Pisces Foundation’s Post

I'd add that this is a chance to work with a fabulous team including Moriah Jacobs and Lucas Donavan-Lafuente--and a powerful and insightful leader, in Eva Hernandez! This is a great job focused on what's needed right now to solve big #environmental and #climate issues. That's because the big wins we need this decade require greater alignment, capacity, and influence, not just good policy ideas. In fact, across so many issues from climate to conservation, there are good ideas and plans that frame "what" we need to do. Too often what we don't have is the shared influence to translate ideas into action. Mosaic is focused on building the bigger coalitions, new voices, and shared tools essential to boost the collective power of environmental, climate and environmental justice advocates. If you want to be at the center of that critical work, there's no better job.

What inspired you to become a senior manager in the real estate industry? ✏️ The dynamic nature of the Real Estate industry can provide an exciting and ever-changing environment for those seeking challenge and variety in their work. Senior managers often deal with complex projects, diverse stakeholders, and shifting market conditions, requiring adaptability, creativity, and strategic thinking. For individuals who thrive on innovation and problem-solving, the real estate industry offers ample opportunities to exercise and develop these skills at a senior management level. Furthermore, the potential for networking and collaboration with other industry professionals can be a motivating factor for aspiring senior managers. Building relationships with developers, investors, government officials, and community leaders not only enhances opportunities but also fosters a sense of belonging and camaraderie within the industry.

Vacancies

Who is hiring in our Social Innovation Summit community? Check out these exciting ESG, Social Impact, DEI, and CSR roles (and now you can ADD your open roles to our ongoing list of 800+ jobs if you are looking for talent):   VIEW JOBS: https://lnkd.in/euXr9GTa   > Climate Initiatives Senior - Freddie Mac via Matt Kruse > Managing Director of Development - Roosevelt Institute via Juliette Stableski > Senior Operations Manager - Seven Starling via Femtech Insider > Vice President for Climate - Massachusetts Institute of Technology via Laur Hesse Fisher > Director of Development - The CAFE Group via Mary Katherine Flynn > Senior Engineer - Unlocked Labs via Haley Shoaf > Industry Decarbonization Analyst - BloombergNEF via Allen Abraham > Director of Development - Advanced Education Research and Development Fund via Marvin Smith > Senior Accountant, Grants & Grantmaking Accounts - Geneva Global via Juanita Nyce > Community Impact Manager - Lupus Foundation of America via Teri Emond > Chief Impact Officer - Run for Something via Karen Lieu > Global Chief Philanthropy Officer - MAGIC BUS USA via Emily McLallen > Program Manager - Men of Color in Educational Leadership (MCEL) via Dr. Rudy Ruiz > Managing Director of Leadership Development - Teach for America via Dave Howland > Director, Inclusion - The New York Times via Vance Selin CPC   Comment below and link to the roles you and your team are actively hiring for and we'll re-share them with our network.   (or even better, add them directly here: https://lnkd.in/euXr9GTa).   *** You might know SIS as a convener (fair enough since we've been producing the Social Innovation Summit for more than 16 years!). Now meet SIS Omni – curated by Landmark Ventures, focused on establishing, strengthening, and amplifying purpose-driven initiatives. Learn more and find out how you can get involved at https://lnkd.in/gHTYt3p8.   Did you find this post helpful or learn something new? Bookmark it, like, comment, and reshare it to help others see it.   Hover over my name (@Mel Ochoa) and hit “follow” and tap the 🔔on the corner of my profile page to see when I post.   #OpenJobs #SocialImpactJobs #Hiring #SocialInnovationSummit #SISOmni #SocialImpact #DEI #CSR #ESG

