process progresses or stalls. If you’re lucky, there will be a portal that you can log in to to view the progress, and the organization in charge of issuing certification will be prompt in contacting you should something not meet its standards (such as when my local background check was rejected).

In addition, be sure to follow up with your references. Even the most dedicated of colleagues can sometimes misplace or overlook your reference instead of sending it in, or they might make a mistake on it that results in the reference being rejected. Be prepared to submit and resubmit as needed. Stay calm, stay polite and stay focused.

International credentialing may not be for everyone, but for some of us, it can be well worth the fees and time invested. So sit back, close your eyes and imagine in what country you could see yourself in the future. Once you have a place in mind, start the exploration process. Who knows? You just may change your life.

 

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Dr. Warren Corson III

“Doc Warren” Corson III is a counselor, educator, writer and the founder, developer, and clinical and executive director of Community Counseling Centers of Central CT Inc. (www.docwarren.org) and Pillwillop Therapeutic Farm (www.pillwillop.org). Contact him at docwarren@docwarren.org. Additional resources related to nonprofit design, documentation and related information can be found at docwarren.org/supervisionservices/resourcesforclinicians.html.

 

 

 

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Opinions expressed and statements made in articles appearing on CT Online should not be assumed to represent the opinions of the editors or policies of the American Counseling Association.

Nonprofit News: Self-care for caregivers

By “Doc Warren” Corson III March 20, 2017

The field of counseling is one that offers great rewards. We get to see people go from their worst to their best. We get to be a part of the change that our clients are seeking.

Even so, the hours and hours we spend listening to the pain of others can take its toll. That raises an important question: While you invest so much in “saving” others, are you neglecting yourself? If so, you, like many of us in this profession, could be in danger of compassion fatigue or burnout.

 

Understanding compassion fatigue and burnout

Working as a counselor can weigh on you. You may find that you are having more difficulty being empathic in situations in which it once came naturally to you.

And although this compassion fatigue may start at your job, it can bleed over into your most intimate relationships. You may even find yourself feeling that you cannot possibly give anything else emotionally to others.

Among the signs of compassion fatigue are:

  • Excessive blaming
  • Bottled-up emotions
  • Isolating from others
  • Substance abuse
  • Compulsive behaviors
  • Poor self-care
  • Legal problems
  • Apathy
  • Feeling mentally and physically tired
  • Feeling preoccupied
  • Living in denial about problems
  • Difficulty concentrating

Burnout is closely related to compassion fatigue, but in extreme cases it can have more serious impacts on a person’s physical and mental health. Some of the signs of burnout include:

  • Chronic fatigue
  • A quick trigger to feel angry or suspicious
  • Susceptibility to illness
  • Forgetfulness
  • Insomnia
  • Loss of appetite
  • Anxiety
  • Depression

Burnout does not just happen overnight. Instead, there are stages and patterns that can help you to identify the issues and assist you in addressing them. Although having a great deal of enthusiasm for a project is considered positive and can often lead to a wealth of progress, look for signs of stagnation, frustration or apathy that may follow. Each is a sign of trouble.

Stages of burnout:

  • Enthusiasm
  • Stagnation
  • Frustration
  • Apathy

 

Prevention

Prevention is vital if one wants to keep working at optimum levels. Look at the list of practical ways to find balance, recharge and stay focused. Be prepared to think outside of “normal therapist behaviors” and identify those things that help you remain focused and energetic. Consider hobbies and activities that you once enjoyed but perhaps stepped away from because of graduate studies or other life-related obstacles. Embrace what you once enjoyed, especially those things that are far removed from the helping professions.

As for me, I re-embraced classic car restoration and time spent in nature, while adding classic farm tractor collecting (among other hobbies). So, go see that play or musical, get your hands dirty, listen to loud music or take part in other events. You cannot stay “on” all the time and still be effective as a counselor.

Here are some tips on prevention of compassion fatigue and burnout for helping professionals:

  • Get educated on signs and symptoms of compassion fatigue and burnout
  • Practice self-care
  • Set emotional boundaries
  • Engage in outside hobbies
  • Cultivate healthy friendships outside of work
  • Keep a journal
  • Boost your resiliency
  • Use positive coping strategies
  • Identify workplace strategies
  • Seek personal therapy

We are involved in one of the most emotionally draining professions that exist. You are here because you want to help people make a change and sustain that change. So give yourself the ongoing maintenance that your body and mind require. Find the answer that works best for you and follow through. We have too many people depending on us. We owe it to them, but, most importantly, we owe it to ourselves. Let’s do this.

