For context, everyone should understand that Hewlett is a major funder of the performing arts in the San Francisco Bay Area. Nearly every player in the region either receives grants from Hewlett or aspires to. So the Performing Arts Program team's decision to put this in the application means that a lot of people will be filling it out. And just what questions will they be answering? Well, here's a sample:

Have you provided formal feedback about job performance to all of your employees in the last 12 months (for example, through performance evaluations, a discussion on meeting job expectations, etc.)?

Which of the following work-related events do staff members OTHER THAN the executive director and top management participate in? [Choices include staff meetings, board meetings, strategic planning, and team volunteer activities]

In your annual budget, do you have a line item (or specific expense allocation) dedicated to professional development activities?

Another question asks about specific professional development opportunities provided to staff, making a distinction between top management and employees other than top management.

These are not difficult questions to answer. Most simply require a yes or a no, or perhaps checking a few boxes. If the person filling it out has any idea what his or her coworkers are up to, it shouldn't take more than a few minutes to complete the survey. But by requiring this information, Hewlett sets expectations around what leadership development and staff support means in practice, and communicates that organizations may be judged on how they meet those expectations. That, ladies and gentlemen, is how a funder shows leadership.

And just to prove that this is not a one-sided conversation, the Hewlett application includes two additional, optional questions at the end. These are my favorites, because they ask grantseekers, openly and honestly, for advice on how Hewlett can use its resources to make accomplishing these goals easier. The first question is,

In what ways could the Hewlett Foundation and other grantmaking foundations support arts organizations' efforts to encourage positive work dynamics?

And the second one reads,

What types of resources can be provided to your organization's senior staff and leadership to improve communications, collaboration, and teamwork among people of different generations on your staff? (If you don't perceive any need for improvement in this area please tell us why the intergenerational dynamics in your workplace are successful).

A central plank of the emerging leader platform, I think, is that good ideas can come from seemingly unexpected places. It's great to see a funder tap grant applicants - not just grantees - for those ideas.

POSTED BY IAN DAVID MOSS ON APRIL - 5 - 2010 

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