Skip to main content
search
Category

Strategy

Business Strategy Services
Strategic Planning
Board Development
Succession Planning
Nonprofit Mergers

Nov 04
Love0
Title slide for the Warren Whitney Pay Transparency in Practice virtual HR roundtable

Pay Transparency in Practice | A Virtual HR Roundtable

By Blog, Human Resources, Strategy, Videos

Virginia Pay Transparency: What Happens After You Post the Range?

Publishing a salary range helps candidates decide whether a role meets their expectations. It also gives current employees new information about how their organization pays people.

At Warren Whitney’s November 4, 2026 virtual HR roundtable, “Pay Transparency in Practice,” participants discussed what happens next: questions about internal equity, retention concerns, and conversations managers may not feel prepared to handle.

A recurring theme was that employers see value in pay transparency, but their compensation practices and communication need to support the ranges they publish.

Watch Pay Transparency in Practice

Watch the webinar recording for a discussion of salary range disclosure, compensation decisions, and preparing managers for questions from candidates and employees.

Read More

Oct 14
Love0

Is Your Team Prepared?

By Business Consulting, Family Businesses, Newsletters, Nonprofit, Privately Held, Strategy, Succession Planning
Planning Ahead

Is Your Team Prepared?

Written By: Cheron Smalls | HR Director | Warren Whitney

Learn More About Cheron Here

Is Your Team Prepared?

As you plan for next year, consider what your people need to carry those plans forward.

If your most reliable employee were out for six weeks, what would stop? The answer says a lot about how ready your team is for next year.

I once worked with a technology director who knew an organization’s systems inside and out. He was a founding employee and built many of those systems himself. Two junior employees worked alongside him, but he still held much of the knowledge.

As part of business continuity planning, the organization identified that gap. The director documented key processes, trained his colleagues, and gave them opportunities to handle situations independently. About two years later, he left to start his own business. The team was ready. Critical functions continued, and one of the remaining employees moved into a management role.

“It was a disappointment, but it wasn’t a panic.”

That preparation protected the organization. It also gave employees the experience they needed to take the next step in their careers. As you plan for 2027, how prepared is your team for what comes next?

Read More

Sep 23
Love0

Nonprofit Succession Planning: A Practical Guide for Nonprofit Leaders

By Board Development, Nonprofit, Strategy, Succession Planning
Webinar

Looking Forward: A Practical Guide for Nonprofit Leaders

Led By: Katherine M. Whitney | Director & Founder | Warren Whitney

Learn More About Katherine Here

Leadership transitions do not always come with a long runway.

An executive director may retire after years of service. A senior leader may accept another opportunity. A health issue or other unexpected event may create an immediate gap.

That is why nonprofit succession planning should begin before anyone announces a departure.

Succession planning is not simply choosing the next CEO or executive director. It is the work of making sure an organization can continue operating, retain important knowledge, and make thoughtful leadership decisions when change eventually comes.

That was the focus of a recent Warren Whitney nonprofit roundtable facilitated by Katherine Whitney, Co-Founder of Warren Whitney. Katherine has more than 35 years of experience working with organizations, with a practice focused almost entirely on nonprofits. She regularly works with boards and management teams on executive searches, board development, and strategic planning.

Read More

Sep 18
Love0
Leaders discussing succession planning and preparation for a leadership transition.

Six Steps For Succession Planning

By Business Consulting, Family Businesses, Newsletters, Nonprofit, Privately Held, Strategy, Succession Planning
Planning Ahead

Six Steps For Succession Planning

Written By: Stephanie Ford | Director | Warren Whitney

Learn More About Stephanie Here

Six Steps For Succession Planning

Succession planning and leadership changes impact all organizations, but a successful transition involves more than choosing the next leader. An owner’s exit impacts leadership, staff, customers, family, finances, and the company’s future. Neglecting these factors can lead to systemic challenges, even with a good successor. Planning should start early to allow leaders to improve the organization, prepare successors, and make informed decisions about the future.

