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Meet Our Team: Susan Wyatt Sedwick, Ph.D., CRA, CSM
Get to Know Seasoned Higher Education Leader, Dr. Susan Wyatt Sedwick
In the ever-evolving landscape of research administration, the role of a Certified Research Administrator (CRA) stands as a beacon of professionalism and expertise. At Attain Partners, our team of research administration experts brings decades of direct experience working in education and a proven track record of serving the nation’s top colleges and universities. With pride, we serve over 70 of the nation’s top 100 research institutions, including 100% of the Ivy League schools, through a comprehensive range of research enterprise services.
Dr. Susan Wyatt Sedwick, Senior Consulting Specialist at Attain Partners, is an exemplary figure in the field of research administration. She stands as a testament to the crucial role research administrators play in the dynamic research ecosystem, contributing to the success of research projects and initiatives while championing the importance of professional development and staying abreast of industry best practices. From educating colleagues on export controls compliance to mitigating research misconduct, Susan’s contributions are numerous and create a tremendous impact on the higher education research administration community.
Learn more about Susan below and mark your calendar for her upcoming sessions to learn from her directly.
April 25, 2024
NCURA Webinar – Same Same, But Different: Departmental Challenges and Successes – Attain Partners
April 24 – 26, 2024
SRAI Virtual Research Administration Conference – Attain Partners
May 7 – 10, 2024
2024 SRAI Southern Northeast Section Meeting – Attain Partners
Attain Partners (AP): What inspired you to become a Certified Research Administrator?
Susan Wyatt Sedwick (SWS): In the early 2000s, I had a new associate director who wanted to start a CRA incentive program that rewarded certification. At that time, many senior research administration leaders were quite skeptical about the veracity of the test, so I thought I should find out for myself. I was already an associate vice president at an institution where I planned to stay so I had nothing to gain. However, I had to be able to vouch for the test to get the funding for the program. Once I had approval for the incentive program, we implemented a study group to help staff prepare for the test. If the employee successfully completed the study program which was also designed to promote team building across pre- and post-award teams, the institution would pay for the testing fee upfront. Passing the CRA also resulted in an automatic pay increase that was sizable enough to incentivize our staff to study for and take the test. That program yielded an almost 100% pass rate. I have since instituted two CRA programs and career ladders that accelerate promotion if someone has their certification.
AP: How has your role as a CRA contributed to the success of research projects or initiatives for our clients?
SWS: One of the programs I helped initiate as mentioned above was at Seattle Children’s Research Institute (SCRI). When I arrived, the organization only had one position description against which they were hiring making it extremely difficult to attract senior-level grants and contracts administrators—people we desperately needed. A team from the Center Business Operations (CBO) office worked with HR to build a career ladder around four levels of positions ranging from entry to supervisor. Promotion to the next level was accelerated if the individual had certification. I have also presented widely on building career ladders and lattices that place great value on the CRA.
AP: What qualities or skills are essential for a successful CRA?
SWS: In my opinion, degrees and certifications demonstrate initiative, perseverance, and drive to be recognized as a professional. One of the tenets of a profession is a licensure or certification examination. The value of the CRA exams should not be underestimated because that is in large part why we can call ourselves research administration “professionals.” When I arrived at UT Austin in 2006, I was the only CRA on campus. We opened up our study group to everyone on campus which helped us create common understandings and better working relationships with our departmental colleagues. That program has resulted in over 120 new CRAs who benefitted from this program. I estimate the programs I was involved in initiating have resulted in over 150 new CRAs since 2002. I am extremely excited that Attain Partners has placed value on the attainment of the CRA as this shows our dedication to professionalism in all we do.
“I am extremely excited that Attain Partners has placed value on the attainment of the CRA as this shows our dedication to professionalism in all we do.“
Dr. Susan Wyatt Sedwick, Attain Partners
AP: How do you stay updated with the latest developments and best practices in research administration?
SWS: I stay informed by utilizing all the free access to the Council on Governmental Relations (COGR) and Federal Demonstration Partnership (FDP) websites. You can learn a lot by reading the letters submitted by COGR on proposed rulemaking. I also read the Chronicle of Higher Education to keep abreast of what is happening in the wider world of higher education (Note: a digital subscription that gets you a daily digest is only $119). As a member of both SRAI and NCURA, I also peruse the weekly digests and do additional research on topics of interest to my practice. When developing new topics for presentations at professional meetings, I look at emerging issues that challenge me to broaden my knowledge on that topic. And I do the research which keeps my interest in the field energized.
AP: How did you prepare for the exam? How did you feel after learning you passed? What advice would you give to someone aspiring to become a Certified Research Administrator?
SWS: There were no study groups when I sat for the exam and I didn’t really have a lot of time to prepare, but I read through the entire Best Practices guide published by NCURA to assess whether it could be a good “textbook” for our study group and that served as a great refresher for me. I was fortunate in taking the exam after I had experience in most areas of research administration. Today, I would encourage anyone taking the exam to join a study group or even form a small group on their own. Both NCURA and SRAI have great online resources available that can provide great basic knowledge and refresher training. I am greatly appreciative of those at Attain Partners who facilitated the study group this past year. This demonstrates leadership since once a leader reaches a new level, their job is to turn around and help others behind them to climb the ladder with them.