 

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Dr. Warren Corson III

“Doc Warren” Corson III is a counselor, educator, writer and the founder, developer, and clinical and executive director of Community Counseling Centers of Central CT Inc. (www.docwarren.org) and Pillwillop Therapeutic Farm (www.pillwillop.org). Contact him at docwarren@docwarren.org. Additional resources related to nonprofit design, documentation and related information can be found at docwarren.org/supervisionservices/resourcesforclinicians.html.

 

 

 

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Opinions expressed and statements made in articles appearing on CT Online should not be assumed to represent the opinions of the editors or policies of the American Counseling Association.

 

Nonprofit News: Avoiding client disclosure on social media

By “Doc Warren” Corson III February 13, 2017

To many people, social media is the best thing since the abacus, transforming the way we live and do business. It offers us a world of knowledge with the stroke of a few keys and the briefest of pauses.

Of course, social media can be both a tool and a crutch that leads to sloppy habits. With the advent of clinician-centered discussion groups on Facebook and other online and social media sites that cater solely to clinical professionals, clinicians are posting an increasing amount of client-related information, sometimes going beyond what the ACA Code of Ethics and relevant laws allow. These clinicians are potentially leaving their clients vulnerable, while leaving themselves and their employers open to ethical complaints and legal suits.

The discussions that were once the domain of individual or group supervision now can be found on any number of social media platforms designed for counselors. Some of these posts come from clinicians from large programs, while others originate with those who are in private or small group practices. Perhaps this shows a lack of experience and knowledge combined with little to no supervision or oversight. I haven’t been able to find a comprehensive study that helps shed light on this topic.

Whatever the cause, accusations that a client’s privacy has been violated can lead to charges of malpractice (and other charges) being filed against the clinician and his or her employer. Comprehensive training followed by regular refreshers could do much to reduce this type of liability.

 

A problem since the early days of the internet

Since the advent of the internet and online bulletin boards (the precursors to Listservs, social media and online groups), there have been issues trying to balance new technology with privacy. About a decade ago, I briefly ran an online group for clinical professionals that was designed so that we could discuss general issues and concerns related to the counseling profession. Sometimes the discussion turned to challenging client cases. Several people, including David Kaplan, chief professional officer of the American Counseling Association, raised questions about this issue. A good-hearted, if sometimes heated, debate took place on these threads, and some very differing opinions were presented. It ultimately did little, however, to change the content of the postings. Within months, I was no longer affiliated with the online discussion group, in large part because of concerns I had about potential ethical violations.

I recently contacted David Kaplan again (he is still in the same role with ACA) to get his opinion on this topic. He agreed that it has been a long-standing issue and that, for both ethical and legal reasons, client information should never be posted on social media. To me, the most powerful thing he said was, “The key for me is the statement at the end [of the ACA Connect site rules and etiquette page]: ‘Please ensure that you phrase your post in a manner that does not describe an actual client.’”

Rather than listing several pages of links to ethical codes, state and federal laws, and the like, I will share the applicable rules and etiquette section from ACA Connect, ACA’s online communities that encourage discussion between counseling professionals.

“Do not present aspects of a case even if the client’s name is not given. Posts that give details about a specific client will be removed. Due to the potential violation of both the ACA Code of Ethics, state and/or federal law, case consultation is not allowed on ACA Connect. It is not permissible to present aspects of a case on a counseling listserv or online forum even if the client’s name is not given. Information shared by a client and clinical impressions must be afforded the same level of confidentiality as the name of the client. Describing a client’s presenting problem, diagnosis, or clinical treatment approach through listservs or online forums – even if the client’s name is not given – is a violation of confidentiality. It is perfectly fine to discuss issues (e.g., asking, ‘Does anyone have any resources on eating disorders in male wrestlers?’ or, ‘Does anyone have a referral to a specialist in PTSD in the Boston area?’), but please ensure that you phrase your post in a manner that does not describe an actual client.”

Owners, overseers, monitors and associated workers of online professional sites, Listserves, groups on social media and other platforms, be they volunteer or paid, could benefit greatly by posting rules that are similar to those above. The enforcement of those rules would prove invaluable.

