Benefits and Requirements for Successful Implementation
Library liaisons are one of the biggest staff investments a university library makes. Yet, the return on that investment is, at best, uneven. Despite the significant investment, many institutions lack a clear vision for structuring their liaison positions. Consequently, many library liaisons end up operating in a siloed environment, with each liaison working very independently.
The siloed liaison model leads to a variety of problems. One of the most significant is multiple service methods existing side-by-side in one department with differing ideas of what success looks like. As an example, individual liaisons will spend different percentages of their effort on relationship-building versus collection management. The siloed model is difficult to manage and supervise.
The siloed library liaison model creates issues, including:
Uneven library services across academic departments, in terms of levels of service, strength of relationships, response times, and depth of expertise.
Library liaison turnover creates a grievous loss for the whole library.
Functional and technological specialists, working across liaisons, disciplines, schools, and departments, end up against the organizational grain in a college-based university system.
Further, a siloed library liaison model creates a challenge to articulate the value of liaisons to the university enterprise, aligning that value with university strategic priorities, and assessing the effectiveness of library liaison programs. At its worst, the siloed model can lead to an unproductive and negative work environment.
In a Team-based Library Liaison Model, positions are structured to foster and sustain relationships between the university library and campus stakeholders.
The benefits of the Team-based Library Liaison Model include:
One collective service model.
Goals, priorities, and the definition of success are clear and shared.
Everyone is given a leadership role.
Managers know what everyone is doing and can participate as team members.
Successes are shared by all; failures are shared by all.
Succession planning is built–in; relationships are shared so when a librarian leaves, there is no gap in service.
Everyone knows what everyone else is doing; liaisons can easily cover for each other.
Efficiencies are gained—a team can be more productive than an individual.
Communication is a core part of day-to-day work, which leads to a healthy work culture.
With its many benefits, universities are looking to transition to the Team-based Liaison Model. However, the transition presents leadership challenges.
Moving to a team-based model requires:
Identifying and defining shared values among team members.
Identifying and outlining shared priorities for advancing values.
Identifying and communicating shared standards of service excellence for priorities.
Trusting colleagues to meet agreed-upon standards.
Embracing vulnerability when asking for help to achieve standards.
Letting go of past work that no longer aligns with shared values or shared priorities.
Together, Attain Partners’ SMEs and library management consulting experts developed a change management framework to help university libraries implement the Team-based Library Liaison Model at their institutions.
Learn More
No matter where you are in your liaison model transformation, we are here to help you achieve your goals and fully articulate your library services vision. Learn more about our Library Planning and Strategy services or contact us here.
About the Author
Hilary Craiglow is a Senior Manager at Attain Partners, leading our team of library strategists to strengthen library systems. With extensive experience leading academic and research libraries, Hilary has a deep understanding of college and university systems. She is a strategic and visionary administrator, melding rich library traditions with innovative forward-thinking services. As a data and mission-driven leader, she employs proven evaluation and assessment methods and creates organizational transformation through empathy and partnership. Hilary helps library leaders achieve their mission faster, more efficiently, and with greater impact.
https://attainpartners.com/wp-content/uploads/[email protected]12562401Olivia PychaOlivia Pycha2024-02-28 12:42:382024-03-21 15:32:18Implementing a Team-Based Liaison Model at Your Institution
Shaping Tomorrow’s Leaders: Attain Partners Engages Rising Juniors and Seniors in College for Internship Program
Aubrie Browne Attain Partners Intern
This past summer, I joined Attain Partners as part of their summer intern program. Through this experience, I received invaluable mentorship and had the privilege of contributing to two projects, each offering unique learning opportunities for personal and professional growth.
My first project assignment was for Attain Talent, where another intern and I were tasked with creating a comprehensive business development plan. Throughout the summer, under the guidance of our amazing project managers and sponsors, we developed a LinkedIn and email drip campaign, initiated client outreach, pitched Attain Talent to potential clients, and strategized a business development plan to help drive client base expansion. Additionally, after much research and multiple iterations, we built a database in SharePoint with Power BI visualization to track client outreach and streamline relationship management. This project was an extremely rewarding experience, and it provided me with valuable insights into sales, recruiting, and business development while pushing me out of my comfort zone through collaborating on the Attain Talent database.
The second project I was able to work on was for a large multi-university Workday implementation where I contributed to testing support and change management activities. While working on this project, we helped organize the Smartsheet testing by triaging and analyzing defects and sending testing reminder emails to help keep the project timeline on track. I also had the opportunity to contribute to the June and July editions of a local newsletter and do a survey analysis from testing onsite. This project provided me with hands-on experience and valuable insights into change management, qualitative data analysis, data organization, and effective project timeline management.
My internship at Attain Partners has been an incredible learning experience that has allowed me to deepen my understanding of consulting and explore diverse areas of interest. What stands out most to me about Attain Partners is its one-of-a-kind environment. Attain Partners excels in fostering a learning environment for its interns, offering real and impactful projects, dedicated sponsors and project managers, and structured learning discussions. I am proud to be an intern at Attain Partners because of the company’s unwavering commitment to “The Attain Way” and to have the chance to grow professionally while surrounded by a team of inspiring and supportive individuals.
