Gulf South Men

Strengthening Men for the Journey

BATON ROUGE, LA   |  www.gulfsouthmen.org

Mission

"To Build – Strengthen – Disciple men in order to strengthen the Family, Community and World.” Gulf South Men is a regional non-profit equipping men for fruitful life by offering Education, Training, Resources, Men’s Events and Mentoring to help build men's character, equip them to be family servant leaders and to positively impact the community.

Ruling year info

2014

C.E.O.

Mark Lubbock

Main address

7533 QUORUM DR

BATON ROUGE, LA 70817 USA

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EIN

46-1266275

NTEE code info

Religion Related, Spiritual Development N.E.C. (X99)

Leadership Development (W70)

IRS filing requirement

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

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?

IRON SHARPENS IRON National Equipping Men's Ministry

ISI is a 1-day equipping men's event with 2 National Keynote Speakers, 16-Breakout Seminars on relevant topics, great music and motivating fellowship.

Population(s) Served
Men and boys

Promote Diversity and Eliminate Racism through Relationship Building.
The Men’s UNITY Breakfast is designed to assemble diverse men together and guide them through a four-stage program. Ultimately, the goal is to develop strong relationships that transcend racial, cultural, denominational, and other hindering barriers.
The stages include:
Dynamic Dialogue - meaningful conversations for knowledge and understanding
Shared Service - projects utilizing common values and interests
Relationship Building - intentionally bonding with mutual respect and trust

Population(s) Served
Ethnic and racial groups
Religious groups

Corporate Leadership models focus on the benefit of the organization, often at the sacrifice of the employee or volunteer. We focus on "Best Practices" that benefit EVERYONE and teach from Ken Blanchard's "LEAD LIKE JESUS" materials.
Here’s what we believe...
•• Jesus is the greatest leadership role model of all time.
•• Leadership happens anytime we influence the thinking, behavior, or development of another person.
•• Effective leadership begins on the inside with a heart deeply connected to the Father.
•• Servant leadership is the only approach to leadership Jesus validates for His followers.

There are lots of choices when it comes to leadership, but we believe our place on the leadership landscape is the heart of a leader. When a leader is transformed, churches, families, organizations, communities are changed.
During this experience we will offer the most powerful leader model that focuses on four critical areas:
YOUR HEART - WHY You Lead
YOUR HEAD - WHAT You Think
YOUR HANDS - WHAT You Do
YOUR HABITS - HOW You Stay on Track

Population(s) Served
Work status and occupations
Christians

Studies show consistently that depending on age between 30%-80% of men are ADDICTED to Porn. Both Clergy and Lay. We utilize "Best Practices" identifying the most effective tools and in this case use the "Conquer Series" to set men free from Porn.
Over 1 million men in over 80 countries are learning to live free of porn through the proven strategies and practical tools taught in the Conquer Series.
REAL, PROVEN STRATEGIES FOR FREEDOM:
Explore strongholds that keep men in bondage
Examine the neurochemistry of addiction
Discover the weapons and strategies of God
Investigate proven strategies to prevent relapse
Study practical daily techniques to remain free

Population(s) Served
Men and boys

Where we work

Affiliations & memberships

National Association of Ministry to Men 2021

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

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?

    Mission is to equip men with the tools/resources to become Godly men in all areas of their life. The local church and community are supported by our efforts influencing social behaviors in a positive manner. Teach men to love and serve family, to embrace racial & denominational diversity, honor and serve women, actively be agents of love for all, excluding none, to act with integrity in private as well as in public. We do not engage in any political activity focusing on men's spiritual life.

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

    SMS text surveys, Electronic surveys (by email, tablet, etc.), Paper surveys, Constituent (client or resident, etc.) advisory committees, Suggestion box/email,

  • 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?

    In seeking to be agents of healing in the racial divisiveness of today's world we sought feedback and suggestions from a wide variety of men and women of different people backgrounds as well as different cultural settings. The end result was a radical adjustment in our approach and programming. Rather than "Teaching" how to get along with each other we switched to learn how to meet and engage people where they currently live/stand. Then to understand and listen to their life experiences, seeking to see the world through their eyes and life. What follows is a custom crafted program to build personal relationships, and then through these relationships to come up with better ways to do life together while honoring the differences.

  • With whom is the organization sharing feedback?

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

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

    Measuring outcomes we see continued improvement as we learn, understand and adjust.

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

    We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, 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 demographics (e.g., race, age, gender, etc.), 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, We ask the people who gave us feedback how well they think we responded,

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, We don’t have the right technology to collect and aggregate feedback efficiently, It is difficult to find the ongoing funding to support feedback collection, Staff find it hard to prioritize feedback collection and review due to lack of time,

Financials

Gulf South Men
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Operations

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

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lock

Connect with nonprofit leaders

Subscribe

Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.

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

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

Gulf South Men

Board of directors
as of 06/27/2021
SOURCE: Self-reported by organization
Board chair

Mark Lubbock

Gulf South Men

Term: 2014 -

Elmo Winters

Kingdom Group International

Arnold Comer

Exxon Retired

Nathan Levy

Lion Environmental, LLC

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? Yes

Organizational demographics

SOURCE: Self-reported; last updated 6/27/2021

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: 06/27/2021

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 analyze disaggregated data and root causes of race disparities that impact the organization's programs, portfolios, and the populations served.
  • 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.
  • We disaggregate data by demographics, including race, in every policy and program measured.
  • We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
Policies and processes
  • We use a vetting process to identify vendors and partners that share our commitment to race equity.
  • We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
  • 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 measure and then disaggregate job satisfaction and retention data by race, function, level, and/or team.
  • 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.