 

Examples of violations

What follows are some examples of posts that, although they are well-meaning, could potentially lead to ethics or legal charges. (These examples are inspired by actual posts but are not being shared verbatim because I do want not to spread liability or bring possible embarrassment to the original posters; this article is about education, not shaming or embarrassing my fellow clinicians who work hard daily to assist those in their care).

  • “Hi all. I’m looking to make a referral for marriage counseling for a couple that has been married for 14 years. There have been multiple affairs by the stay-at-home husband while his wife was working in the insurance industry. She works till 6 p.m., so evening sessions are a must. They are in the Springfield area and have XYZ insurance.”
  • “I have a client who is 14 years old, has a history of cutting and has recently regressed after her parents told her and her twin brother that they are divorcing. She had also disclosed that she feels she may be bisexual. Any resources that may assist me in treating her would be greatly appreciated.”
  • “OK, so I have this client I’ll call ‘Will.’ I’ve worked with him for several years in my private practice in Newport News. He’s a retired steamfitter and the father of three young adults — two male and one female. Recently, the daughter called me to tell me that she noticed that some of her underwear is missing and suspects that he may have taken them and is possibly wearing them. She doesn’t want to talk to him about this but wants me to explore this in my next session with him. Any suggestions as to how I should approach this with him?”

 

Ways to avoid a violation

  • “Hi all. I’m looking to increase my referral list and am looking for clinicians in the Springfield area who have evening session times and take XYZ insurance. Experience with familial issues would be a plus.”
  • “I’m looking for resources for working with teens who cut and also for sexuality related issues. Thanks!”
  • In my opinion, the third example is beyond paraphrasing. It shows the need for good supervision even when in private practice. The information provided would make it easy to identify this family, even in a city that has a large shipyard.

 

Social media is not a replacement for supervision

In an increasingly connected world, it is important to remember that social media cannot replace the ethical requirement for supervision and it should not be treated as such. Joining these online/social media discussion sites for clinicians can make us feel more connected and less isolated professionally. They can help build a referral base and can help us to plan social events, but they are simply unsuitable for case consults.

Many of us employ a “we are all on the same team” mindset, and that can do much to help our profession. At the same time, we need to remember that seeking advice on these online/social media websites will never be the equal of calling the clinician in the office next to you and doing a case consult. Our clients are counting on us to keep their lives private; our ethics code and laws related to our profession are here to ensure that we do just that.

If you are in a small practice, be it group or individual, for-profit or nonprofit, be sure to have a solid source for clinical supervision and consultation that falls well within industry standards. This not only helps protect our clients, but also protects us against potential legal and ethical violations.

 

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Dr. Warren Corson III

“Doc Warren” Corson III is a counselor, educator, writer and the founder, developer, and clinical and executive director of Community Counseling Centers of Central CT Inc. (www.docwarren.org) and Pillwillop Therapeutic Farm (www.pillwillop.org). Contact him at docwarren@docwarren.org. Additional resources related to nonprofit design, documentation and related information can be found at docwarren.org/supervisionservices/resourcesforclinicians.html.

 

 

 

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Opinions expressed and statements made in articles appearing on CT Online should not be assumed to represent the opinions of the editors or policies of the American Counseling Association.

Nonprofit News: Independent contractor or employee?

By “Doc Warren” Corson III January 10, 2017

As I review job postings for clinicians, I see a disturbing trend of nonprofits hiring independent contractors rather than full- or part-time employees. Although there can be some benefits for both the nonprofit and the contractor at times, many liabilities can come into play as well. This article is not meant to be an exhaustive exploration of the topic, and I am far from a legal or tax expert, but my hope is that this column might inspire you to think carefully before posting or replying to an ad for an independent contractor.

The status that you work or hire under can offer either liability or protection, depending on the situation. The liability can come in the form of IRS penalties and potential loss of eligibility for unemployment protection and malpractice insurance protection. FindLaw (findlaw.com) and EmployeeIssues.com are two resources that can help you learn the basics of these issues, but there is no replacement for meeting with an expert if you are contemplating moving your hires to independent contractors. Personally, I prefer to hire folks for my nonprofit as part-time employees so I can avoid potential issues with the state department of labor and the IRS. I can hire them as part-time clinicians who are paid by the session if that is what I need, but this way we both know we have certain protections in place. The choice, however, is yours.

 

Overview of employee vs. independent contractor

Here are a few quick points concerning the differences between an employee and a contractor.

