PLATINUM2024

SEVERN LEADERSHIP GROUP INC

A Better World Starts with Better Leadership

Annapolis, MD   |  SevernLeadership.org

Mission

The Severn Leadership Group develops and supports virtuous leaders and teams to be agents of transformational change. Our vision is a better world through virtuous leadership.

Ruling year info

2017

President and CEO

Ms Julie Campbell

Main address

504 Tremont Circle

Annapolis, MD 21409 USA

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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.

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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?

SLG Fellows Program

The Fellows Program is designed to develop mid-career professionals into highly effective leaders who inspire lives of selfless courage and service to others – resulting in exceptional mission-focused teams and superior results. The SLG presents a holistic picture of both leadership and followership with an emphasis on emotional intelligence and the practical knowledge and skills to lead change.

The SLG conducts a Mentor Certification program concurrent with the Fellows Program. Each fellow is assigned a mentor who is a proven and experienced leader. Mentors meet with their fellows at least twice 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

The SLG Mentors Certification prepares seasoned leaders of character to walk alongside
our fellows throughout their SLG journey. Our mentors are life-long learners who desire to
give back through mentorship. Severn Leadership Group mentors are trained and committed to inspiring a fellow to “live a life of selfless courage and service to others, before self”. Mentors listen, question, encourage, challenge and provide feedback to their fellows following the SLG Mentor Model.

Population(s) Served
Adults
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

SLG Fellows Program

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Holding steady

Context Notes

The Severn Leadership Group captures on a scale from 1-10 if a participant would recommend someone to participate in the Fellows Program. 2023: 43/43 responded 8-10 2022: 31/32 2021: 49/50

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

SLG Fellows Program

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Context Notes

For 2023: 38/43 reported a greater sense of purpose, 36/43 greater wellbeing. 2022: 29 out of 32 reported a greater sense of purpose, 31/32 greater wellbeing.

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.
  • 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 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 share the feedback we received with the people we serve, 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?

    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

Financials

SEVERN LEADERSHIP GROUP INC
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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.

SEVERN LEADERSHIP GROUP INC

Board of directors
as of 04/26/2024
SOURCE: Self-reported by organization
Board chair

Mr Sigval Berg

Sig Berg

Julie Campbell

Mark Germano

Ray Steinmetz

John McGaha

Valerie Mardle

John Wissler

John Mahoney

Bill Mohl

Wendy Bernard

Lisa Datka

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 3/25/2024

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

Race & ethnicity

Gender identity

Transgender 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.