𝐓𝐚𝐜𝐤𝐥𝐢𝐧𝐠 𝐭𝐡𝐞 𝐌𝐮𝐥𝐭𝐢𝐟𝐚𝐦𝐢𝐥𝐲 𝐌𝐚𝐢𝐧𝐭𝐞𝐧𝐚𝐧𝐜𝐞 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐂𝐫𝐢𝐬𝐢𝐬: 𝐒𝐨𝐥𝐮𝐭𝐢𝐨𝐧𝐬 𝐟𝐨𝐫 𝐚 𝐒𝐭𝐫𝐨𝐧𝐠𝐞𝐫 𝐅𝐮𝐭𝐮𝐫𝐞  The maintenance workforce crisis is one of the biggest challenges facing multifamily housing today. As members of the Multifamily Facilities Leadership Council, we’ve explored actionable strategies to address this issue head-on. 👉 Catch the full discussion here: https://lnkd.in/eCPDE6Qh 𝐇𝐞𝐫𝐞’𝐬 𝐰𝐡𝐚𝐭 𝐰𝐞’𝐫𝐞 𝐟𝐨𝐜𝐮𝐬𝐢𝐧𝐠 𝐨𝐧: ✅ Sharing Inspiring Career Stories: Behind every long-term multifamily professional is a story worth telling. These stories not only inspire but can attract fresh talent into the industry. ✅ Reaching Out to High Schools: Engaging students early to highlight career pathways in multifamily, from maintenance technician to regional leadership roles, can help build a pipeline of future talent. ✅ Collaborative Training Initiatives: By "building each other’s benches," we strengthen the industry together—training techs to become assistants, supervisors, and beyond. ✅ Partnering with Vendors: Strategic vendor partnerships can streamline operations, address staffing shortages, and provide scalable solutions for recurring tasks like make-readies. ✅ Investing in Quality Teams: Quality talent requires competitive pay and professional growth opportunities, ensuring retention and reducing turnover. The time to act is now. Let’s work together to transform challenges into opportunities and create a stronger, more sustainable future for multifamily maintenance. 👉 𝑱𝒐𝒊𝒏 𝒕𝒉𝒆 𝒄𝒐𝒏𝒗𝒆𝒓𝒔𝒂𝒕𝒊𝒐𝒏! 𝑾𝒉𝒂𝒕’𝒔 𝒚𝒐𝒖𝒓 𝒕𝒂𝒌𝒆 𝒐𝒏 𝒕𝒉𝒆𝒔𝒆 𝒔𝒕𝒓𝒂𝒕𝒆𝒈𝒊𝒆𝒔, 𝒂𝒏𝒅 𝒘𝒉𝒂𝒕 𝒘𝒐𝒖𝒍𝒅 𝒚𝒐𝒖 𝒂𝒅𝒅 𝒕𝒐 𝒕𝒉𝒆 𝒔𝒐𝒍𝒖𝒕𝒊𝒐𝒏?

𝐓𝐚𝐜𝐤𝐥𝐢𝐧𝐠 𝐭𝐡𝐞 𝐌𝐮𝐥𝐭𝐢𝐟𝐚𝐦𝐢𝐥𝐲 𝐌𝐚𝐢𝐧𝐭𝐞𝐧𝐚𝐧𝐜𝐞 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐂𝐫𝐢𝐬𝐢𝐬: 𝐒𝐨𝐥𝐮𝐭𝐢𝐨𝐧𝐬 𝐟𝐨𝐫 𝐚 𝐒𝐭𝐫𝐨𝐧𝐠𝐞𝐫 𝐅𝐮𝐭𝐮𝐫𝐞  The maintenance workforce crisis is one of the biggest challenges facing multifamily housing today. As members of the Multifamily Facilities Leadership Council, we’ve explored actionable strategies to address this issue head-on. 👉 Catch the full discussion here: https://lnkd.in/eCPDE6Qh 𝐇𝐞𝐫𝐞’𝐬 𝐰𝐡𝐚𝐭 𝐰𝐞’𝐫𝐞 𝐟𝐨𝐜𝐮𝐬𝐢𝐧𝐠 𝐨𝐧: ✅ Sharing Inspiring Career Stories: Behind every long-term multifamily professional is a story worth telling. These stories not only inspire but can attract fresh talent into the industry. ✅ Reaching Out to High Schools: Engaging students early to highlight career pathways in multifamily, from maintenance technician to regional leadership roles, can help build a pipeline of future talent. ✅ Collaborative Training Initiatives: By "building each other’s benches," we strengthen the industry together—training techs to become assistants, supervisors, and beyond. ✅ Partnering with Vendors: Strategic vendor partnerships can streamline operations, address staffing shortages, and provide scalable solutions for recurring tasks like make-readies. ✅ Investing in Quality Teams: Quality talent requires competitive pay and professional growth opportunities, ensuring retention and reducing turnover. The time to act is now. Let’s work together to transform challenges into opportunities and create a stronger, more sustainable future for multifamily maintenance. 👉 𝑱𝒐𝒊𝒏 𝒕𝒉𝒆 𝒄𝒐𝒏𝒗𝒆𝒓𝒔𝒂𝒕𝒊𝒐𝒏! 𝑾𝒉𝒂𝒕’𝒔 𝒚𝒐𝒖𝒓 𝒕𝒂𝒌𝒆 𝒐𝒏 𝒕𝒉𝒆𝒔𝒆 𝒔𝒕𝒓𝒂𝒕𝒆𝒈𝒊𝒆𝒔, 𝒂𝒏𝒅 𝒘𝒉𝒂𝒕 𝒘𝒐𝒖𝒍𝒅 𝒚𝒐𝒖 𝒂𝒅𝒅 𝒕𝒐 𝒕𝒉𝒆 𝒔𝒐𝒍𝒖𝒕𝒊𝒐𝒏?