 

Employees:

  • Typically work full or part time for one or more employers with set work hours and days (which can change week to week in some cases)
  • Have some type of benefits package
  • Have needed parts and supplies furnished by the employer
  • Have taxes taken out of their salary and are eligible for unemployment compensation should work stop
  • Have employment protections, including workers’ compensation
  • Are protected by minimum wage and other labor laws
  • Must have cause to lose their job unless hired “at will”

 

Independent contractors:

  • Provide consulting or other services for a wide range of places
  • Set their hours and days as they see fit
  • Have their own offices independent of their placements, although they may also be given access to an office to use while at their job sites
  • Receive no benefits from the employer
  • Do not have their supplies covered by the employer
  • Do not have taxes taken out by the employer, nor are they covered by workers’ compensation or other policies
  • Have a set contract time period and hours
  • Generally are not protected by employment laws

 

When it can get murky

Years ago, I was a consultant for a local Head Start program. I had a contract that made it clear how much I would be paid per hour, how many hours I was allowed to work during the contract period and the hours the program was open so I could be sure to complete my time within those parameters. For the most part, I came and went as I decided and used my own agency forms for performing tasks. Although I contributed to the organization’s newsletter, I was able to pick the topics and allowed to opt out of an issue if I so desired. To me, this was a classic example of what an independent contractor’s role should be.

A few years later, however, several changes occurred that made my independent contractor status a bit harder to justify. I now had set forms to use, supplied by the agency, and was given less ability to customize how I did my job. I also needed to follow set protocols and several other parameters that I had experienced in the past only as an employee. I opted not to continue the contract after the initial time period, partially because it felt like I got to experience all of the red tape of being an employee without enjoying any of the protections or benefits.

 

The IRS view

The IRS looks into common law to help determine the proper classification of employees. It uses three broad categories in helping to make this determination: behavioral control, financial control and the relationship between the parties. The following is taken directly from the IRS website (see irs.gov/taxtopics/tc762.html):

Behavioral Control covers facts that show if the business has a right to direct and control what work is accomplished and how the work is done, through instructions, training, or other means.

 

Financial Control covers facts that show if the business has a right to direct or control the financial and business aspects of the worker’s job. This includes:

  • The extent to which the worker has unreimbursed business expenses
  • The extent of the worker’s investment in the facilities or tools used in performing services
  • The extent to which the worker makes his or her services available to the relevant market
  • How the business pays the worker, and
  • The extent to which the worker can realize a profit or incur a loss

 

Relationship of the Parties covers facts that show the type of relationship the parties had. This includes:

  • Written contracts describing the relationship the parties intended to create
  • Whether the business provides the worker with employee-type benefits, such as insurance, a pension plan, vacation pay, or sick pay
  • The permanency of the relationship, and
  • The extent to which services performed by the worker are a key aspect of the regular business of the company

 

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As we start the new year and contemplate either adding workers or signing on to an existing agency, it is imperative that we consider the type of position we are becoming associated with and the potential implications from a liability standpoint. Here, as in many other situations, doing a little homework and consulting with knowledgeable professionals can go a long way toward protecting yourself or your nonprofit program.

 

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Sources:

 

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Dr. Warren Corson III

 

“Doc Warren” Corson III is a counselor, educator, writer and the founder, developer, and clinical and executive director of Community Counseling Centers of Central CT Inc. (www.docwarren.org) and Pillwillop Therapeutic Farm (www.pillwillop.org). Contact him at docwarren@docwarren.org. Additional resources related to nonprofit design, documentation and related information can be found at docwarren.org/supervisionservices/resourcesforclinicians.html.

 

 

 

 

 

 

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Opinions expressed and statements made in articles appearing on CT Online should not be assumed to represent the opinions of the editors or policies of the American Counseling Association.

Nonprofit News: Surviving the loss of key members

By “Doc Warren” Corson III November 28, 2016

When counselors look to build a board of directors and fill key positions in their nonprofit programs, it is imperative to remember that there are many different types of leaders.

Some leaders are great thinkers and developers of new ideas and programs but lack the desire to maintain or reconfigure a program once it has taken root. Others are great maintainers but may lack the skills to start a program from scratch or reconfigure an existing program. Still others are best suited to take an existing but lagging program and make it stronger than they found it originally. All of these leaders can serve a program well so long as the timing is right.

When an existing program finds itself in transition naturally, it may discover that certain invaluable board members are less than fully equipped to handle the transition. As a result, the program, or the board member, may seek to open that board position to new blood. This often leads to angst at some level. It is important to note that we are all replaceable; change in and of itself need not be seen as a negative.