Susan’s journey serves as a testament to the transformative power of dedication, knowledge, and leadership. Through initiatives that reward certification, promote team building, and accelerate career progression, Susan continues to leave an indelible mark on the field of research administration.
Read the latest insights from our Research Enterprise practice here.
Learn more – Susan Wyatt Sedwick
Dr. Susan Wyatt Sedwick joined Attain Partners when she retired in 2015 as an associate vice president for research and director of the Office of Sponsored Projects at The University of Texas at Austin, where she was responsible for both pre- and post-award financial administration units and export controls compliance. She received her Ph.D. in Higher Education Administration from Texas A&M University and is a Certified Research Administrator (CRA). She has served as an adjunct professor for the masters of research administration programs at Johns Hopkins University and Rush University and held previous academic appointments as a clinical professor in the Department of Educational Administration for the Higher Education Administration Program at The University of Texas at Austin and as an adjunct professor at The University of Oklahoma, Norman.
Dr. Sedwick is a frequent speaker on the topic of science and security, export controls as they apply to universities, improper influence, human capital development, and strategic planning. She has authored numerous publications, including the chapter on export controls included in the NCURA/AIS publication, Sponsored Research Administration: A Guide to Effective Strategies and Recommended Practices, and served as the lead author of the SRAI LevelUp micro-credentialing module on Award Acceptance and Negotiation. She has been recognized by the Society of Research Administrators International (SRAI) with its Excellence Award and as a Distinguished Faculty. NCURA has honored her with Distinguished Service Awards at both the national and regional levels.
She is a graduate of Leadership Texas, a past trustee for the Texas A&M University-Kingsville Foundation, and founding president of the FDP Foundation. She is co-chair of the National Science Foundation Business and Operations Advisory Committee. She was recognized as the 2012-2013 distinguished alumnae by the Texas A&M University-Kingsville Dick and Mary Lewis Kleberg College of Agriculture, Natural Resources and Human Sciences Hall of Honor.
Advancement Expert Chris Campbell Joins Attain Partners After Nearly Two Decades in Higher Education
Attain Partners welcomes technology and Advancement expert Chris Campbell to share his expertise on transforming institutions through fundraising and alumni engagement
Chris Campbell joined Attain Partners on April 1 as Principal, Advancement Advisory Lead to provide Advancement and fundraising strategy services and technology implementation expertise to our higher education clients. With almost two decades building and leading Advancement teams at Oklahoma State University Foundation (OSUF), Chris leveraged his Advancement expertise to successfully lead the CRM implementation at OSU.
“Chris is a game-changer for our team. His extensive and groundbreaking experiences at the OSU Foundation enable him to be a tremendous advisor to our clients,” said Doug Barrow, Managing Director and Higher Education Market Lead. “I first met Chris several years ago during the CRM evaluation at OSUF. Since then, I’ve been continuously impressed by Chris’s Advancement industry knowledge, his willingness to be an innovator, and his natural desire to help others. I’m elated to welcome him to Team Attain joining his peer from the early Salesforce Advancement implementation cohort, Jason Hunter. I’m excited to see the transformative impact both will have on our higher education clients.”
Please join us in celebrating our newest team member, Chris Campbell, as he shares his expertise and why he is passionate about Advancement.
Attain Partners (AP): How did you get into Higher Education Technology and Advancement?
Chris Campbell (CC): Early in my career, I was working in the private sector for an IT company in Dallas and really wanted to get back home to Oklahoma. When my alma mater, OSU, reached out about a fundraising job with the OSU Foundation supporting the athletic department, I took a chance and made the leap. It was a pay cut but I thought if there was ever a time to do a job for the fun of it, this was the time.
Originally, I thought I would do it for a few years, but ended up building my career at OSUF during my 18-year tenure. Though I was at the OSU Foundation the entire time, my focus shifted from athletics to Advancement for OSU’s Spears School of Business. As a fundraiser, I fell in love with the work we do in Advancement to connect our most passionate supporters to the incredible work our universities are doing. There are fewer things than higher education that can change the course of someone’s life and the future generations following them. I really value the role we can play in Advancement helping institutions meet and exceed their missions.
AP: What did you do before joining Attain Partners?
CC: The bulk of my career has been spent at OSUF, and in my last role I served as Senior AVP of Information Strategy leading all of our digital teams. We did an implementation of ascend and I led it from start to finish. It was at this time that I met Doug Barrow, as OSU was one of the earliest shops to implement ascend and Salesforce for our Advancement solution. The OSU implementation was a complete platform transformation that included our CRM, a donor portal, and integrated our Tableau and Salesforce Marketing Cloud solutions. And just for fun, we also implemented a cloud-based data warehousing solution and a new Document Management Solution. I had so much fun working with Doug as a partner that I knew I wanted to work with him again in the future.
As I started to meet the people of Attain, I knew that the company valued great work, had an inclusive culture, and a genuine support for its team members’ lives outside of work. It was a blessing to help my alma mater, OSU, transform its digital capabilities in order to better serve its supporters and stakeholders. I am eager to help other schools do the same thing.
