Into the Wild, Inc.
Where Recovery is the Adventure!
Into the Wild, Inc.
The people, governance practices, and partners that make the organization tick.
Sonia Hensel LCAS-A
Chief Financial Officer
Max is the Chief Financial Officer and Practice Manager of Into the Wild, a North Carolina nonprofit that specializes
in delivering adventure-based Intensive Outpatient Programming (IOP) to women suffering from substance use
disorders. He brings a wealth of both practical and academic experience to our organization. Applying the
knowledge of his 35+ year career in the military, Max is a leadership expert and, as such, helps organizations
focus on the necessity of finding the best way to motivate others to be their best selves. As a veritable
“renaissance man,” he is at times a human resources coordinator, a technology integrator, and a risk manager. As
an ordained minster, he also provides liaison services to church communities and also helps nonprofits
navigate the ever-changing waters of business ethics.
There are no officers, directors or key employees recorded for this organization
There are no highest paid employees recorded for this organization.
Into the Wild, Inc.Board of directors
as of 06/17/2023
Board of directors data
Dr. Max Goelling
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
Board orientation and educationDoes 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 oversightHas the board conducted a formal, written assessment of the chief executive within the past year ? No
Ethics and transparencyHave the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
Board compositionDoes the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
Board performanceHas the board conducted a formal, written self-assessment of its performance within the past three years? Not applicable
Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.
The organization's leader identifies as:
The organization's co-leader identifies as:
Race & ethnicity
Equity strategiesLast updated: 06/21/2022
- 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.
- 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.