On behalf of our client, the Search Institute, KeyStone Search is conducting a retained search for a President & CEO


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The Vision Statement of the organization is:

The Search Institute To create a world where all young people are valued and thrive.
The organization is also guided by a Mission Statement which reads:

To provide catalytic leadership, breakthrough knowledge, and innovative resources to advance the health of children, youth, families, and communities.
For its entire 50-plus-year history, Search Institute has been a trailblazer and innovator in listening to and promoting positive change on behalf of young people. The Early Years—Founded in 1958 by Merton P. Strommen, Ph.D., the organization pioneered using social science research to understand the lives, beliefs, and values of young people. That commitment—which has remained at the core of our work—was captured in the title of the organization’s first book: What Youth Are Thinking (1960).

The Changing Name

In 1977, the name Search Institute was adopted to reflect a 1958 Lutheran Youth broad mission that addressed young people’s healthy Research Center development in many different settings, including youth 1967 Church Youth Research organization, schools, and congregations. A year later, Peter L. 1969 Youth Research Center Benson, Ph.D., joined the staff as research director. In 1985, he 1977 Search Institute succeeded Dr. Strommen as president. A major innovation during this time was the publication of the widely acclaimed sexuality education curriculum, Values & Choices.[ Unfortunately, Dr. Benson passed away in the fall of 2011 and the Board has determined that it is time to move the work of the Institute under new leadership] Developmental Assets—The next major milestone came in late 1990 and 1991 with the release of The Troubled Journey: A Portrait of 6th to 12th-Grade Youth, introduced the framework of Developmental Assets. During that same period, the organization committed to launching a publishing and marketing unit that focused on generating revenue by interpreting research findings and their implications for practitioners. Since 1990, studies of Developmental Assets have been conducted with more than 3 million young people across the United States. The framework has been extended from early childhood through emerging adulthood. It has also been utilized in dozens of countries and translated into multiple languages. By 2011, it has become the most widely cited and utilized framework for positive youth development around the world.

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Since that time, Search Institute launched a number of services, including an ongoing line of publications, survey services, consulting services, and a national conference, which we convened annually from 1997 through 2010. We also established a training delivery partnership with Vision Training Associates, which has been the official provider of all Search Institute training since 2000. Healthy Communities • Healthy Youth set the stage for a growing focus in research on the dynamics of community and social change, highlighting the intersection of human development and community development that has become a hallmark of the institute’s philosophy and intellectual capital. Search Institute has gained an international reputation for its innovations in human development, grounded in high-quality research and communicated clearly to practitioners and the general public. Through a movement-oriented approach, asset building has become the most widely recognized approach to positive youth development in the United States and, increasingly, around the world. Its work has influenced how human development, education, social work, youth work, and other fields are taught at the college and graduate school levels. And policy makers rely on Search Institute’s balanced approaches to shape policy and funding decisions.

Landmark Projects & Publications
1960 What Youth Are Thinking 1972 A Study of Generations 1974 Five Cries of Youth 1980 Ministry in America 1985 Five Cries of Parents 1986 Values & Choices 1987 The Quicksilver Years: The Hopes and Fears of Young Adolescents 1990 The Troubled Journey: A Portrait of 6th12th Grade Youth 1994 Growing Up Adopted: A Portrait of Adolescents & Their Families What Kids Need to Succeed: Proven, Practical Ways to Raise Good Kids 1997 All Kids Are Our Kids: What Communities Must Do to Raise Caring and Responsible Children and Adolescents 1998 Developmental Assets: A Synthesis of the Scientific Research on Adolescent Development 2000 Great Places to Learn: Creating AssetBuilding Schools That Help Students 2001 Grading Grown-Ups: American Adults Report on Real Relationships with Youth 2002 Developmental Assets and Asset-Building Communities 2003 Coming into Their Own: How Developmental Assets Promote Positive Growth in Middle Childhood 2006 All Kids Are Our Kids: What communities must do to raise caring and responsible children and adolescents (2nd ed.) The Handbook of Spiritual Development in Childhood and Adolescence 2008 Sparks: How Parents Can Ignite the Hidden Strengths of Teenagers 2010 Teen Voice 2010: Relationships that Matter to America’s Teens 2011 A Fragile Foundation: The State of Developmental Assets among American Youth (2nd Edition)