AP: Which of our seven core values speak to you the most?
CC: It’s hard to pass up on Have Absolute Integrity, but I really like Be Bold. I come from a growing organization. Of all the most progressive organizations in Advancement, I don’t know if you would expect to hear OSU, but we had a tremendously talented team and were leading the way in many areas of Advancement. I approach a lot of things in my life with the question, “Why not?”
Why not us? Why shouldn’t we do that? We had some fearlessness within my team at OSU and I approach life with that attitude, figuring out a way to accomplish our goals.
AP: What do you like most about the work you do?
CC: I really like the people—in Advancement, people are genuinely passionate about the institutions they serve. I also love enabling greater success at higher education institutions so that they can accomplish their missions. It is a very collaborative community. Everyone in higher education is very open to sharing the way they’re operating. At OSU, we had so many calls from other institutions sharing best practices, there’s a great collegiality amongst institutions. We were always willing to share our secret sauce with our peers because we all know we’re trying to do a greater good.
AP: What are the biggest ways you’ve seen Advancement efforts impact organizations?
CC: It’s incredibly motivating to see how Advancement enables and enhances an institution’s ability to achieve its goals. From a tech perspective, higher education Advancement teams have generally been using outdated tools. The market in Advancement technology tends to lag 10-15 years. At OSU, we were on Raiser’s Edge for nine years when we made the transition to Salesforce—which is actually pretty short. Some organizations have been on systems for 25+ years (and tech years are like dog years!).
I worked with a team of very high performers. At OSU, we knew that we had Ferrari talent and we needed Ferrari tools so that they could work to their fullest potential. When we moved to Salesforce then my team could enact what they wanted to. Even just having functionality to schedule our emails in Marketing Cloud was huge for us and saved enormous amounts of time that could have been spent on other initiatives. Giving a talented team the first-class tools is a really great way to inspire them to do great things.
AP: What do you enjoy outside of work?
CC: I have a rockstar wife and love spending time with her and our two boys, Hayes and Knox. Both boys play baseball and basketball so most of our time is dedicated to watching and coaching their teams. We all enjoy attending Oklahoma State University athletic events and have season tickets for football. In my spare time, I enjoy golfing and playing guitar.
Attain Partners – Salesforce Experts
No matter if your organization is beginning its Salesforce journey or 10+ years into development, Attain Partners is here to help you achieve your goals. Contact our team today to learn how we can help you advance your mission by harnessing the power of Salesforce.
To learn more, check out our Salesforce Innovation services, read case studies about our transformative work, and explore blog posts from our Salesforce experts. Read our latest advancement insights here.
Learn more – Chris Campbell
Chris Campbell has been in Advancement for nearly two decades. He started with the Oklahoma State University Foundation in December 2004 and served in several capacities during his tenure including helping secure private funds for the football stadium’s $300 million Next Level Campaign, overseeing the Prospect Development Team during OSU’s comprehensive campaign, Branding Success which exceeded its $1 billion campaign goal eighteen months ahead of schedule, serving as the Senior Associate Vice President for the Information Strategy Business Unit, and leading the successful implementation of a Salesforce-based advancement CRM solution. Prior to Attain Partners, Chris served as Digital Consulting Director with Huron Consulting Group, where he partnered with clients in the Higher Ed Advancement space through transformational technology leadership. Chris graduated Magna Cum Laude in 2002 from the Spears School of Business at Oklahoma State University, majoring in Management Information Systems with a minor in Marketing.
Interested in speaking directly with Chris? Fill out this form to be connected!
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Boeing, Boeing, Gone?
Juran’s Quality Expert Dr. Joe DeFeo Shares His Insights
Boeing’s ongoing quality and safety challenges underscore the importance of a holistic approach to quality excellence through continuous improvement and proactive risk management.
Boeing, a stalwart of the aerospace industry, has faced a decade-long struggle with quality and safety issues that have cast a shadow over its reputation. While no passengers have suffered direct harm due to these publicized failures, there have been alarming close calls that have raised concerns among industry stakeholders. Recent critiques from industry observers, including Mark Graban’s article in Industry Week, April 1, “Boeing Executives Failed to Lead, Waved Off Lean,” highlight the pressing need for Boeing’s leadership to address systemic issues within the company.
As someone deeply invested in the pursuit of excellence, I share the sentiment echoed by my peers in wanting to collaborate with Boeing’s leadership to effect meaningful change in the company’s culture. The significance of Boeing’s role as a global leader in quality cannot be overstated. Its success is not only vital for its employees, customers, and passengers but also for the entire aerospace ecosystem and the various industries that rely on its products and services.
Despite my lack of recent firsthand experience within Boeing’s facilities, it’s clear that there is a pressing need for introspection and improvement within the company. While I cannot pinpoint the exact reasons behind Boeing’s quality and safety failures, I am confident that with concerted effort and the right approach, the company can overcome these challenges.
