We have talked about succession planning before — how an executive director can assist the board in a transition to a new executive director. I’d like to drill down to a very specific role that the out-going ED plays —
Question: I’m looking at the ILRU website hoping to find an existing training on Boundaries … topics like doing things for consumers rather than empowering them, stepping on consumers’ toes, respecting consumer privacy, etc. I’ve been having some difficulty with
Is it just me, or does there seem to be more bickering in the world than there used to be? You can see it in almost every relationship — between countries, between races, between political parties and candidates, between other
ILRU maintains directories for CIL partners — for the Centers and state associations of centers at http://www.ilru.org/projects/cil-net/cil-center-and-association-directory and for SILCs at http://www.ilru.org/projects/silc-net/silc-directory I am always a little surprised when I get a question from our ranks about where a center
Embed from Getty Images Yes, we have a wide menu of training options for your new Executive Director on our website. I would probably customize the ideas below, based on what your new E.D. already knows. If they have worked
Question: I’ve previously worked in long term care and with the department of health, and had some experience in group home services governed by the department over developmental disabilities. Those fields had very strict guidelines on processing a new hire.
The center has some odd jobs around the place — lawn mowing, cleaning, maybe web development or support of the Facebook page. Some centers pay consumers as peer support mentors. Is it okay to hire a consumer to do
Every new executive director wants to make their mark. Take the time, though, to make sure that the change is what is really needed at this time. Here are some radical changes that Executive Directors sometimes make, and my comments
This last couple of months I have been stunned by how many people have asked me to give them the actual citations that require more than 50% of the board, management and staff of a center be people with disabilities.
Whether a transition is known and immediate, or totally unknown, a transition is coming. It isn’t a matter of if — it is a matter of when. The Executive Director and Board of your center need to take up this