Search Institute is a 501(c)3 nonprofit organization that is incorporated in the state of Minnesota. It has a staff of approximately 35 FTEs, most of whom work in its beautifully designed, modern offices in Northeast Minneapolis.

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Reporting Structure The organization is led by its President and CEO, who reports to the Board of Directors. The Executive Leadership Team, led by the CEO, builds and implements the organization’s strategies and is responsible for its operations. The staff is organized into three departments (and the CEO has additional roles):
Research & Development      Grants development Research projects Evaluation projects   Products & Services Content development (publications, training, web, surveys, etc.) Production Marketing Sales Client Services        Administration & Communications Accounting Human resources IT services Shipping/receiving Facilities Contracts Communications      

Office of the CEO Represent organization to key stakeholders Board of directors Strategic alliances VIP cultivation Individual gifts Corporate partnership development

Field capacity-building  projects  Pilot/demonstration projects 

Revenue Sources Search Institute has an annual operating budget of approximately $5 million, which comes from the following sources:  66% of revenue is from grants and contracts. This includes a mix of grants and contracts from the federal government, private foundations, corporate foundations, and other contracts with nonprofit and educational partners. 30% of revenue is from sales of products and services, including survey services, print and other publications, training, and consulting. 4% from public contributions from individual donors.

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The President and CEO is the chief executive officer of the Search Institute and is responsible to the board of directors for the overall management of the organization and its programs. The President and CEO works with the board to develop strategy, policies, research and product directions, and budgets. The President and CEO represents Search Institute frequently at conferences, conventions and other academic, research, or informationsharing settings. The President and CEO has the responsibility for all research, products and services, financial management, grants development, fundraising, enterprise business operations, communications, and staff leadership for the organization.

Be the strategic, visionary leader of Search Institute.  Embody the mission of the organization. Exhibit passion about the work of Search Institute both inside and outside the organization. Drive, develop and promote a positive focus on achievement of the mission, goals and objectives of Search Institute.  Develop and recommend strategic directions, plans and policies to guide the work of the organization. Collaborate with the Board of Directors in making strategic, financial, funding and new business initiatives decisions in a timely and efficient manner.  Strengthen the work of Search Institute by thinking strategically about the organization’s markets and how those markets can be more broadly and creatively served.  Grow the organization’s revenues by improving the commercialization of products and services, increasing foundation grants and increasing the number of profitable client contracts.  Pursue new ways of improving the lives of all young people by inviting innovative ideas from others—both internally and externally. Lead the smooth and efficient operation of the organization.  Ensure the creating and execution of plans, processes and procedures that enhance and grow the financial stability and strength of the organization. of the organization.  Oversee the development of budgets and supervise administration of the financial and business operations of Search Institute. Also oversee things like pricing and resource allocation with a keen eye toward enhancing the financial position of the organization.  Supervise the senior leadership team. Provide guidance, coaching and development to assist staff in achieving their organizational objectives. Set a positive tone of leadership throughout the organization and work with all staff in a collegial way.  Invest in staff excellence. Support, develop and retain qualified and excellent staff, particularly supporting and strengthening the senior management team and the capacity of core internal functions. Build upon and enhance the positive internal culture that makes Search Institute an attractive place to work. Elevate the profile of Search Institute.  Build on and enhance the organization’s strong partnership with key thought leaders and important organizations in the youth development field.  Collaborate with other organizations, both public and private, as a way to improve opportunities for youth success through public policy.