The current situation should serve as a wake-up call not only for Boeing but also for other companies that may have been neglecting quality in pursuit of other objectives. Having worked in various industries for over three decades, I understand the complexities involved in balancing time and effort to meet quality requirements. However, quality and safety must always remain paramount, and leaders must be proactive in addressing potential issues before they escalate.
Boeing’s commitment to quality, as outlined on its website, is commendable. However, it’s imperative that these words translate into tangible actions and a genuine cultural shift within the organization. While adherence to standards like AS 9100 is essential, true quality goes beyond compliance—it requires a holistic approach that prioritizes continuous improvement and proactive quality and risk management.
In conclusion, Boeing’s recent challenges underscore the importance of a steadfast commitment to quality and safety in the aerospace industry. By engaging with voices of experience and expertise, Boeing can chart a path toward regaining its status as a paragon of excellence in the industry. It’s my hope that the lessons learned from this experience will not only benefit Boeing but also serve as a catalyst for positive change across the broader industry landscape.
Quality Experts – Juran, an Attain Partners Company
Juran provides advisory, consulting, and training to empower organizations to improve quality. Offering tailored solutions to address specific quality challenges and empower organizations to drive continuous improvement, our methods and depth of experience will get your organization on the right path to excellence. Contact Joe at [email protected].
About the Author
Joseph A. DeFeo has been at the forefront of building cultures of excellence. Recognized as one of the world’s leading experts on quality management and operational excellence, Dr. DeFeo has worked as a trusted advisor helping business leaders increase sales, reduce costs and improve its customer experience through the deployment of performance excellence programs. With a career spanning higher education, corporate training, consulting, and leadership coaching, he has dedicated his life’s work to the pursuit of helping organizations across the globe improve the quality of their people, services, and processes. Previously, Dr. DeFeo served as the Chairman and CEO of Juran Institute, now Juran, an Attain Partners Company.
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Highlights from the 2024 NCURA FRA and PRA Conferences
Federal Regulations, Professional Development, and Workplace Culture
The Attain Partners team had a wonderful time attending the NCURA 25th Financial Research Administration (FRA) and 18th Pre-Award Research Administration Conferences in Honolulu, Hawaii, this year. Research administration colleagues enjoyed a week of engaging conversations and networking in a picture-perfect paradise on the shore of Waikiki Beach. Conversation themes included federal regulations, AI, professional development, interim staffing, and how to create optimal work environments for research administration professionals.
Our experts had the pleasure of presenting nine sessions and workshops on topics, including Uniform Guidance, financial compliance, PI transfer, and NIH. At Attain Partners, we have a proven track record of serving over 70 of the top 100 U.S. research institutions and 100% of Ivy League schools and offer a variety of tailored research enterprise services to help address issues any institution may be facing. Please contact us—we’re happy to help!
Themes from the 2024 NCURA FRA and PRA Conferences
Research Administrators await Uniform Guidance updates.
Changes in federal regulations are a constant area of focus for research administrators, and the OMB’s final revisions to the Uniform Guidance 2 CFR 200 are no exception. Gil Tran, Senior Specialist Leader, Grants Management at Attain Partners and former Senior Policy Analyst with the OMB, led jam-packed sessions at both FRA and PRA. The deep dive covered notable specifics, logistics, and impacts of the proposed revisions.
Interested in learning more?
Listen to this recorded Q&A session with Gil Tran where he answers questions and addresses concerns about the proposed Uniform Guidance revisions. Stay tuned for his next webinar as soon as the news is released from the OMB.
Opportunities abound for Research Administrators ready to take the next step in their careers.
As veteran RAs retire, organizations are finding it difficult to replace mid- to high-level positions quickly. “It’s hard to find someone who is knowledgeable, capable, and able to make the move to fill demanding openings at organizations,” said Jeff Derr, Specialist Leader at Attain Partners.
At Attain Partners, we support research enterprises in bridging operational gaps through interim staffing. We draw from our deep and talented pool of experts in research administration, financial aid, and federal compliance to best fit an organization’s operational needs and culture. When you find permanent replacements for these critical positions, we remain committed to a seamless transition, assisting in training your new hires to get them up to speed quickly.
Contact us to learn more about our interim staffing and training services.
Navigating balance in achieving optimal work environments is challenging.
Unsurprisingly, we heard a lot of conversations around work-life balance and creating desirable work environments in the post-pandemic working world. The conversation was vibrant as we soaked in the Hawaii sunshine, discussing the challenges of finding the right balance of remote, in-person, and hybrid work environments to attract new research administrators and encourage the career progression of those ready to take the next step. These conversations are ongoing and the opportunity to connect and discuss them amongst colleagues at the NCURA FRA and PRA conferences was needed.
The research administration community is strong and eager to welcome new faces.
The NCURA FRA and PRA conferences were rich in reunions between old friends and colleagues and exciting new relationships sparked with new research administrators. The paradise location of this year’s conferences drew professionals from across the country, making for a great conference full of lively connection and conversation. It’s always a treat to gather with the vibrant research community.
We look forward to continuing the conversations and exploring new ways to support each other in staffing, federal regulation, professional development, and innovation.
