LEADERSHIP RHODE ISLAND EDUCATIONAL FOUNDATION

aka Leadership Rhode Island   |   Providence, RI   |  www.leadershipri.org

Mission

Our Mision We engage and connect people through shared experiences that positively transform individuals, organizations and communities. Our Vision We see a Rhode Island that is flourishing — economically, civically, culturally — built on a foundation of ever-improving human capital whose strengths and potential we spend each day revealing and igniting. And we see the lessons of this lively leadership experiment being shared and amplified around the country and the world to nurture the kind of fully-engaged societies that create lasting, positive change.

Ruling year info

1985

Executive Director

Mr. Mike Ritz

Main address

1570 Westminster Street

Providence, RI 02909 USA

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EIN

22-2570460

NTEE code info

Leadership Development (W70)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Communication

Blog

Programs and results

What we aim to solve

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Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Core Leadership Program for Established Leaders

Each year Leadership Rhode Island selects a diverse group of established and emerging leaders to participate in a thought-provoking, 10-month (January – October) community leadership program. Statewide issues are examined through the perspectives of experts, on-site visits, readings, discussion groups, problem-solving exercises, and other experiential activities.

The Core Program is a not a starting point, but rather a process for leaders to refine and enhance their commitment to Rhode Island throughout their lives. Participation opens the door to ongoing personal growth, professional development and community leadership. Graduates join LRI’s network of 2,300-plus alumni and a life of Rhode Island stewardship.

Population(s) Served
Adults

Modeled after LRI’s Core Program for business and community leaders, the College Leadership Rhode Island (CLRI) Program inspires, educates, and engages a diverse group of emerging young adult leaders* as they transition from college to career.

Founded in 2004, CLRI is a tuition-free, academic-year-long program (September-May) that prepares students to navigate life after college. Through experiential learning, students explore careers in the nonprofit, private, public, and philanthropic sectors, while developing soft skills and leadership competencies for the 21st century. The program provides students with the knowledge, skills, and networks necessary to develop their professional lives and build a future as engaged Rhode Island citizens.

Population(s) Served
Young adults

Where we work

Awards

Community Outreach Award 2018

RI Press Association

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We shared information about our current feedback practices.
  • Who are the people you serve with your mission?

    Self-identified and vouched and vetted leaders at all stages (college to grave) of their leadership journeys in the state of Rhode Island.

  • How is your organization collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Focus groups or interviews (by phone or in person), Constituent (client or resident, etc.) advisory committees,

  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals,

  • What significant change resulted from feedback?

    Through an external partnership with equity professionals, we're undergoing a comprehensive DEI internal process to nurture a better sense of belonging and to ensure leadership equity in Rhode Island.

  • With whom is the organization sharing feedback?

    The people we serve, Our staff, Our board, Our funders, Our community partners,

  • How has asking for feedback from the people you serve changed your relationship?

    We regularly create new programming at the request of those we serve.

  • Which of the following feedback practices does your organization routinely carry out?

    We collect feedback from the people we serve at least annually, We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive, We tell the people who gave us feedback how we acted on their feedback,

  • What challenges does the organization face when collecting feedback?

    We don't have any major challenges to collecting feedback,

Financials

LEADERSHIP RHODE ISLAND EDUCATIONAL FOUNDATION
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Operations

The people, governance practices, and partners that make the organization tick.

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Connect with nonprofit leaders

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  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

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LEADERSHIP RHODE ISLAND EDUCATIONAL FOUNDATION

Board of directors
as of 3/31/2022
SOURCE: Self-reported by organization
Board chair

Nicole Benjamin

Adler Pollack & Sheehan

Term: 2019 - 2023

Pete Rumsey

University of Rhode Island Research Foundation

Sulina Mohanty

BrightSpot Leadership, LLC

Ashia Graziano

Brown University

Ting Barnard

Ting Barnard's Studio

Hamza Chaudary

Adler, Pollock & Sheehan

Sharon Conard-Wells

West Elmwood Housing Development Corporation (retired)

Greg Garvin

Gilbane Building Company

Vinny Gebhart

Powerhouse Dynamics

Priscilla Gonzalez-Santos

Hasbro

Michele Leone

National Grid

Ted Shallcross

Amica Mutual Insurance Company

Christine Sheehan

Gallup

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? No

Organizational demographics

SOURCE: Self-reported; last updated 03/31/2022

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

The organization's leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

We do not display disability information for organizations with fewer than 15 staff.

Equity strategies

Last updated: 03/31/2022

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more

Data
  • We review compensation data across the organization (and by staff levels) to identify disparities by race.
  • We ask team members to identify racial disparities in their programs and / or portfolios.
  • We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
  • We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
Policies and processes
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • We have community representation at the board level, either on the board itself or through a community advisory board.
  • We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
  • We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.