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.

Notes from the nonprofit

The Severn Leadership Group (SLG) had a change in accounting period for its FY. As of Jan 1, 2021, SLG fiscal year is Jan - Dec.

Ruling year info

2017

President

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.

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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 committed to solving problems 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 fellows are serving here and around the world. 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 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.

Operate leadership programs designed to develop leaders and followers committed to living a life of selfless courage and service to others before self; 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 25 fellows) meets monthly for a period of 6 or 8 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 of the SLG.

The Senior Fellows 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.

Both programs are offered free of charge.

Lastly, fellows are encouraged to join the SLG worldwide network.

The Severn Leadership Group (SLG) serves the community and includes leaders in both the military and civilian sectors. Currently, the SLG has programs run out of Annapolis, Maryland, Groton, Connecticut, Northern Virginia and Tampa, FL. We now 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 of their time and of themselves.

To date we have completed 19 Fellows cohorts, developed 208 fellows, trained over 100 mentors, and provided bi-monthly network events that serve our community of practice. With over 100 volunteers who have given more than 30,000 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 have resident 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 have instituted the SLG worldwide network through social media, email and online events.

In 2021, we offer corporate partnership opportunities for immersive leadership development programs.

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 collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Paper surveys, Focus groups or interviews (by phone or in person),

  • 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,

  • With whom is the organization sharing feedback?

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

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

  • What challenges does the organization face when collecting feedback?

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

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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Connect with nonprofit leaders

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Connect with nonprofit leaders

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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 6/30/2021
SOURCE: Self-reported by organization
Board chair

Mr Sigval Berg

Ted Parker

Dwight Holloway

Gretchen Moran

Sig Berg

Mike Kerst

Julie Campbell

Mark Germano

Ray Steinmetz

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 06/30/2021

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
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.