Attain Partners – Research Administration Experts
Compliance is critical to your organization’s ability to make an impact. At Attain Partners, we provide world-class expertise in navigating the complex and dynamic regulatory environment, implementing industry best practices, and optimizing performance. Learn more about our services, read an interview with industry expert Mark Davis, and contact us here.
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Promotion Day 2024
Celebrating the Career Growth of our Team
It’s Promotion Day at Attain Partners!
This year, we celebrate the promotions of 39 talented and dedicated individuals and offer our appreciation for all that they’ve done throughout 2023 to help reinforce Attain Partners’ position as an elite, next-generation consulting firm. With promotions across all levels of the organization—including new Managing Director Alanna Steffens—we couldn’t be more proud to recognize your accomplishments and share in your successes!
A Thorough and Equitable Review Process
Each year between January and February, all eligible* employees participate in the annual performance review process. Beginning with self-assessments, where employees evaluate themselves against uniform sets of competencies, metrics, and unique personal goals, and followed by performance manager assessments against the same, our annual review process concludes with roundtable discussions to ensure all employees receive equitable, unbiased evaluations across the organization.
With six career tracks (Consulting, Delivery Excellence, Specialist, Client Services, Business Development, and Business Services) and 10 employee levels, each track has its own unique set of competencies based on role/level, as well as a set of general metrics for all employees, regardless of level or track. Once evaluations have been completed and roundtables have concluded, all promotions based on the previous year’s performance cycle become effective on April 1.
Promotion Snapshot
15% of staff was promoted during the 2023 review cycle, across multiple levels and career tracks
- 11 promotions at levels 9 – 7 (Growth)
- 18 promotions at levels 6 – 5 (Management)
- 9 promotions at levels 4 – 3 (Senior Leadership)
- 1 promotion at level 2 (Top Leadership, Managing Director)
- 19 Consulting track promotions
- 2 Delivery Excellence track promotions
- 9 Specialist track promotions
- 9 Business Services track promotions
As our team continues to grow—both in headcount and career development—we recognize the importance of supporting our people to enable the best opportunities for our team members to shine. Congratulations once again to the 39 well-deserving promotees!
*Employees hired after October 1, 2023, did not participate in year-end performance reviews.
Navigating the Maze of Organizational Culture - Juran, an Attain Partners Company
Navigating the Maze of Organizational Culture: Seeking Unity in Diversity
This post originally appeared on the Juran Institute LinkedIn on March 13, 2024.
In the complex landscape of organizational dynamics, the quest for cultivating a new culture often presents a formidable challenge. Traditionally, organizations strive for a single, overarching cultural paradigm that embodies something such as excellence, innovation, quality, and safety. However, in contemporary times, the desire for multiple cultures concurrently has become increasingly prevalent.
Consider a scenario where various leaders within the same organization advocate for diverse cultural aspirations: innovation, operational excellence, continuous improvement, safety, and quality. At first glance, it may seem like conflicting objectives, but upon closer examination, a common thread emerges. Each leader is essentially yearning for an environment characterized by customer satisfaction, organization effectiveness, efficiency, reliability, and employee well-being.
In essence, they are all striving for the same underlying principles but express them through different lenses. For instance, a culture of innovation emphasizes creativity and adaptability, while operational excellence underscores efficiency and process optimization. Similarly, continuous improvement advocates for a mindset of perpetual advancement, quality prioritizes customer satisfaction, and safety ensures employee welfare.
At the heart of these seemingly disparate cultural aspirations lies a shared desire for organizational success and sustainability. Whether it’s fostering innovation, driving continuous improvement, delivering exceptional quality, or prioritizing safety, the ultimate goal remains the same: to create a thriving and resilient workplace environment.
So, is there a one-size-fits-all phrase for the absolute best culture? The answer lies not in a singular descriptor but in the synthesis of diverse cultural elements that collectively propel organizational growth and prosperity. Rather than striving for a homogenous culture, organizations should embrace diversity in cultural aspirations while ensuring alignment with overarching values and objectives.
In conclusion, navigating the maze of organizational culture requires embracing the diversity of cultural aspirations while recognizing their underlying unity. By fostering an inclusive environment that respects and integrates various cultural dimensions, organizations can cultivate a synergistic culture that fosters innovation, continuous improvement, quality, excellence, and safety – ultimately driving sustainable success in today’s dynamic business landscape.
Learn more about Juran, an Attain Partners Company »
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ascend Partner Spotlight - Attain Partners, UC Innovation
This post originally appeared on UC Innovation’s LinkedIn on March 12, 2024.
Partners play a big part in our community and a major part in your success and ours. We are proud to have a great partnership with Attain Partners! Read more about their team and their company here…
Can you provide a brief overview of your company, its mission, and the services you offer?
Attain Partners is a leading management, technology, and compliance consulting firm delivering services and solutions to advance institutional success in fundraising, enrollment management, and much more. Recognized as Salesforce.org’s 2022 Education Consulting Partner of the Year, Attain Partners is highly attuned to the needs of Advancement organizations to help them deliver effective digital transformation.
What core values drive your company’s culture, decision-making, and interactions with customers and partners?