Transitions can bring great change. The loss of key board members may indeed bring about changes that are less than ideal. Perhaps the board member had a particular passion or key connections that made a program stand out. The loss of a particular board member may mean the loss of that program, or at least a great reduction to it. This in and of itself can have an impact, but it can also allow the program to find a new niche or direction that may bring about growth that was previously unforeseen. It may also allow the main program to redirect funds to a new program or at the very least allow for some experimentation.

Years ago, we faced the need to expand our offerings because we had outgrown our space. We looked at locations for a second office that would have allowed us to do many of the same things we had already been doing for years, but we ended up finding an 1860s farm for sale about 4 miles from our original location. This purchase allowed us to greatly increase the services we were already offering and also add new types of services.

While we lost the “homey” feel that was characteristic of our first (now secondary) office, we gained a “homey community” feel as part of our therapeutic farm-based program. Now folks feel cozy even though they are in a building that is nearly 8,000 square feet. This was made possible through the many innovations introduced by new board members and key staff changes. At the time there was a great deal of change and transition, but we viewed these as a natural extension of what we always had.

The second and third generation of a board can make or break a program. When change is massive, such as the case of multiple key members leaving at once, this can lead to full-scale dilution of the organization’s main goals or mission. It can even lead to the possible dissolution of the program as a whole. More often than not, however, the loss of board members comes in small doses, and careful replacements can help secure the future of the program with little interruption. Be sure to do a thorough assessment of the program’s needs before selecting potential candidates. The “ideal” candidate may become less than effective if his or her abilities are not in line with the program’s current and emerging needs.

Everyone can be replaced. Panic can set in for some companies upon announcing the impending loss of a founder. Founding board members choose to leave for many reasons, though perhaps the most common reason is their wish to retire. Good leadership on the part of other key players can reduce any major transitional issues, however. Case in point: Albert Ellis,Depositphotos_43929729_m-2015 who developed rational emotive behavior therapy, was removed from the board of directors of the Albert Ellis Institute despite the fact that he founded the institute and it was named after him. In fact, he lived in the building that housed it! Sure, there was some backlash from fans and supporters after he was removed (a New York state Supreme Court judge later reinstated Ellis to the board, saying he had been removed without proper notice). Regardless, since passing away, both Ellis’ institute and his legacy remain intact.

Not all losses are real losses. Every nonprofit program will eventually see the loss of key members. Some of these losses will come as an initial shock, but in many instances, these losses can actually lead to new possibilities, especially if the person had been suffering from burnout or otherwise grown lethargic. New blood can lead to new energy, ideas and improved services.

Stay true to your core mission. It is very important to make sure that new members not only are aware of the history, mission, beliefs and ideals of your nonprofit program, but also appreciate and respect them so that the “original recipe” remains intact (even if some changes are needed to grow with the times). The culture of your nonprofit is key, and it is important that potential new board members are aligned with that culture.

Pay attention to demographic shifts and adjust accordingly. New members or not, it is important to look at demographic shifts and adjust your nonprofit programming as needed. Replacing some key members may actually help you to do this because there may come a time when your leadership team lacks some key knowledge or ability to meet an emergent trend. No one wants to be the company that is caught figuratively stockpiling DVD players in an increasingly wireless world.

Periodic mission adjustments are healthy. Staying true to your mission is healthy, but remember to update that mission on occasion. Transition times may be the perfect opportunity to review and tweak as needed. Examples may include adding different types of programs and increasing the scope (or possibly narrowing the scope) of your operation to reflect current needs and successes.

Replacing key members of your nonprofit need not be a time for strife. Do your homework, remember some key points and move forward. After all, worrying about the loss will do nothing to prevent it, so wouldn’t it be better to simply act proactively?

I’m rooting for you.

 

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Dr. Warren Corson III

Dr. Warren Corson III

“Doc Warren” Corson III is a counselor, educator, writer and the founder, developer, and clinical and executive director of Community Counseling Centers of Central CT Inc. (www.docwarren.org) and Pillwillop Therapeutic Farm (www.pillwillop.org). Contact him at docwarren@docwarren.org.

 

 

 

 

 

 

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Opinions expressed and statements made in articles appearing on CT Online should not be assumed to represent the opinions of the editors or policies of the American Counseling Association.