Helpful Insights from Inside Attain Partners When Looking to Make a Move in Your Career
Recognizing a need for a career change can stir up a whirlwind of emotions. Excitement at the thrill of new possibilities, hope that simmers with newly acquired skills, fear that casts shadows of the unknown, and uncertainty weaving through the fabric of changing once again. As I was making my own career change, I found Attain Partners, an amazing team of professionals who wanted to dive headfirst into my career growth journey. They not only fostered my initial career change but continued to nurture my future career growth.
“As I was making my own career change, I found Attain Partners, an amazing team of professionals who wanted to dive headfirst into my career growth journey. They not only fostered my initial career change but continued to nurture my future career growth.”
From Education to Recruiting
I began my professional career as an elementary educator. As a teacher, I not only worked with students, but also actively sought opportunities to enhance my skills in technology, adult learning, and people management. My intention was to build a robust toolbox of skills applicable to both education and the corporate realm.
As the years progressed, I felt a strong inclination to transition into a new field. Several factors contributed to a successful career change, including identifying skills that sparked passion; leveraging real, tangible experiences; and pinpointing skills for growth in the new field. My previous experience with organization, task management, building relationships, and education technology guided me to the field of recruiting.
Recruiting became more than just a job; it became a passion. I was able to hire for multiple teams and delve deeper into embodying The Attain Way. I was able to educate every new employee on a career ladder that embraces our core value, Invent the Future.
Enhancing Expertise with Change Management
My career evolution didn’t stop in recruiting. The desire to contribute to more profound organizational transformations drew me to embrace change management. Through the professional development stipend Attain Partners offers, I was able to obtain my Prosci Certification. Growing our team professionally has been a key focus for Attain Partners as we want to enable our team to Be the Best.
In a remote environment, I connected with other members in our Attain Digital practice who were providing change management support to our clients. Through their mentorship, I identified a path to another career change. During a one-on-one with my manager, I expressed my interest in working on more strategic change initiatives, either internally or for our clients. My manager supported my growth, provided resources, and encouraged me to continue my mentorship with others.
Continued Personal Growth
In reflecting on my journey—from education to recruiting, and finally to change management—I am grateful for the diverse experiences that have shaped me both personally and professionally. The ability to correlate educational insights with the strategic vision of change management has become a unique strength.
“As I step into this new chapter of my career, I feel an immense sense of gratitude that Attain Partners offers a variety of pathways and professional development opportunities to ensure its team members are ready for the future we are building.”
About the Author
Kora Rea-Alexander is a certified Prosci Change Management Consultant at Attain Partners. She actively contributes to the success of Attain Partners’ projects, leveraging her change management skills through people-driven analysis. Prior to working at Attain Partners, Mrs. Rea-Alexander was an elementary school educator and brought her passion for education to Attain Partners. Mrs. Rea-Alexander is currently pursuing a Master’s in Organization Development and Change at Penn State, where she is dedicated to continuous learning and professional growth.
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Six Tips to Land Your Dream Job in 2024, Shared by a Recruiting Manager
As we settle into 2024, now is an opportune time to gear up for your job search. Whether you’re a recent graduate embarking on your professional journey, an experienced professional seeking a career change, or someone reentering the job market, careful preparation is key to securing the right opportunities. The job search landscape continually evolves, influenced by economic shifts, technological advancements, and changing employer expectations. To navigate this landscape successfully, you’ll need a well-thought-out plan, honed skills, and a keen understanding of the current job market. In this post, we’ll guide you through the steps and strategies to prepare you for your 2024 job search, helping you approach it with confidence and purpose.
1. Reflection + Goal Setting
As a first step, it’s important to reflect on and set personal goals for your job search. Start with a thoughtful examination of your values, priorities, and career aspirations. Identify your strengths, skills, and areas of expertise. Consider the work environments where you thrive and the company cultures that resonate with your values. Evaluate your long-term career goals and how a potential job aligns with them. Delve into your personal life and consider the work-life balance that suits your needs and commitments.
It’s also crucial to weigh the importance of financial compensation, benefits, and opportunities for skill development. Self-reflection will help provide clarity on what truly matters to you, guiding your job search toward roles that not only match your qualifications but also provide fulfillment and satisfaction in the long run.
2. Refresh Your Resume
Your resume showcases you on just a few pages, so it needs to be clean and easy to follow. Working in reverse chronological order, highlight your experience and ensure you cover any major gaps (e.g., breaks or travel), education, skills, and any interests, to let your personality shine through. Bullet your responsibilities followed by key achievements.
A resume shouldn’t be a novel, but also shouldn’t be so truncated that the reviewer can’t grasp what you’ve done in prior roles. These days, recruiters may review and assess your CV in less than 20 seconds, so make sure it causes them to stop and put you on the call list. If you’re speaking to an agency or hiring manager, ask them for feedback so you can refine as you go.
3. Be Profile Ready on LinkedIn
Help employers or agencies find you! Start by uploading a clear profile picture and crafting a concise, engaging headline that describes your expertise.
Tip: LinkedIn headlines allow up to 220 characters—use them. The more you write, the more likely you are to appear in recruiters’ search results.
