PLATINUM2023

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

Show more contact info

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 results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Number of free participants in conferences

This metric is no longer tracked.
Totals By Year
Related Program

LEADERSHIP DEVELOPMENT

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of diversity training courses conducted

This metric is no longer tracked.
Totals By Year
Related Program

MEN'S UNITY NETWORK

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of program/model/intervention innovations

This metric is no longer tracked.
Totals By Year
Related Program

LEADERSHIP DEVELOPMENT

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Context Notes

Program/Curriculum/Video Study Resources created in house.

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

Men excel in all areas of life including relationships, community engagement, health and finances when properly equipped, coached and mentored.

Gulf South Men utilizes "Best Practices" approach using "Proven Effective" training & equipping processes and tools in partnership with individuals, organizations and small groups to train, equip, coach and mentor men.

Outcome metrics include feedback from family & friends, quality of life indicators. The whole family is positively impacted and outcome of children measurably improved.

1. Identify/create appropriate training/equipping resources.
2. Create "Points of Entry" to invite men/groups into the equipping process.
3. Equip/Evaluate.
4. Assist men long term to establish new habits and behaviors.
5. Create Peer community for the men for self-sustaining support that continues beyond the program completion.

Gulf South Men has leadership training processes for our own internal use to ensure our volunteers are well equipped. Our volunteer leadership are all certified in one or more areas of expertise and each has over 25 years of experience. We participate with national organizations to stay current in Fatherhood, Spirituality, Life Skills and more to remain on the leading edge of expertise in each area.

We have engaged thousands since inception working with individual churches, denominations, organizations and groups. We each personally mentor individuals all throughout the year. Our leadership volunteers with other national organizations in leadership roles to share Best Practices both giving back and expanding our portfolio of resources and specialized knowledge.

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.

  • 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

  • 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 04/14/2023
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
info Candid has made improvements to the race and ethnicity options.

Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.

Leadership

The organization's leader identifies as:

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

Race & ethnicity

Gender identity

Transgender 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.