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Represent Search Institute on boards, panels and conferences where the President and CEO’s involvement enhances the organization’s presence in the national spotlight. Act as primary liaison to the board of directors and the executive committee and ensure staff services to all other committees. Grow and enhance the ability of the organization to produce and dessiminate applied and theoretical research in the field of youth development and healthy family and community formation

Candidates for this key executive position should be established, visionary, and strategic leaders. At least 15-20 years of experience are desired, including proven executive leadership as CEO, President or Executive Director in a corporate, nonprofit, research and/or academic services sector. Candidates will have a demonstrated passion for human development, specifically youth development, and the mission, vision and values of Search Institute. The successful candidate will be a person with a reputation for excellence, integrity and scholastic and or academic credibility. He or she will have management experience leading an organization through growth and change and will appreciate the opportunity to make a significant improvement in the organization’s revenue streams. The new CEO will be a vibrant individual with exemplary interpersonal communication and presentation skills. A minimum of a Master’s Degree in a related field is required; a PhD or other terminal degree is preferred. Other essential skills and experience include:  Demonstrated success in organizational leadership, with proven competence in guiding the development and implementation of a strategic plan, successful institutional positioning, and translating ideas into reality. Experience leading an organization through a period of leadership change would be a distinct plus. Proven executive competence and administrative oversight is important, with demonstrated capabilities in financial management, marketing and product development, organizational communications, organizational development, planning and goal setting, board relations, staff supervision, fundraising and or grant and program development. Demonstrated success in growing an organization, whether through new products, new services or innovations which serve a marketplace in a new way. Experience with marketing and “branding” will be highly valued. Knowledge, experience, and keen interest in the field of youth development. Familiarity with academic research and academic publishing is strongly preferred. Knowledge of current thinking and emerging models in the field of youth development is strongly preferred. Prior experience working with and for a board of directors. Capacity or ability to successfully cultivate and solicit grants, contracts and sales from individuals, organizations and foundations, government, and corporate support in support of an organizational mission. Track record of fundraising and fund development programs, methods, techniques, and planning would be valued. The ability and commitment to envision and describe the long-term future of an organization in a way that inspires and motivates key stakeholders.

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The ability and commitment to be an engaging ambassador and advocate for Search Institute, through speaking and writing, with key constituents such as community and government leaders. A charismatic speaker who can influence and engage with people and organizations of all types would be highly valued.

To be successful in the culture of Search Institute, the candidate must be:         A dynamic leader who exudes both confidence and care for others, builds relationships, is a model of authenticity, credibility and ethical conduct. A visionary and entrepreneurial spirit, willing to propose, strategize and execute new ways of delivering applied research in the form of products and services that solve challenging problems in the youth development field. An inquiring person who is knowledgeable about the wide range of research, consulting and publishing in the youth development field. A thoughtful leader who is committed to honoring the history of Search Institute while bringing new ideas and approaches to the organization. A citizen of the world who is oriented toward the greater good of society. An individual who celebrates diversity in all its forms. A person who personally involves and welcomes diverse voices in the workplace. A versatile person who can work successfully in a broad array of organizational settings. The candidate should possess a high degree of emotional intelligence and be skilled at communication and collaboration. An individual who is responsive to the Board of Directors, the senior management staff, and a variety of stakeholders.

The compensation package for this position is highly competitive and attractive. It includes an executive pay structure and comprehensive executive benefits plan.

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Marcia S. Ballinger, PhD Principal 612-375-8895 marciab@keystonesearch.com or Rebecca Driscoll, MBA Principal 612-375-8841 rebeccad@keystonesearch.com

“Because Culture Matters”
KeyStone Search is a prominent Minnesota-based executive search firm with a special emphasis on corporate culture fit. KeyStone Search has specialized expertise in the recruitment of C-Suite leaders in corporate and non-profit sectors.

KeyStone Search
105 Fifth Avenue South Crown Roller Mill Suite 512 Minneapolis, MN 55401 612-375-8900 www.keystonesearch.com

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