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The Case for Human Capital
Venture philanthropy’s greatest - and most underutilized - asset
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The SVP Model• 2,400 people in 29 cities
• Pooled funds:
•
Participants choose issue area• Participants undertake due diligence and choose
non-profits
• Cash grant and capacity-building support
• 3-5 year engagement
• In 15 years, USD46 million to 500+ non-profits
• Hundreds of thousands of volunteer hours
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“In more than 25 years with the YMCA, I’ve
worked with funders on more than 180 grants.In all of these relationships I have never
experienced the kind of transformational
support that SVP has provided.”
Jennifer Parker, SVP Seattle investee
Time + Talent + Money = IMPACT
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“… We have to permanently expand our definition
of philanthropy to include human and social
capital, to go beyond, far BEYOND financial capital. I never much liked that venture
philanthropy tag, it just didn’t capture this
expansive potential of human and social capital.
This is NOT a nice-to-have or yada yada. Humanand social capital in the first half of this century
are increasingly the difference makers, creating
the inflection points for real social change,
because we have the know-how and often the
financial capital. “
Paul Shoemaker, White House Forum on Philanthropy Innovation,
Sept. 20, 2012
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The necessary ingredients:
Educating donors and volunteers
Understanding the issues
Assuring the right “fit”
Due diligence and choosing the right nonprofit
Assessing the organizational capacity of the nonprofit
Clear goals and plan
Building a relationship of trust
Humility is a key ingredient
Signing on for the long haul
We won’t cut and run when the going gets tough
Asking how we are doing
Yes, we really mean that!
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1. Choose carefully
2. Does the organization have a vision?
3. Does it have the internal capacity to engage with you?
4. Is it willing to embrace a partnership with skilled
volunteers/consultants?
5. Does the nonprofit have programs which already show
success or show promise?
A closer look at the SVP “FIT”
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Organizational Capacity Assessment
Tool (OCAT)
Self-guided assessment in the following areas:
• Mission Vision, Strategy and
Planning
• Program Design and
Evaluation
• Human Resources• CEO/ED/Senior Management
Team Leadership
• Information Technology
• Financial Management
• Fund Development
• Board Leadership
• Legal Affairs• Marketing, Communications and
External Relations
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“Everyone has been fabulous. The breadth of knowledge,
willingness to help [our organization] achieve its goals and seek
out additional resources and genuine caring and commitment to
our mission has been nothing short of amazing.” ‐ 2010 Survey Participant
“The expertise we have gained and the relationships built have
been more valuable than the dollars granted.”
‐ 2010 Survey Participant
Most significant change
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Genesys Works’ Mission
To enable economically-disadvantaged high school students to
enter and thrive in the economic mainstream by providing themwith the knowledge and work experience required to succeed as
professionals.
2002: A great idea, a team of volunteers, 10 students, one
corporate client, one town (Houston)
2012: 650 students annually, operating in Houston, Minneapolis/St
Paul, Chicago, with more than 100 corporate clients.
2013: Expanding to San Francisco – other cities in the pipeline
Case study: Genesys WorksChanging the life trajectory for
underprivileged high school students
Rafael Alvarez
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Nonprofit capacity building
Building a strong foundation
Philanthropy development
Educating individuals to be effective,
engaged donors and volunteers
Catalyzing great ideas
Putting the power of the network to work
The Power of the Network
Jeff Tollefson
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Ruth Jones
Social Venture Partners International
www.svpi.org e: [email protected]
T: +1 206 728 7872 skype: ruth.jones2