Next, write a well-structured summary that highlights your skills, experience, and career goals. Don’t forget to add your work history, emphasizing your accomplishments in each role. Skills and endorsements can help showcase your strengths, so include them too. LinkedIn has an ‘open for opportunities’ option and you can confirm the roles you are interested in. Join groups, follow companies, and engage with connections to stay active on the platform. Regularly update your profile with new achievements and experiences to make a strong impression on potential employers and professional contacts.
4. Sign Up for Job Alerts
In today’s fast-paced and competitive job market, staying current with relevant job openings is crucial. By subscribing to alerts on various job search websites and company career pages, you can receive real-time notifications about positions that match your skills, qualifications, and preferences as they become available. This approach saves you time and effort, ensuring you don’t miss out on potential opportunities. It’s an effective way to keep your finger on the pulse of the job market, giving you a head start in applying for positions that align with your career goals.
5. Interview Preparation
Brush up on your interview skills, practice common interview questions, and prepare your own questions for potential employers. Be ready to articulate your accomplishments and demonstrate your fit for the role.
Before the interview, research the company and be ready to discuss it. Find out the participants and interview type—is it competency-based, technical, behavioral, or informal?
Tip: For competency- and/or behavior-based interviews, prepare strong examples from your past work to showcase your skills.
Don’t be afraid to ask what the interview will entail to avoid making incorrect assumptions. Assume some of the “must-haves” they’ve outlined in the job listing will also be covered to understand your depth of experience in those areas.
6. Evaluate Offers
After successfully navigating multiple interviews and now expecting potential job offers, it’s important to have a conversation with your references in advance to ensure their availability for timely recommendations. This stage can be a delicate balancing act, particularly if you’re weighing a few comparable and equally enticing options. Be transparent with employers, so they are aware you may need some extra time for consideration or further information to seal the deal. Honesty in this context is a strength, not a weakness.
Remember, you don’t need to rush into accepting the very first offer that comes your way. This decision shapes the next few years of your life, so you’ll want to make an informed decision based on what meets your expectations and aligns with the motivations you identified when beginning your job search. It’s common for candidates to lose sight of their primary reasons for seeking a change and get swayed by other factors, so stay true to your core values.
A job change is a significant life decision that warrants careful consideration and thoughtful decision-making. Don’t rush the process—take the time to consider your career goals and personal values. Seeking guidance from experienced mentors or professional career coaches can provide valuable insights and support throughout this journey. By thoughtfully weighing these factors, you’ll be well-equipped to embark on a successful job change in 2024.
About the Author
Alex Nichols is a Recruiting and Talent Acquisition Manager at Attain Partners. Alex brings diverse experience in agency and corporate recruiting. He has placed top talent at every level—from entry-level to executive—and is adept at understanding organizations’ hiring needs. He takes a personalized approach to understand not just your business, but your industry and culture.
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https://attainpartners.com/wp-content/uploads/Website-Graphics_2024-02_Job-Change2.webp12562400Olivia PychaOlivia Pycha2024-02-09 10:00:002024-05-14 11:14:32How to Prepare for a Job Change in 2024
In our current world, crisis is not an if it will occur, it is a when it will occur. As librarian leaders, we want to be strategically prepared and proactive for crisis events. Examples of these crises include unpopular policy decisions, incendiary images graffitied on a bathroom wall, photos from university archives revealing shameful histories, destroyed stacks from water line breaks, books defaced with hate speech, political protests in the library, questions about collection choices, and natural disasters that impact library spaces and collections.
Not being prepared will exacerbate an already challenging situation and reflect negatively on your university, the library, and library leadership. When a crisis occurs, library staff need a clear and transparent response plan. With a developed plan, library staff can respond to a crisis with confidence and support.
We may have qualified experts in university headquarters who have crisis plans to help us, but when the crisis happens in our libraries, we are the ones on the front lines.
Open lines of communication with your university’s crisis communication team are necessary. It is also necessary for library leaders to communicate with their staff about what to do and what not do, especially in terms of media.
As a library leader, are you prepared mentally and emotionally for crisis situations?
When crisis happens, leaders need:
Self-awareness of body language
Tone and choice of words that communicate confident presence with humility
Skills to manage a variety of university and stakeholder personalities
Clear and concise messaging for all your audiences
Ability to leave students, alumni, and community members with facts, a feeling of authentic compassion, and a proactive crisis communication plan
Bringing together best practices in management communications with university and library knowledge, our team of experts guides libraries to be prepared for the crisis ahead.
Following your university communication guidelines, we help library leaders define a response team, identify potential crisis events, implement mechanisms for staff to signal issues, communicate with staff with as much transparency as possible, and ensure staff understand the process and guidelines, especially in terms of media. Depending on the situation, staff may be personally impacted by a crisis event and may need to be supported when confronted with it. A successful plan will include staff support structures.
A good crisis communication plan also involves training for staff and library leaders, along with updates to stay in line with university guidelines, and regular reminders for staff on what to do and how they will be supported when a crisis occurs.
To mitigate the negative impact on your organization and staff, prepare for the crisis ahead.
To learn more about how Attain Partners can help your library organization develop a crisis communication plan and be ready with the leadership necessary for a crisis, contact us here.
