SEVERN LEADERSHIP GROUP INC

Developing Leaders Committed to Serving Others

Annapolis, MD   |  SevernLeadership.org

Mission

The Severn Leadership Group develops and supports leaders committed to serving others before self. With Fellows serving around the world, we can begin the real work of the Severn Leadership Group – shaping a future that is better than the present so that all people can begin to experience a life of hope, freedom and well-being.

Ruling year info

2017

President and CEO

Ms Julie Campbell

Main address

504 Tremont Circle

Annapolis, MD 21409 USA

Show more contact info

EIN

82-1721118

NTEE code info

Leadership Development (W70)

Management & Technical Assistance (S02)

IRS filing requirement

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

Sign in or create an account to view Form(s) 990 for 2020, 2019 and 2018.
Register now

Communication

Blog

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

Today, many believe there is a crisis of confidence in our leaders and institutions. Too many leaders are performing poorly, and their followers are disillusioned and feel undervalued. We “teach” a different approach to leadership for mid-career professionals. Our programs foster leaders and followers who build teams of excellence through the practical application of character-driven leadership. We believe that leadership is defined by one’s character based the timeless and transcendent virtues of love, integrity, truth, excellence, and relationships -- honed through mentoring by leaders who “walk the talk”. A Fellow recently said, “Their passion to teach my generation of leaders… is second to none.” Our alumni make up the SLG World-wide Network serving others for the greater good. We represent the pebble which creates ripples of positive change across the pond.

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?

Fellows Program

The Fellows Program is designed to develop men and women into highly effective leaders who inspire lives of selfless courage and service to others – resulting in exceptional mission-focused teams in the pursuit of excellence. The SLG presents a holistic picture of both leadership and followership with an emphasis on practical knowledge and skills.

The SLG conducts a mentoring program concurrent with the Fellows program. Each fellow has a mentor who is a proven and experienced leader. Mentors meet with their fellows at least monthly to serve as the face of the SLG, model its perspectives, and walk the talk. The mentor is a friend who is willing to listen, challenge, support the Fellow, and take an active interest in their development both personally and professionally.

Population(s) Served
Adults

Where we work

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 participants who would recommend program to others

This metric is no longer tracked.
Totals By Year
Population(s) Served

Adults, Domestic workers, Military personnel, Self-employed people, Veterans

Related Program

Fellows Program

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Holding steady

Context Notes

The Severn Leadership Group began capturing on a scale from 1-10 if a participant would recommend someone to participate in the Fellows Program in 2021: 49/50 responded 8-10.

Number of clients who report a greater sense of purpose and improved overall wellness

This metric is no longer tracked.
Totals By Year
Population(s) Served

Adults, Domestic workers, Military personnel, Self-employed people, Veterans

Related Program

Fellows Program

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Context Notes

Mid-year 2021, the Severn Leadership Group began capturing if a participant had a greater sense of purpose and wellbeing after the program. 24/24

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.

The Severn Leadership Group (SLG) trains, mentors, and networks elite leaders to serve effective teams.
Through leadership programs designed to develop leaders and followers committed to living a life of selfless courage and service to others before self, SLG strengthens influential organizations worldwide with virtuous, emotionally healthy, selfless leaders that catalyze teams of excellence; helping to shape a future that is better than the present so that all people can flourish and experience a life of hope, freedom and well-being in their communities and workplace -- locally and globally.

The SLG believes that leadership is defined by one's character. It is relational, selfless, and transforming, inspiring excellence in both individuals and organizations. The Severn Leadership Group consists of professionals known as “Fellows” and “Senior Fellows”.

The Fellows Program is designed to develop men and women into highly effective leaders who inspire lives of selfless courage and service to others – resulting in exceptional mission-focused teams in the pursuit of excellence. The SLG presents a holistic picture of both leadership and followership with an emphasis on practical knowledge and skills. An SLG group (consisting of 12 to 15 fellows) meets monthly for a period of 5-7 months - depending on location. The Fellows will have an opportunity to grow together through joint readings, presentations, reflection, and discussions on the foundations of leadership and their practical application. They will do this in collaboration with the Senior Fellows and Mentors of the SLG.

