Leadership Montgomery (LM) is advancing Montgomery County through a network of more than 2,500 public, private and nonprofit leaders who share a commitment to making meaningful changes for a thriving community. Equity is a leadership issue and drives our commitment to inclusion across race, gender, age, religion, identity, and experience. We provide the programming, trainings, and experiential learning that strong and engaged leaders need to address disparities and embark on the work it will take to eliminate them. It is imperative to continue engaging leaders in the public, private, and nonprofit sector around these issues to impact the greater good of our region. Please visit: for more information about the organization.
Celebrating 30 years of excellence, LM educates, inspires, convenes and connects leaders through programs supported by a hands-on learning curriculum and service-based programs. Our graduates emerge better connected to people, organizations, and volunteer opportunities through improved understanding, services and relationships. Today, we provide six curriculum and service-based programs: Connecting Our Region’s Executives (CORE), Emerging Leaders, Senior LM, MoCo Insider, Racial Equity Action Leadership (REAL) Inclusion, and our Corporate Volunteer Council, as well as our post-graduate programming and special events.
The position of President & CEO (CEO) is a critical and visible position requiring strong business (financial, operations) and development experience. The CEO reports to the Board of Directors and is responsible to execute the strategic direction, leadership, and day-to-day operations of the organization as well as community-focused and mission-aligned program development. The CEO works collaboratively with the board to execute a highly strategic vision and facilitate relationships with key stakeholders including but not limited to funders, community leaders, corporate partners, and the media.
The ideal candidate is a dynamic leader who can build and execute thoughtful and ambitious strategies while ensuring operational excellence. S/he/they will have exceptional interpersonal and people management skills, with the ability to build high-performing, cohesive teams. The CEO will be a results-oriented motivator with high standards for excellence. S/he/they will be a clear, consistent and empathetic communicator, someone who excels at relationship building, who is constantly innovating and has entrepreneurial instincts; someone who naturally absorbs new information, and who has a contagious drive for excellence and accountability. The CEO must develop, lead, attract, inspire, retain, and manage a diverse, talented, and high-performing team, to ensure that the mission and core values of LM are put into practice by holding everyone accountable for quantifiable high-quality, timely, and cost-effective results. In an environment that is collegial and where talent and culture are critical, it will also be the CEO’s responsibility to establish credibility throughout the organization and with the Board as an effective developer of solutions to business challenges.
The CEO must have exceptional leadership presence and experience speaking in service to a diverse community and serving as a spokesperson for an organization, with demonstrated ability to increase and leverage organizational visibility, credibility and brand recognition through the media and other public relations sources. The successful candidate will have a bold vision for coordinating new strategic partnerships and business development, fundraising and diversifying revenue generating opportunities, powerful branding and effectively integrating the organization’s communications and fund development efforts. The CEO must be a visionary leader and be able to guide and facilitate resource development, access to capital, and other initiatives to enhance and sustain the organization’s financial goals and mission-driven opportunities.
The CEO must also have a passion for LM’s Mission, Vision, and work, and be a strong and active supporter of community engagement and leadership development. They must have experience creating and maintaining an organizational culture that attracts, motivates, and retains a diverse, talented staff and partners to blend skill sets, meet objectives, and provide efficient program execution. The CEO must have demonstrated capacity to work thoughtfully and effectively with members, stakeholders, staff, and populations with diverse experiences and identities. The ideal candidate has experience managing an organization with a thriving membership network with a demonstrated commitment to the values of diversity, inclusion, equity, and economic, racial and social justice.
The ideal candidate will have a track record of successful change management, process improvement, and organizational performance improvement is essential for success in this role, along with demonstrated experience in organizational development and strategic planning. The position also requires demonstrated entrepreneurial ability to develop alliances and coordinate shared interests of all parties, with excellent communications and problem-solving skills designed to meet the challenges of the organization. Candidates must have a minimum of eight years of experience in roles focused on organizational growth, business development, strategy, planning and related issues. Candidates with significant nonprofit or related experience in the mission areas of LM are encouraged to apply.
For consideration, interested candidates should submit a cover letter and resume. Your cover letter must address your experience and qualifications. Interested individuals are encouraged to apply immediately.
To obtain further details about this opportunity, contact Myra T. Briggs, Managing Director at Nonprofit HR.
How We Work: Nonprofit HR’s Commitment to Diversity, Inclusion & Difference
We believe strongly in treating everyone fairly and value the full diversity of our colleagues, clients, partners and vendors. Inclusion is how we live our commitment to fairness and diversity. It shapes how we honor the perspectives, abilities and identities of our colleagues; how we listen to, engage and respond to our clients; and how we connect to and appreciate each other and those we serve. We define diversity as differences that influence and affect our firm, our workplace culture, and the communities and clients we engage in the following areas: race, color, ethnicity, national origin, socioeconomic status, pay and benefits, ability, military service, age, faith, gender, sexual identity, personal appearance, pregnancy, and political views. Continue reading our about our commitment to diversity, equity and inclusion at nonprofithr.com/deinow.