About the Author
Hilary Craiglow is a Senior Manager at Attain Partners, leading our team of library strategists to strengthen library systems. With extensive experience leading academic and research libraries, Hilary has a deep understanding of college and university systems. She is a strategic and visionary administrator, melding rich library traditions with innovative forward-thinking services. As a data and mission-driven leader, she employs proven evaluation and assessment methods and creates organizational transformation through empathy and partnership. Hilary helps library leaders achieve their mission faster, more efficiently, and with greater impact.
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https://attainpartners.com/wp-content/uploads/[email protected]12562400Olivia PychaOlivia Pycha2024-02-07 13:00:002024-05-17 15:42:28Crisis Communication Strategies for Libraries
Key Takeaways from the 2024 SphinxConnect Conference
Attain Partners and leaders in the classical music industry convened in Detroit, Michigan, last week for SphinxConnect, the largest American gathering focused on diversity in the arts.
Attain Partners shares the Sphinx Organization’s commitment to diversity, equity and inclusion and actively celebrates our employees’ unique experiences, perspectives, and viewpoints—this enables us to deliver the highest quality services to our diverse clients. For many years, the Sphinx Organization has been both raising awareness around the issue of diversity in classical music and working to change the demographics of America’s orchestras to mirror the demographics of the nation more closely. It was an honor to engage with attendees and discuss how our digital transformation services can help them better reach and serve their communities.
Diversity Ignites Excellence
Diversity in classical music, the pipeline from music training to full-time employment, and the overall future of classical music were hot topics of discussion throughout SphinxConnect.
Since the goal of diversifying both on stage and behind the scenes has become consensus, many conversations turned to, “How?”
How do we make orchestras into places where players from historically excluded communities can thrive?
How do we develop a diverse applicant pool for our administrative positions?
How can people from historically excluded communities make a difference in organizations that are still (often unconsciously) hostile to their unique contributions?
How do we make orchestral and chamber music concerts into experiences that speak to today’s diverse audiences?
How can we engage our community effectively?
How do we introduce audiences to music by composers they’ve never heard of?
Some of these questions are perennial in the classical music world, but SphinxConnect brings together the kind of people who are building solutions, trying new things, and, most importantly, measuring their impact. Attendees shared success stories, advice, failures, and missteps in their own organizations’ attempts to increase diversity.
Diversity is Within Reach, Regardless of Your Resources
As we explored successful solutions in sessions and conversations, we kept coming back to the same question, “How can I do that at my organization?”
We noticed the budget differential between someone’s home organization and the one offering advice made the big wins seem impossible. But, just as often, the “My org could never pull that off,” feeling stems from some of the most common challenges that nonprofits face.
While talking to attendees about Attain Partners’ work and how we partner with nonprofits to help them meet their missions, we heard a lot of common challenges. These hurdles include, but are not limited to:
Data silos and disconnection: Using too many different systems results in siloed, disconnected data with no single source of truth.
Technical complexities in data access: Staff faces challenges extracting information from complex technical processes.
Lack of tracking mechanisms: Absence of tracking mechanisms makes reporting on and/or understanding impact or program performance next-to-impossible.
Manual processes: Almost nothing is automated, so basic, repetitive business processes consume most of the staff’s time.
Ineffective change management: Big changes have been attempted, but largely failed due to resistance from staff.
Lack of strategic planning: The desire to diversify the workplace has no strategy or plan guiding it, so no progress is made.
Addressing bottlenecks: Staff can see the friction points in public-facing processes (ticketing, applications, giving, etc.), but are powerless to fix it.
Insufficient alumni and donor engagement: Attempts to engage alumni or donors fall flat because those attempts amount to regular email blasts.
Like every industry, classical music has its own challenges. Yet they also face many of the same issues (e.g., organizational, technological, funding) that other nonprofit organizations encounter.
The Attain Partners team has extensive experience partnering with nonprofits to help improve systems for future diversity, and digital transformation, and ultimately mission advancement. Our consultants, many with firsthand nonprofit experience and deep personal connections to performing arts, help organizations build success by starting from a place of commitment to the mission.
Interested to learn more about how Attain Partners can advance your mission and bring diversity to your community? Let’s talk about how we can work together to create impact!
No matter if your organization is beginning its Salesforce journey or 10+ years into development, Attain Partners is here to help you achieve your digital transformation goals.
Jaemi Loeb is a Senior Consultant at Attain Partners and a veteran nonprofit leader. Her expertise sits at the intersection between technology and people, tools, and daily operations. She is passionate about helping organizations to streamline their workflows and use data to meet their missions.
https://attainpartners.com/wp-content/uploads/[email protected]12572401Olivia PychaOlivia Pycha2024-01-31 17:32:592024-03-21 15:35:08Championing Diversity and Excellence in the Arts
Attain Partners Embraces Employees’ Diversity and Works to Invent the Future Together
At Attain Partners, Inclusion, Diversity, Equity, and Allyship (IDEA) isn’t just a program—it’s ingrained in our DNA. We celebrate our employees’ unique experiences, perspectives, and viewpoints, which enable us to deliver the highest quality services to our diverse clients. Our seven core values, The Attain Way, motivate us as consultants, committing us to excellence, achieving the best results for our clients, improving the communities in which we live and work, and attaining insanely great success.
