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What do High Performing Nonprofits have in common?

Volunteering Group

Characteristics of High Performing Nonprofits. Are you one of them?

G   Good Management Systems

R    Robust Talent Development

E    Effective Programs

A    Masters of Change

T     Excellent Leadership

S     Strong Board  

Source: Stanford Social Innovation Review & Bridgespan Research Group 


We work with organizations across all sectors in all 50 states and internationally.


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We have curated methodologies, tools and techniques using more than
100 real-world case studies from
all over the world and experience gained from extensive research
with large consultancy firms. We combine decades of expertise,
best practices and lessons learned - to accelerate
your project execution, deliver quick wins and
establish credibility with your board, donors, stakeholders,
members, volunteers and staff quickly.
Our practical approach uniquely integrates
change management and human capital management techniques
with business strategy, operational goals, customer experience needs and the need for organizations to
develop, integrate and enhance the following lens and capabilities to stay current with
constantly changing business needs and consumer expectations ...

What are your goals this year?

Diversity & Inclusion

Capacity Building

Digital Transformation

Operational Excellence

Agile Thinking and Innovation


Data-Driven Mindset


Satisfied clients have elevated performance, improve employee engagement, increase moral, productivity and more.
Would you like to learn how?


Is your organization paralyzed by change or is it a change enabler?

Learn how to create an agile workforce, build adaptive processes and cultivate a culture of innovative thinking and operational excellence - to promote, enable and sustain change.

the new ConSTANT

Skillfully navigate difficult business or technology transformation change journeys by avoiding costly pitfalls and leveraging decades of lessons learned gained at organizations and industries similar to yours. Learn how to jump-start or accelerate your change program to build momentum and excitement for your change journey. Or find out proven techniques that can help sustain momentum when sponsors waver or the multi-year change journey starts to lose its luster.

Human Capital Management

A global survey of 700 CEOs conducted by the Conference Board (2013) showed that human capital management is their top priority. This should not be surprising since companies' people assets represent one of the largest operational cost line items across any industry (accounting for 30% to 80%). Numerous research studies have also shown that people is one of the most if not the most important driver of a company's success.

Integrated Human Capital and Talent Management Framework

To optimize return on investment for its people assets, companies should adopt a disciplined, structured and holistic approach to planning, designing and developing its most important assets - people.
The framework below shows all the major components, both strategic and business-as-usual elements that should influence the decisions companies make concerning the types of skills and workforce profile companies should have, the ways in which they attract, develop and retain talent to achieve and enable their business objectives and strategies.
Arete Advisors Integrated Human Capital Framework

Strategic Workforce Planning

Be it to prepare a company to transition and enable a digital business strategy, to refresh an
outdated workforce model or to better allocate resources in a cost-effective and efficient manner to sustain and grow revenues and margins, the benefits that can be gained from strategically planning for a company's workforce for the future cannot be over stated.
Aligning a company's workforce strategy and plans to its business strategy, imperatives, and goals are increasingly paramount to enabling a company to achieve its stated objectives.
Increased use of artificial intelligence to automate tasks and jobs, demand for new digital age skills and competencies, rapidly changing customer needs and technology innovations have upended the traditional ways of planning, allocating and staffing jobs to meet workload requirements. Strategic workforce planning incorporating what-ifs analysis and robust forecasted projections of demographics, supply of skills and contingent staff versus permanent hires are key to enabling companies to be agile in developing workforce models and responding to business needs.
Arete Advisors Strategic Workforce Planning

How well aligned are companies' existing
workforce strategies and models to business strategies?

The gap between companies' current state  workforce capabilities and profile and senior management's expectations of where it needs to be is wide. While 68% of senior management believes there needs to be a strong alignment between companies' workforce strategies with the business strategies, only 44% state they have a clear understanding of what are the critical competencies necessary to enable those strategies. Worse, only 39% feel they have the right workforce mix of skills and employee/contingent staff ratio to enable their business strategies.


Human Capital Management

The traditional method of planning, organizing and managing your organization's most important asset, its people, is no longer adequate for companies to satisfactorily meet rapidly changing business needs, respond to customers' evolving requirements, and increasingly complex environments.