The seven core values comprising The Attain Way guide every decision we make and every interaction we have with our clients and those in the communities in which we live and work. Our values embody the character that we believe a trusted partner and a client advisor should possess, but we don’t just work by these values, we live by them.
Does your team have any fun traditions that contribute to the engagement and success of your employees?
We have so much fun working together at Attain Partners. On the Attain Digital team, one of our mantras is, “Love what you do and those you do it with.” One of our team’s favorites is the selection and honoring of the quarterly Attain Way Achievement Award, where we recognize an individual or team who embodies our core values. Our founder and CEO, Greg Baroni, presents this award with much fanfare and it’s so nice to recognize and celebrate each other.
How do you stay informed about industry trends, and how does your company adapt to changes in the market?
For Advancement, fundraising, and its continuous evolution, staying abreast of the changes is a daily activity. Reading industry publications and staying close to organizations like Council for Advancement and Support of Education (CASE) and Association of Advancement Services Professionals (aasp) are essential to learning the macro-trends. Another critical source of information is the near-constant engagement we have with prospects and clients to learn their best practices, challenges, and successes. Our Advancement community is relatively small and willing to share.
Our large and growing team of Advancement experts maintains fluid communication, processes, tools, and an “Advancement Center of Excellence” that ensures we adapt to the latest trends in giving and fundraising tech.
Share your team’s go-to song – the team you would all walk on to a stage!
This is a tough one.
One option is the Beatles: Come Together. The Advancement industry is a wonderful community where everyone is willing to come together and share. It’s what I love the most.
Another option is U2: Beautiful Day because any day we can gather and share is just that.
What is your favorite feature of ascend?
As a Salesforce alum, we love how ascend uses so much of the native Salesforce functionality to deliver success, specifically to its Advancement users. It seamlessly blends and maximizes the significant investments Salesforce makes.
If we are being honest, what we love most about ascend are the individuals who created it, market it, and the community that embraces it. The ascend culture draws forward-leaning and innovative fundraisers who are committed to making their institution successful.
What do you like most about working with UC Innovation?
Working with the crew at UCI is always a treat. They’re not just co-workers, they’re friends. There is an authentic caring that the work they do impacts others and they take pride in what they’ve collectively built. How can you not love that?
Attain Partners – Salesforce Experts
No matter if your organization is beginning its Salesforce journey or 10+ years into development, Attain Partners is here to help you achieve your goals. Contact our team today to learn how we can help you advance your mission by harnessing the power of Salesforce.
To learn more, check out our Salesforce Innovation services, read case studies about our transformative work, and explore blog posts from our Salesforce experts. Read our latest advancement insights here.
About the Author
Doug Barrow is a Managing Director and the Higher Education Market Lead at Attain Partners. Doug has spent his 20+ year career in educational technology in strategy, business development, and advisory services helping others achieve their goals. As a first-generation college graduate, the son of a Headstart teacher, and husband of a high school advanced physics teacher, Doug fiercely believes that Education has the power to positively transform lives. The work of Salesforce and its partners empowers those who power education.
With a front-row seat to the amazing growth of Salesforce.org over the last decade and his creation and leadership of the “Higher Education Industry Advisor” team at Salesforce, Doug provides tremendous insight to help ensure implementation fidelity and digital transformation success.
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Celebrating Women Leaders
Meet the Women of Attain Partners’ Leadership Team
At Attain Partners, we believe that our people are our greatest assets, and that equality in the workplace is non-negotiable. We strive to build a diverse workforce centered on equality and a culture in which women are empowered and their achievements are celebrated. It is imperative that we confront disparities, challenge stereotypes, and break the bias. We all must do our part to help forge a gender-equal world, championing each other and recognizing everyone’s unique contributions.
Attain Partners is proud to support women in business and technology, and we are so thankful to have the leadership of several women to inspire and guide our team. In celebration of International Women’s Day and Women’s History Month, we sat down with the women of our leadership team to learn more about their leadership experiences.
Ellen Walsh
Partner, Chief Marketing Officer, and Chief of Staff
I am proud to work at a company with a mission and values I truly believe in—for young women entering the workforce, that is a great place to start. Look for organizations that have a culture and purpose that resonate with you. When you’re working hard and dedicating yourself to delivering excellence, it means so much more to be proud of your company and to be aligned with the work you’re doing.
I think a lot about ways to foster a collaborative environment for my team members and am never above rolling my sleeves up to help get something done. I prioritize leading with empathy and honesty. I truly have each of my team members’ backs, and as I show up for them in different ways throughout their careers, I see them in turn showing up for one another. It’s a beautiful thing to watch colleagues working to take care of and support each other. For me, there is nothing more gratifying than witnessing someone on my team thrive as they grow in their role.
To other female leaders, I challenge us all to pay it forward. If you, like me, have been surrounded by bright, interested people who challenge you in the best way possible, make the time to lift and create opportunities for the talented women around you. I am sure you will be glad you did.
Learn more about Ellen here.