Last year, to support the Program’s three foundational pillars—Education, Engagement, and Operations—we launched five inaugural Employee Resource Groups (ERGs).
Our ERGs play a vital role in our organization, creating a sense of belonging for our more than 250 employees working in-person—at our HQ office in McLean, Virginia, and our office in New Delhi, India—and remotely from their home offices.
Attain Partners’ five ERGs are at the heart of our DEI efforts, providing a platform for our employees to connect, share perspectives, and support each other authentically and without judgment. They exemplify our commitment to creating an inclusive and vibrant workplace where everyone has the opportunity to be heard and thrive.
Attain Partners’ Five New ERGs to Foster a Sense of Belonging
The Attain Partners IDEA Program launched the ERGs in the summer of 2023, and we are excited to report overwhelming adoption and success. Our Attain Allies ERG, Parents and Caregivers Support ERG, People of Color ERG, Queer ERG, and Women in Leadership ERG are all employer-recognized workplace groups created to build community among employees with shared identities and/or experiences.
Our ERG leads applied to the position, were interviewed, and selected for their commitment to fostering a sense of belonging for each of these five groups of Attain Partners employees. Please join us in celebrating the successful launch and learn more about why our ERG leads are excited to be part of the IDEA program.
Attain Allies ERG
Co-led by Jaemi Loeb and Alex Nichols, Attain Allies welcomes and serves all Attain Partners employees who share an interest in allyship and learning to become better allies. The objective of the Attain Allies ERG is to build and foster community among Attain Partners team members who are passionate and curious about the ERG, provide a safe space for those who identify within the ERG, continue to define Allyship in a constantly evolving space, and perform acts of allyship by assisting other ERGs.
At first, I was excited to co-lead the Allies ERG because it was a chance to get people together to talk about and work on issues that I care a lot about. But then I met the varied, insightful, thoughtful, and caring people who are actually forming the group. Now I’m excited to work with them toward meaningful change both at Attain Partners and out in the world—and energized by the group’s desire to take concrete action and support of people who need it.
Jaemi Loeb
Attain Allies ERG Co-Lead and Senior Consultant
I am proud to co-lead the Allies ERG because it is a vital component in shaping the future of Attain Partners and ensuring we are a best-in-practice workplace for all employees. The kickoff meeting was a complete eye-opener, and it was refreshing to hear attendees’ viewpoints about Allyship and how we can improve the culture of Attain Partners to make it more inclusive. I’m looking forward to witnessing the impact this ERG has on Attain Partners and continuing to support my fellow co-workers.
Alex Nichols
Attain Allies ERG Co-Lead and Senior Talent Acquisition Professional
Parents and Caregivers Support ERG
Led by Laura Bourland, Parents and Caregivers Support is a community and safe space for all Attain Partners employees who are parents, guardians, in the process of becoming a parent or guardian, or are caregivers to others such as a parent or relative. This is a diverse, equitable, inclusive, and accessible space where employees can connect, share, learn, and build belonging at work and find camaraderie in achieving a work/life balance as a parent and/or caregiver. Together, we support and advocate for each other’s personal and professional journeys and serve as liaisons for company benefits and policies.
I am excited to co-create the Parents and Caregivers ERG to share in precious moments, support each other through challenges, grow in personal and professional endeavors, and explore ways to give back to our communities. Caring for others challenges us to be masters of boundaries, prioritization, and multitasking—I love that Attain Partners is dedicating resources to foster a sense of belonging for all and am excited to be on this journey with my ERG! Our discussions about work/life balance and self-care have already made an impact in my daily life.
Laura Bourland
Parents and Caregivers Support ERG Co-Lead and Marketing Manager
People of Color ERG
Led by Brooke Williams, People of Color welcomes and serves all Attain Partners employees who identify as a Person of Color and share interests, backgrounds, causes, and/or characteristics. The objective of the People of Color ERG is to provide and create a safe space for those who identify within the ERG, provide the tools and resources requested and/or needed to learn about and discuss issues and topics related to people of color, and build and foster a community among Attain Partners team members who identify as a person of color through workshops, social gatherings, and cultural events.
Leading the People of Color (POC) 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. During our POC ERG kick-off meeting, hearing the experiences of fellow colleagues who identify as a person of color was not only eye-opening but affirming. I’m so excited for what’s to come from our ERG! I am honored to have been selected 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 validation in any and every space that they are in.
Brooke Williams
People of Color ERG Lead and Analyst, Attain Digital
Queer ERG
Led by Lindsay Baldovin, the Queer ERG welcomes all Attain Partners employees who identify as part of the Queer community. The collective goal is to foster a vibrant and inclusive community among team members who share a passion for and curiosity about Queer issues. Through engaging events and activities, the ERG members build connections, honor the richness of the diverse identities that constitute our community, and strive to transform our company into an exceptionally welcoming workplace for Queer individuals.
I am thrilled to lead the Queer ERG because it’s not very often that a group made by and for Queer folk exists in the workplace. I’ve worked at a few companies where I didn’t feel comfortable coming out, so it means a lot to be able to create a supportive space for other individuals like me. Our group is already planning initiatives to make Attain Partners more inclusive to a variety of Queer identities and looking at ways we can support LGBTQ+ organizations across the country, and I’m excited to see the work we can do together in the future.