Arete's Human Capital services help companies research, conduct benchmarks, develop new strategies, conceive plans, and enable execution of programs that creative competitive, cost-effective and agile workforces to better cope with the digital age.

Leadership Development, Culture, Diversity and Inclusion Management

Learn how we help companies and agencies promote cultural, diversity and inclusion change at a domestic and global, enterprise and/or large-scale level. 



- Multi-Cultural Management Training

- Diversity and Inclusion Training for Executives and Staff

- Diversity and Inclusion Strategy Development

- Diversity and Inclusion Integration

- Culture Architecture

- Leadership Development & Coaching

- Culture and Behavioral Change

- Organization and Culture Assessment

- Training Programs to Promote D&I and Cultural Change

- Leadership Development and Coaching to Support D&I and or Cultural Change

Transformation Change and Change Management

Our change management services range the gamut. From a day's work to months-long engagements, we help companies drive, enable and support large-scale, enterprise, business-unit specific, global, and international transformational changes which are driven by business, technology or regulatory factors.


Examples of change management activities and deliverables we lead, support and execute:

Change Readiness Plans

Change Management Strategies

Change Agent Coaching

Enterprise Communications

Executive Communications

Impact Analysis

Stakeholder Analysis

Transformation Change Roadmaps

Organization Design & Development

Role and Job Alignment

Sponsor Education

Workforce Transition

Change Program Management

A change journey is a costly investment for a company, and must therefore be well-managed. Some change projects are small, and having a project manager suffice to schedule, monitor and track change activities to make sure they are on track. Managing a complex transformation or multi-year change journey however is a different story.  Change management is both a science and an art; when dealing with activities predominantly focused on cultivating change in people's hearts, minds, behaviors and emotions - some activities are difficult to track and monitor because the measure of progress is squishy and less discrete.

To skillfully measure the performance of your change journey and to assess if it is on track, a PMI-certified project manager is insufficient to help you adequately manage your change program. What is needed is someone who has a multi-disciplinary background with deep experience driving change from the front who can size up a situation based on both data and instincts which can only be developed through decades of lessons learned, as well as a track record of success managing large complex projects using both change management and program management methodologies.


Our seasoned change leaders not only offer deep expertise to help you manage your change program but we bring to the table a proven integrated change management methodology that has been tried and tested at large multinationals - that can be customized to suit the needs of your organization and its culture.


Our seasoned change leaders will help you construct a robust change management plan that will integrate well with all the other necessary work streams (data, technology, process, business, strategy) and that would be executed in lockstep with its non-change management counterparts on the program.  We apply PMBOK-like project management methodology in our program management approach for initiating, planning, managing, and controlling your change management project plans. 

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Learn More

Alan Cooper, Ph.D.

Senior Principal

Specialties: Human Capital, Succession Planning, HR Strategy, Policy and Process, Leadership Development, Learning and Education Innovation, Learning and Development, Organization Design and Development


Lilian Snodgrass

Senior Principal

Specialties: Executive Coaching, Leadership Development, Transformation Change, Strategic Communications, Human Capital, Risk Management, Governance, Process Excellence, Lean Systems,
Executive Buy-In, Strategic Change Management, Customer Service

Michael Davis

Senior Advisor

Specialties: Diversity and Inclusion, Anti-Harassment, Organization Design and Development, Culture Assessment, Human Capital

Stanley Wien

Associate Principal

Specialties: Talent Management, Workforce Strategy, Planning and Development, Organization Design and Development, Culture Assessment, Human Capital

Our Clients

We serve the needs of small and large clients
in nonprofit, public and private sectors across industry.
Select clients include those listed below:

Veterans Administration Hospital Network

St. Barnabas Hospital

Financial Regulatory Authority (FINRA)

The State of Florida

Richmond University Medical Center

Staten Island University Hospital

VIP Community Services

Adirondack Health Institute

Hudson Headwaters Health Network


Bridge Back to Life


Water Environment Federation 

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