—
Reshma Patel-Jackson
Partner and Attain Digital Lead
Empowering employees is embedded in the Attain Partners culture—it’s a key tenant of The Attain Way. There’s an inherent trust that enables our leadership team to make decisions and take actions aligned with company goals, and that’s what I love about working here. I have always felt empowered to make the right decisions and take the appropriate steps for my practice to be where we need to be strategically.
I believe you’re only as good as your team. Creating a culture that is based on solid relationships with one another is especially important for me as we continue to grow. There is no one-size-fits-all approach to leadership. It is important for me to understand my team as individuals. They all learn, develop, and receive feedback differently; have different definitions of success; and grow at different paces. Being a thoughtful leader means taking the time to understand these differences on an individual basis and delegate responsibilities in a way that empowers each of them to take ownership and grow in their careers.
My advice to women looking to grow, personally or professionally, is to intentionally spend your time on things that will move you towards your definition of success. Time is something we have a limited amount of and sometimes we can lose focus. If something is really important to you, make sure you put the time behind it to get there.
Learn more about Reshma here.
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Kristi Phillips
Managing Director and Nonprofit Market Lead
My advice to young women beginning their careers is don’t be afraid to try.
I started as an elementary special education teacher. With no formal degree in education, I jumped into my new role as “Ms. K” for the next two years. I learned, I grew, I failed, I succeeded, I persevered, I tried my hardest.
My time in the classroom then took me to new roles in nonprofit program operations, in-house data consulting for a global network, and ultimately sales. Each step was filled with a mix of excitement, apprehension, openness, and a bit (or a lot) of fear. I didn’t always look like the traditional candidate for a given role.
I’m so glad I didn’t let that hold me back.
In reflection, I deeply value how each opportunity allowed me to cultivate new strengths. All of my previous jobs introduced me to new communities and new conversations. They provided me the space to grow as a person and as a professional. Today, I rely on those experiences to bring authenticity and perspective to my current role as Nonprofit Market Lead helping to shape the future of Attain Digital. While the job may look different, the lessons learned are transferrable. In fact, I can still hear the words of my first teacher mentor when building presentations or developing our market strategy: “Be clear. Be concise. And a picture never hurts.”
So, don’t be afraid to try. Take the new role, try a different industry, or experiment with a completely new career path. Find a mentor. Listen. Observe. Ask for feedback. Be open. Explore. Enjoy the journey.
Learn more about Kristi here.
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Alanna Steffens
Managing Director and Salesforce Implementation Capability Lead
My leadership style takes after something I learned as a child, which is to ‘treat others the way you’d want to be treated.’ To be an effective leader, you have to learn to listen to others, be empathetic, and appreciate where someone may be coming from. This could be related to successes as well as challenges and a good leader needs to support them through both.
There are a few pieces of advice I’d offer women who are just beginning their careers. First, don’t seek perfection, instead focus on progression, improvement, and outcomes. Don’t think that you have to possess all of the qualities of others around you to be successful. Recognize the unique value and skills that you bring to your team—those are what will ultimately contribute to overall team success. Second, be kind. You never know when you’ll interact with someone in the near or far future. Lastly, forgiveness goes a long way, don’t hold on to grudges! There’s no room to hold on to that type of negative energy. Always assume positive intent.
My leadership role at Attain Partners has led to so many rewarding experiences. I love being able to bridge the gap with users that are nontechnical with very technical solutions—often described as being techno-functional—because it’s so rewarding to see lightbulbs go off when folks really connect and click with solutions that improve how they go about in their daily lives. The sense of accomplishment that comes with seeing your team succeed and meet milestones that previously felt impossible is so impactful. One of my favorite memories was when our team was awarded the Education Partner of the Year by Salesforce in June of 2022—it was a thrill to achieve that level of recognition that had been many years in the making.
I have grown tremendously as a result of my leadership experiences. One of the main lessons I’ve learned is that if we’re not uncomfortable, we’re not growing. It’s cliché to say that you learn something new every day, but it’s so true—if you’re not learning something new every day, then you’re probably missing the mark.
Learn more about Alanna here.
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Shannon Benson
Director, Human Resources
The moment/achievement in my career of which I am most proud is seeing my team members grow and progress in their own professional journeys. My goal as a leader is to provide a supportive, challenging, and collaborative environment for my team, allowing for passion-driven work. I feel proud when one of my team members develops a new skillset, completes a large-scale initiative, or receives a promotion—it is rewarding to see the growth and confidence that comes with these impactful accomplishments.
Learn more about Shannon here.
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Maureen Goldman
Director, Marketing and Communications
I am empowered as a leader at Attain Partners because I work with and am encouraged by other fantastic female leaders at our company. Seeing their examples as working women, mothers, daughters, and partners reminds me that anything is possible. From day one in my role, I have felt that my ideas and recommendations matter, that I am a valued member of our company. That’s what I love so much about Attain Partners, we truly value our team members.
As I work to be a good leader, I strive to create opportunities for ownership, so each team member has initiatives that she manages and on which she can take the lead. It’s essential to remember that it’s not a competition, we can all achieve our own successes and help each other along the way. By opening doors for others and championing the accomplishments of my team, I hope to position them for growth as my mentors have done for me in my own career.