Lindsay Baldovin
Queer ERG Lead and Senior Finance Analyst
Women in Leadership ERG
Co-led by Nadia Kikilo and Amanda Seymour, the Women in Leadership ERG exists to build and foster community among Attain Partners’ women team members who are passionate and curious about becoming leaders, and to provide a safe space, both in-person and virtually, for its members to develop leadership skills and characteristics. Additionally, the ERG strives to empower one another through positivity, encouraging personal and professional growth and development.
I am very excited about supporting our future women leaders by creating this safe space for collaboration, professional development, and mutual support. Our ERG had a great kick-off meeting bringing in guest speakers for an engaging event!
Nadia Kikilo
Women in Leadership ERG Co-Lead and Senior Manager, Research Enterprise Services
I’m excited to be a part of the Attain Partners IDEA program and a co-lead for the first Women in Leadership ERG because I can continue my passion for empowering women to grow professionally and personally as they want. I believe our ERG will be a positive space for all women who are leaders, or those who are developing their skills to step into a leadership role, as well as a place to share experiences and provide advice to further our development. We have members from various backgrounds who have been at different levels of leadership, as well as women newer to their profession looking for mentorship to advance in their career. Our kick-off meeting went great, and we’ve gained more members since.
Amanda Seymour
Women in Leadership ERG Co-Lead and Manager, Research Enterprise Services
About Attain Partners
Attain Partners is a leading management and technology consulting firm delivering services and solutions to advance client missions across the education, nonprofit, healthcare, and state and local government landscapes. We’re an innovative and values-driven firm working to disrupt the status quo to change the world and improve the lives of those we serve.
At Attain Partners, we actively acknowledge and appreciate the importance of creating an environment in which all team members feel valued, included, and empowered to do great work and share ideas. If you’re interested in growing your career with a company that cares deeply about inclusion, diversity, equity, and allyship, explore our open roles.
About the Authors
Laura Bourland is a Manager at Attain Partners with over 12 years’ experience helping education, nonprofit, and technology organizations better connect business goals to the human experience. She holds a BS in Advertising from San José State University and is passionate about using data to drive digital transformation.
Kyle Cadieux is a Senior Manager in the Attain Digital practice and an IDEA Board member and founder. Kyle has a demonstrated knowledge in Organizational Change Management, Organizational Design, and Human Capital Management. Prior to Attain Partners, Kyle supported Organizational Transformation work for the Federal Government at various Consultancies. Kyle is a Prosci® Certified Change Management Practitioner and holds an M.A. in Industrial/Organizational Psychology.
Jenifer Parker is a dedicated Human Resources professional and IDEA Program Chair at Attain Partners, driving Diversity, Equity, and Inclusion initiatives. With a passion for inclusion and allyship, Jenifer excels in helping organizations craft and implement their DE&I strategies. She holds a professional certificate in Diversity and Inclusion from Cornell University and a Bachelor of Arts from Wake Forest University. Her vision is to create a world where HR and DE&I are thoughtfully designed to foster inclusive environments, empowering all individuals to thrive.
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https://attainpartners.com/wp-content/uploads/[email protected]13662560Olivia PychaOlivia Pycha2024-01-24 14:35:362024-07-08 15:55:01Employee Resource Groups (ERGs) Foster a Sense of Belonging
Rosetta Stone for Migrating to Salesforce from Raiser’s Edge: Understanding Portfolio and Moves Management and Third-Party Apps
If you’ve been following our blog series about migrating to Salesforce from Raiser’s Edge, you’ve already learned how some of your most common Raiser’s Edge functions work in Salesforce.
Now, let’s talk about some fundamental workflow differences. The following Salesforce workflows have no direct analog in Raiser’s Edge, though they can be achieved through a mix of functions, so you probably have a way of achieving the same thing.
Portfolio and Moves Management
Users of Raiser’s Edge often struggle to keep track of which donors are being managed by whom and where a donor is within a cultivation/stewardship plan. Salesforce has a range of features that can make this simple.
Stewardship Path
Just like Opportunities have stages, Contacts and/or Accounts can have a stewardship path. This is represented by a path at the top of the record page and can be set up and customized during implementation. You can move a Contact/Account from one stage to the next manually or set up automations to change the stage for you when certain things happen, such as the Contact makes a gift over a certain amount or attends a certain event. Like the stages on an Opportunity, you can easily report on how many Contacts or Accounts are in which cultivation/stewardship stage to get insight into your pipeline.
Engagement Plans
Engagement Plans are a standard feature of Salesforce consisting of lists of tasks that function like templates for fundraising staff. They can be applied to a donor or potential gift either via automation or manually.
So, let’s say you have a standard series of calls you make to a donor any time they enter a giving society by giving at a certain level; or, maybe you have a standard set of emails and calls you make to all new donors. You can set up an Engagement Plan for each set of tasks and, when applied to a donor, the relevant Engagement Plan will automatically create and assign the necessary tasks so that your team can stay on top of their responsibilities.