💭 Lately, I've been tossing around the idea that in senior living, we often blur the lines between strategy and planning. ⚖️ These two concepts are distinct but deeply connected, and finding the right balance between them is crucial for driving real progress. 📝 As I asked myself why this was the case, knowing it's not just our industry, I put a few words together about how communities can move beyond reactive work and rigid plans to embrace a more thoughtful, flexible approach. 📏 It’s all about creating space for strategic thinking while ensuring plans are grounded in measurable outcomes. 🤝 If you’ve ever struggled with balancing the big picture and day-to-day operations, this may resonate with you:

Up close and personal, I've seen the effect of what happens when senior management is fired or quits: progress typically grinds to a halt. This is hard on Chief and Council as momentum is lost, action items continue to accrue, and membership quietly, or not quietly, begin to question whether they've elected the right leadership. Staff are often frustrated as they need to get used to yet another personality, yet another management style, and as such are deeply mistrustful and suffer from low morale. That is not a good place to start for new senior management, as the inertia of the organization is already against them. What I'm proposing is, the short term hire of an experienced senior manager, to keep people and projects moving forward, rather than stagnating. Someone who is First Nations and knows the challenges, has had experience in four First Nations, three of them remote, and is simply there to make the transition more hospitable for the next administrator. That someone is me. My company name is First Nation Interim Management and I can be reached at sean@fnim.services Sean

Our host, Adrian C Danila CAPS, CAMT, hosted another incredible session of the Multifamily Facilities Leadership Group yesterday afternoon. Top industry leaders gathered to tackle pressing challenges and explore innovative solutions in the multifamily space. Key Takeaways: ✅ Talent Recruitment and Retention: The group delved into the ongoing struggle to attract and retain skilled technicians. Discussions included presenting multifamily maintenance as a desirable career path, offering better compensation, providing clear career paths, and leveraging the gig economy to attract younger talent. ✅ Innovative Solutions: They explored how embracing technology and automation can reduce the burden on maintenance teams. New recruitment strategies and onboarding processes were also discussed to ensure a smoother integration of new hires. ✅ Industry Collaboration: Leaders shared insights and experiences, highlighting the power of collaboration to address common challenges. Emphasis was placed on creating a supportive and engaging work environment to retain talent and improve job satisfaction. ✅ Future Trends: The shift towards more flexible work arrangements and the potential role of the gig economy in the future of multifamily maintenance were examined. The need for ongoing training and professional development to keep up with industry changes and technological advancements was also stressed. The group is committed to fostering a community where industry leaders can share knowledge and drive meaningful change. If you’re a leader in the multifamily industry and passionate about shaping the future of property management, they’d love to have you join them. Comment "I'm in!" or message Adrian directly to be added to the distribution list. A big shout-out to all the leaders who joined the session today: Michael R Mangum, Mark Cukro, Jedd McDaniel, Paul Rhodes, Jay Abney, CPO, CAMT, NAAEI Faculty Trainer/Proctor, Jason Fein, Mark Russell, Craig Bartholomew, and Michael Mulloy. If you know a leader who should be a part of this group, tag them in the comments 👇 The full recording is in the comments.

Sharing as a referral and in acknowledgment of the significance of the role of a fixer at key times in our communities. Leadership transition is a critical process to navigate for a community. It has been a significant driver of my being called to action for communities to aid distressed organizations and economies impacted by leadership transition and continuity. The ability to provide continuity and stability through a transition is very valuable to an organizations success. https://lnkd.in/gE4TF6RN