I am so fortunate to work for a company that gives me the opportunity to grow, the autonomy to build my team and execute our multi-channel marketing strategy, and the support to ensure that I am able to enjoy both my work and my family.
My kids know that I will work hard while I’m working and enjoy spending time with them and my husband while I’m not. Sometimes, my two-year-old daughter will sit at my desk, put on my glasses, and look at me with a huge grin saying, “Mommy, I have a meet-in,” before furiously smacking around on my keyboard, beaming with pride and purpose. I hope that someday my kids find a role like the one I have at Attain Partners, where they are challenged, supported, and surrounded by really good people.
Learn more about Maureen here.
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Jenny Rice
Director, Talent Acquisition
The one piece of advice I’d offer any woman on her career journey is don’t settle. Don’t settle for mediocrity, for a job that doesn’t bring you joy or energize you, or for a company that won’t support the needs of you and your family. My own career has taken several twists and turns because I was never quite satisfied.
That was until I found Attain Partners. Here, I’ve found happiness within a positive, supportive culture, a runway to execute great work, and an inclusive environment that embraces creativity and big ideas. I’ve been so fortunate to build and lead an amazing recruiting team, to help our firm grow with top talent, and to support the incredible missions of our clients.
I’ve been pushed out of my comfort zone too many times to count, only to look back with pure gratitude at the results that were achieved and the growth I experienced as a result. Leadership empowers you to go far here, often believing in you more than you might believe in yourself. I’m privileged to work alongside other female leaders who lift each other up and offer empathy and support as we juggle our careers and motherhood.
My wish is for every woman to find her happy place. Don’t settle—it’s out there.
Learn more about Jenny here.
From our team to yours—Happy International Women’s Day!
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Black History Month 2024
Championing Diversity: Celebrating Black History Month at Attain Partners
Black History Month is a time to focus attention on and highlight the achievements, culture, contributions, and rich history of African Americans who have shaped not only our country but our world.
At Attain Partners, our commitment to Inclusion, Diversity, Equity, and Allyship (IDEA) extends beyond acknowledgment. It is embedded in The Attain Way—the core values that guide us. We are proud to champion an inclusive culture where differences are celebrated, and where the richness of diverse backgrounds propels us toward success.
This month, Attain Partners’ People of Color Employee Resource Group (ERG) led an engaging and informative company-wide Black history trivia event to honor, highlight, and celebrate the remarkable legacy of Black history. The questions covered everything from influential figures and historical milestones to art, music, literature, and culture.
Attain Partners acknowledges the significance of this month, recognizing it as an opportunity to honor the unique experiences and viewpoints of our team members and celebrate the contributions of Black leaders within our organization.
Pamela Fitch
Associate Business Development Director and Director of Corporate Social Impact
Representation is essential in the workplace—we can only learn and benefit from others’ experiences if we’re all at the table. I strive to deliver excellence by having a commitment to thoroughness and fairness in all the work that I do, always placing myself in someone else’s shoes, and knowing the value of sharing the truth. I hope to leave a legacy of joy, empathy, and most of all, laughter.
Ben Garvin
Senior Specialist
There’s no “I” in “team,” but there’s a “me” in it. So, I strive to Be the Best “me” everyday, not only for my team but for the entire human race! I love attending conferences and being face-to-face with our clients. I’m proud to be a person of color and to represent the Attain Partners family.
Jenifer Parker
Human Resources Professional
and IDEA Program Chair
Black History Month is a time for reflection and celebration of the profound contributions and resilience of the Black community throughout history. It serves as a reminder of the rich tapestry of experiences that shape our world.
I take immense pride in spearheading our Inclusion, Diversity, Equity, and Allyship (IDEA) Program, a testament to our commitment to fostering a workplace that values every individual. Witnessing the growth in employee engagement and the establishment of Employee Resource Groups has been incredibly rewarding. It truly reflects our collective dedication to create an inclusive environment where everyone feels heard, valued, and empowered.
Embracing diversity is not just a box to check, it’s truly an opportunity for personal and professional enrichment. “Our diversity is our greatest asset.” By keeping this type of mindset, we co-create a more vibrant workplace while elevating the caliber of our collective work. The unique perspectives and experiences that each team member brings fosters creativity and enriches our problem-solving approach. By embracing diversity, we unlock a wealth of ideas that ultimately elevate the solutions we provide to our clients, making them more robust and reflective of the diverse world we serve.
Our core value to Invent the Future is especially relevant in championing our DEIB efforts—by inventing a future that is inclusive, diverse, and equitable, we not only strengthen our future workplace but also make a positive impact on the communities we serve.
Brooke Williams
Analyst and People of Color ERG Led
I am honored to help lead the charge in creating a safe space for the People of Color at Attain Partners because I believe that every person deserves representation and a community of individuals that they can confide in and lean on when they need support. Leading the People of Color ERG is incredibly important to me; it is not an opportunity that I take lightly. As a young, emerging professional of color, it is imperative to me to be a part of a company that honors, respects, and makes room for the experiences and truths of their employees of color.
Grow Your Career at Attain Partners
Join a team that values your unique contributions and is committed to creating a brighter, more inclusive future for us all.
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