Fundraiser Assignments
It is common for fundraising teams to divide and conquer, so it’s important to know who is working with which donors. Salesforce makes this simple.
During your implementation or down the road, you can use out-of-the-box functionality for Account teams or a custom solution that meets your particular use case. Depending on your needs, you can track your fundraising team assignments either manually or automatically. Once fundraisers are assigned to either an Account or Contact, you can include that information in reports and lists to review the health of various portfolios and ensure that you don’t duplicate efforts.
Third-party Apps
One of the most powerful features of Salesforce is its ecosystem. Between pre-built integrations with outside systems and a world of Salesforce-native apps, the ability to extend the base functionality of Salesforce turns out to be a feature in and of itself.
At Attain Partners, we design implementations with a “buy” rather than a “build” mentality, allowing us to leverage the world of existing Salesforce apps rather than custom-building every bit of functionality. This approach both speeds up the build phase of the implementation project, and, in the end, saves money and avoids technical debt (i.e., it doesn’t add an additional set of maintenance requirements to your IT team’s life).
But what is a Salesforce-native app? Is it another system to keep track of and deal with? Nope! The “Salesforce-nativeness” of an app means that it lives completely within Salesforce. You may need to know about it for navigational purposes, but you may also be able to safely forget it exists.
Salesforce apps function a lot like plugins in that they add structure and functionality directly into your system. For example, if you do galas or other fundraising events, you may use an app called Blackthorn, which handles event planning and management. When you set up events and tickets, publish them to your website, and monitor registration, you’ll be using the Blackthorn app; but, you’ll access the relevant features from the Salesforce app launcher the same way you would access other areas of your Salesforce. The record pages, buttons, and general structure will look just like the rest of your Salesforce, so you’ll be up and running in no time.
If you work in advancement in higher education, you might be using ascend, made by UC Innovation (UCI). This app covers a broad range of functionality and may feel like the “version” of Salesforce you use. It makes subtle changes and enhancements to standard Salesforce features to tailor them for use by higher education advancement departments. So, while you may see the ascend logo, you won’t really experience any distinction between ascend and the other areas of your Salesforce.
Discover the Strength of the Salesforce Ecosystem
Phew! We’ve covered a lot. We’ve learned how many of your daily operations tasks happen in Salesforce and Raiser’s Edge differ in their structure and workflow. You may be thinking, “Ok, I’ve learned all I need.” But wait, there’s more!
One of the areas where Salesforce really shines in the CRM space is its reporting capabilities. Watch for Part 4 of our Migrating to Salesforce from Raiser’s Edge series to learn how to turn your data into useful information.
Do you want to learn about portfolio and moves management or third-party apps in Salesforce? Send us a message to schedule time to chat with our experts.
Attain Partners – Salesforce Experts
No matter if your organization is beginning its Salesforce journey or 10+ years into development, we are here to help you achieve your digital transformation goals.
Jaemi Loeb is a Senior Consultant at Attain Partners and a veteran nonprofit leader. Her expertise sits at the intersection between technology and people, tools, and daily operations. She is passionate about helping organizations to streamline their workflows and use data to meet their missions.
https://attainpartners.com/wp-content/uploads/Newsletter-Graphic_2024-01_Raisers-Edge-3.webp12562401Olivia PychaOlivia Pycha2024-01-17 12:00:002024-05-22 18:46:00Migrating to Salesforce from Raiser’s Edge—Part 3: Portfolio and Moves Management and Third-Party Apps
Ellucian is sunsetting Advance Web. While migrating to Ellucian CRM Advance may seem like the only option available, now is a good time to consider if the new solution really meets your needs, as well as what new features are coming to the table. This is also an opportunity to explore migrating to other systems. Consider UC Innovation’s ascend. Attain Partners experts employ reusable, automated processes that can help seamlessly and efficiently extract and migrate your data.
Migrating to a new system can present concerns.
When migrating to an entirely new system, you may feel hesitation, asking yourself many important questions like:
What will be done with my existing Advancement records and other documents?
How will I generate and track receipts?
Can I keep up with my existing practices while finding ways for technology to improve business processes to give staff more flexibility to service their Advancement customers by lightening their workload with automation?
Attain Partners can help.
Document Extraction and Data Migrating
Our experts have experience extracting tens of thousands of documents out of a single Advance Web instance and into ascend. We’ll take all your existing data from Advance Web—no matter how robust your catalog is—and migrate it into ascend efficiently and securely so that no legacy data is lost, keeping all your data safe for regulatory, reporting, and marketing purposes.
Receipt Generation and PDF Creation
We can create a custom receipt object that satisfies requirements for a variety of needs, departments, and/or donors using tailored picklists that can be linked between all related pieces. This allows for a customizable receipt based upon various criteria with batching options below 1,000 records per batch. Using PDF generation tools, documents can be stored on all related records for ease of access for staff to review as well as providing robust reporting capabilities.
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 digital transformation goals.
To learn more, check out our Salesforce Innovation services, read case studies about our work, and explore blog posts from Attain Partners’ Salesforce team.
Christopher Wray is a Senior Specialist at Attain Partners. He has worked in higher education for over 11 years, both on the university side and as a consultant. With an extensive background in Information Technology, Chris has worked with a number of different applications, security needs, and areas of infrastructure and has a deep understanding of the education markets he serves.