The Senior Fellows/Mentors Certification Program prepares men and women with proven leadership skills and experience) to be mentors. This introduces them to the SLG systems-based approach to leadership and followership, character development, program material/design, and to hone their skills as a mentor (focusing on listening and building trust, assessing and challenging, supporting, and setting goals). The mentors attend monthly Fellows meetings, serving as small-group discussion facilitators. Additionally, the mentor meets with a paired fellow at least once a month.

Through the SLG worldwide network, fellows and mentors are connected and supported for life.

The Severn Leadership Group (SLG) serves the community and includes leaders in both the military and civilian sectors. Currently, the SLG programs in-person in Annapolis, Maryland, and Groton, Connecticut. We serve fellows and senior fellows across the USA with virtual/online programming.

The Fellow and Senior Fellow/Mentor programs are clearly established, tested, and are well underway. Currently, we have more requests to start new programs both in the US and abroad than we have financial resources. The SLG has a clear purpose, a strong board of directors, a passionate and accomplished CEO/founder and president, a solid financial system, operating policies and significant input from the business and military communities.

The strength of the program is our volunteers who serve as senior fellows and mentors. They have made a real difference, helping to shape the program, and walking with the fellows as mentors. They clearly give their time and of themselves.

To date we have completed 22 Fellows cohorts, developed 241 fellows, trained over 120 mentors, and provided quarterly network events that serve our community of practice. With over 100 volunteers who have given more than 50,000 hours of their time, talent and treasure, our mission to develop and support leaders who serve others before self continues to thrive. SLG leaders (and followers) live out these core virtues at work, at home and in the community, influencing thousands of individuals. We are already successful in cultivating our world’s future servant leaders, who will serve countless others over the course of their lifetime.

People learn about the program through outreach and from the fellows who invite friends, spouses, colleagues, team members, and others. Senior fellows do the same. As one executive summarized the SLG this way, "This program is noble and needed."

We offer in-person programs in Maryland, Connecticut, Northern Virginia and Florida and virtual programming that reaches across North America.

We are investigating starting groups in additional states. We having fellows serving in the US and around the world.

We have implemented an SLG Mentor Certification Process which is an integrated approach to mentoring as opposed to coaching, which tends to focus on skill development, performance enhancement, or career guidance. Mentors focus on imparting wisdom to fellows by taking active interest in their development. Mentors do not walk ahead to show their fellows how they did it. Rather, mentors walk alongside their fellows to show them what they can do.

We energize the SLG worldwide network through social media, email and online and hybrid events.

We offer corporate partnership opportunities for immersive leadership and mentor development.

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 demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.
  • Who are the people you serve with your mission?

    The Severn Leadership Group supports mid-career leaders across all industries across the US, Canada and Mexico in our Fellows Program and SLG Network. Additionally we serve post-mid-career leaders through our Mentor Certification Program and SLG Network.

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

    Electronic surveys (by email, tablet, etc.), Paper surveys, Focus groups or interviews (by phone or in person), Community meetings/Town halls,

  • 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,

  • What significant change resulted from feedback?

    We have updated our curriculum materials in 2021 to include changes in organization and the power of networks based on curriculum feedback. We added additional training for our Certified Mentor Program to address standardization of our mentor practices. We communicate how their feedback improves our programs.

  • 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?

    Our fellows and mentors are more active and engaged when they see that their voices are heard. Many of them come back to volunteer with us to update our resources or give back as a mentor, guest speaker, or advisor.

  • 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 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,

  • What challenges does the organization face when collecting feedback?

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

Financials

SEVERN LEADERSHIP GROUP INC
lock

Unlock financial insights by subscribing to our monthly plan.

Subscribe

Unlock nonprofit financial insights that will help you make more informed decisions. Try our 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.

Operations

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

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.

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.

SEVERN LEADERSHIP GROUP INC

Board of directors
as of 03/04/2022
SOURCE: Self-reported by organization
Board chair

Mr Sigval Berg

Sig Berg

Julie Campbell

Mark Germano

Ray Steinmetz

John McGaha

Melina Davis

Valerie Mardle

Deanna Rodriguez

John Wissler

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 ? No
  • 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 3/4/2022

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
Female, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 03/30/2020

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 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 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.