Grind + Growth

We Educate + We Inform + We Inspire

Saint Louis, MO   |  http://www.grindplusgrowth.com

Mission

Grind + Growth works to end poverty by being a support refuge and a pillar of strength for low-income families living in underserved communities.

Ruling year info

2019

Founder and CEO

Valerie V. Liddell

Main address

6 Cardinal Way Suite 900

Saint Louis, MO 63102 USA

Show more contact info

EIN

84-2943606

NTEE code info

Services to Promote the Independence of Specific Populations (P80)

Business, Youth Development (O53)

Human Service Organizations (P20)

IRS filing requirement

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

Communication

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?

Growth Accelerator- Small Business Development Program

This 12-week accelerated online business development course in strategic business planning and management:

Teaches business fundamentals (budgeting, marketing, bookkeeping, and financing)
Weekly virtual sessions
Independent homework sessions
Offered in the Spring and Fall

The Growth Accelerator was created in direct response to provide an opportunity and to meet a need. Our entrepreneurs reside in the urban communities and are primarily identifying-minority individuals searching for the understanding, support, and expertise to start and grow their businesses to the next level. They are individuals passionate about starting a business and established small businesses looking to grow and elevate. These entrepreneurs often cannot afford the cost of starting a business, may hav a difficult time accessing vital resources needed to sustain a company or lack the general education required for business development. This market is neglected and we are here to provide access.

Population(s) Served
Adults
Economically disadvantaged people
Ex-offenders
Self-employed people
Parents

Operation CEO is a fun-experimental six-week after-school and summer camp program that focuses on bringing the power of entrepreneurship and financial literacy education to underserved youth ages 8-18 from low-income backgrounds.

How Does Operation CEO work?

Students are placed in small teams and learn how to build and run a business. Teams do research, design solutions, and pitch their business ideas by the 6-week program. After each team pitches their business idea, they open for business and make a real profit!

What do students learn?

Entrepreneurial mindset
Introduction to business
Product creation and new inventions
Financial literacy and budgeting
Creative and critical thinking
Teamwork and collaboration
Leadership skills and public speaking skills
Lateral and higher-order thinking
Responsibility
Career Exploration
21st Century Career Skills: product ideation, marketing research, technology
Sparks interest in attending college
Career ideation

Population(s) Served
Children and youth
Foster and adoptive children
At-risk youth
Students

Business Growth Services provides various year-round individualized support services d for each entrepreneur we serve. These services include:

One-on-one mentoring or coaching
Create a strategic plan and set objectives for growth
Receive guidance with executing your goals to help elevate your business

Population(s) Served
Social and economic status
Self-employed people
Ethnic and racial groups
Families
Single parents

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

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?

    We serve people from all backgrounds and socio-economic statuses.

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

    SMS text surveys, Electronic surveys (by email, tablet, etc.), Paper surveys, Focus groups or interviews (by phone or in person), Case management notes, Community meetings/Town halls, 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?

    We changed how our pitch day will run through our Growth Accelerator program. Through the participants feedback we are now able to effectively and efficiently run our pitch day at the end of the 12-week accelerator program.

  • 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?

    The relationships have grown and became more transparent. There is a greater level of respect and understanding among the organization and the community.

  • 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 find the ongoing funding to support feedback collection,

Financials

Grind + Growth
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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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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.

Grind + Growth

Board of directors
as of 12/7/2021
SOURCE: Self-reported by organization
Board chair

Mrs Shomica Davis

Missouri Department of Social Services

Term: 2019 - 2023

Vernon Hughes

Delta Airlines

Jeffrey Beard

St. Louis Police Officer

Jeffrey Hubbard, M.D., M.S.

KemetiCare LLC

LaDray Gilbert, Esquire

Gilbert Solutions, Inc.

Kiamesha Lewis

Ms. Kay Salon

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 11/28/2021

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
Black/African American/African
Gender identity
Female
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 07/20/2021

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.