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https://attainpartners.com/wp-content/uploads/[email protected]12572401Olivia PychaOlivia Pycha2023-12-18 16:54:362025-06-23 15:55:09Thinking of Migrating from Ellucian Advance Web to UC Innovation's ascend?
Education Cloud: What We’ve Learned to Date Session Highlights
Technology is pivotal in streamlining operations and enhancing constituent engagement in the ever-evolving education landscape. As a Salesforce Summit Partner and the 2022 Salesforce Consulting Partner of the Year – Education, Attain Partners brings extensive experience in harnessing Salesforce and its innovative solutions, such as Salesforce Education Cloud, to drive lasting positive impact.
Since its launch, Attain Partners has been at the forefront of harnessing Education Cloud. Collaborating closely with Salesforce, we have successfully implemented the new Cloud across numerous leading education institutions—most notably at NOLA Public Schools, where we spearheaded the first-ever K-12 implementation of Education Cloud.
If you missed our recent webinar, Education Cloud: What We’ve Learned to Date, hosted by Attain Partners’ Sean Speer, Higher Education Solution Engineer; Doug Barrow, Higher Education Market Lead, Salesforce Practice; and Jason Cook, Principal Salesforce Consultant, this blog post will break down the key topics and discoveries discussed.
One of the key aspects of our journey with Education Cloud is understanding the significance of this solution within the broader Salesforce ecosystem. Salesforce Education Cloud is no longer just a managed package, like EDA before it—it’s now a core Salesforce product. This transition is significant because it allows organizations to harness the full power of the innovation and development Salesforce is investing in its full suite of Industry Clouds.
No longer are the solutions for the social sector siloed; solutions are now built using Common Components—features and functionality that are used across multiple industries. This allows the social sector to take advantage of all the innovation happening in both the commercial sector and the social sector.
The adoption of Person Accounts is a monumental change that brings Education Cloud in line with the other industry clouds. This allows Education Cloud to take advantage of all the Common Components available to every vertical. It also means better support for B to B (“Organization Management”) and B to C models (“Contact Management”).
This shift aligns Education Cloud with the rest of the Salesforce platform, offering organizations the opportunity to capitalize on the ongoing innovation across different Salesforce Clouds, allowing for greater flexibility in what users represent in Salesforce.
Aside from aligning Education Cloud with the rest of the Salesforce platform and other Industry Clouds, person accounts offer various additional benefits. For users who deal with a lot of relationships, there’s a new feature called Party Role, which essentially serves as a more customizable, enhanced version of the Relationship feature.
Enhanced address management with Contract Point Address
Ad-hoc tagging of and defining data about constituents, and the ability to report on that with the introduction of Person Attributes
The Attain Partners team has been pleased by the learning curve—or its lack thereof. Overall, these features and improvements collectively contribute to smoother user experience.
Person Accounts: The Bad-ish and the Ugly
However, there are some complexities to consider. Be aware that potential user confusion can arise, particularly for frontline staff. The challenge of distinguishing between an Account field and a Contact field can also cause confusion, both for users and administrators.
One notable challenge that can arise when disentangling the two lies in data migration. For IT and technical teams responsible for migrating data into Salesforce, the transition to Person Accounts will necessitate a thorough understanding of which fields are being accessed and modified.
Additionally, it’s important to note that Affiliations in Education Cloud are not yet reciprocal, and new nomenclature might require a bit of adjustment.
Workaround solutions may be required to tackle challenges and/or bugs not yet addressed by Salesforce. For example, to capture edge cases in cases of user error, we’ve found that building custom Flows is an effective workaround solution.
Our experience implementing Education Cloud has revealed some general learnings. As to be expected in a v.1 model, we have encountered occasional bugs, though these have not created any roadblocks.
Despite these challenges, we have been impressed by Salesforce’s responsiveness. They have actively addressed issues, listened to our feedback, and worked collaboratively to resolve them. While there have been a few rough edges to smooth out, the overall experience has been extremely positive.
The common component model has been especially impactful, as the built-out components being leveraged from other Industries are powerful and mature since they have already gone through their respective iterations.
Q: Can you have a Contact record and a Person Account for the same individual? A: By default, a Person Account is both a Contact and a Person Account—they are kept in sync. You cannot have both and treat them as separate things; it is simultaneously a Contact and an Account. You can search for a Contact, and if that Contact happens to be a Person Account, when you click on them it will take you to the Person Account page for that Contact. There is effectively no difference.
Paving the Way Forward: Driving Positive Change with Education Cloud
Our journey with Salesforce Education Cloud has been marked by significant changes and valuable insights. The transition to Person Accounts aligns Education Cloud with the broader Salesforce ecosystem, offering a myriad of benefits. While there are challenges, they are manageable, and Salesforce’s continued responsiveness to feedback ensures that Education Cloud continues to evolve and improve.
Attain Partners remains committed to driving positive change in education and nonprofits, and Education Cloud will continue to play a crucial role in that mission. We look forward to what the future holds!
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 digital transformation goals.
To learn more, check out our Salesforce Innovation services, read case studies about our work, and explore blog posts from Attain Partners’ Salesforce team.