Here are six questions worth answering well before the transition begins.
Read More

Aug 25
Love0
A manager having a one-on-one conversation with an employee, illustrating the kind of pay-related question managers face after a salary range is posted.

How to Prepare Managers for Pay Transparency Conversations

By Blog, Business Consulting, Human Resources, Nonprofit, Privately Held, Strategy

How to Prepare Managers for Pay Transparency Conversations

By Janet L. Duncan, Human Resources Director, Warren Whitney

If you’re asking “what should managers know before pay transparency questions start” or “how do I train managers to talk about salary ranges,” here’s the short answer: give managers five specific pieces of information before any range goes public; how it was set, where each employee currently falls in it, what to say if someone feels underpaid, how employees move through the range, and exactly when to bring in HR. Without that, managers either freeze or improvise, and improvised answers are what damage trust.

Read More

Aug 17
Love0
A simple bar chart showing a current employee at $58,000 positioned near the bottom of a posted salary range of $55,000 to $75,000, illustrating salary compression.

Salary Compression: What It Is and How Pay Transparency Reveals It

By Blog, Business Consulting, Human Resources, Nonprofit, Privately Held, Strategy

Salary Compression: What It Is and How Pay Transparency Reveals It

By Janet L. Duncan, Human Resources Director, Warren Whitney

If you’re interested in “what is salary compression” or “why does pay transparency cause pay compression,” here’s the direct answer: salary compression happens when a new hire’s pay is close to, equal to, or higher than a current employee’s pay in the same or a similar role and pay transparency laws like Virginia’s HB 636 tend to expose it, because the range is now visible to everyone, not just HR.

Read More

Aug 14
Love0
Timeline graphic showing HB 636 enacted April 22, 2026 and effective July 1, 2026, with key compliance dates for Virginia employers.

Virginia Pay Transparency Law (HB 636): What Employers Need to Know Before They Post a Job

By Blog, Business Consulting, Human Resources, Nonprofit, Privately Held, Strategy

Virginia Pay Transparency Law (HB 636): What Employers Need to Know Before They Post a Job

By Janet L. Duncan, Human Resources Director, Warren Whitney

If you’re interested in “do I have to post a salary range in Virginia” or “what does HB 636 require,” here’s the direct answer: yes. As of July 1, 2026, Virginia employers must include a good-faith wage or salary range in every public and internal posting for a job, promotion, transfer, or other employment opportunity. The law also bars employers from asking candidates about their salary history. There is no employer-size threshold; the law applies regardless of how many people you employ.

That’s the short version. The rest of this post covers what the law actually requires, what happens if you don’t comply, and, because a compliant posting is only the first step, what to think about before that range goes live.

Read More

Aug 05
Love0
Leader helping a team navigate uncertainty and workplace disagreement

The Challenges of Leadership in Unsettled Times

By Business Consulting, Family Businesses, Human Resources, Newsletters, Nonprofit, Privately Held, Strategy
Top of Mind

The Challenges of Leadership in Unsettled Times

Written By: Tom Prest | Director | Warren Whitney

Learn More About Tom Here

The Challenges of Leadership in Unsettled Times

These days, it feels like the world’s problems walk into work with our staff. Economic anxiety, social tension, and political polarization show up in conversations, social media posts, and in the way people interact or avoid each other.

As leaders, the task is hard: provide stability without pretending everything is fine, and create unity when people genuinely disagree. In unsettled times, the real work of leadership is to lead with clarity, empathy, care, and vision as well as to help teams find common ground even when that proves difficult.

Read More

Aug 04
Love0
A diverse team collaborating around a table despite differing viewpoints, representing common ground and unity at work.

Finding Common Ground With a Divided Team | Warren Whitney

By Blog, Human Resources, Strategy

Finding Common Ground: How Leaders Build Unity Without Forcing Agreement

By Tom Prest, Director, Warren Whitney

If you’re leading a team where people genuinely see things differently, politically, socially, or just about how work should get done, and you’re not sure how to hold the group together without pretending the differences don’t exist, you’re in the right place.

Read More

Jul 28
Love0
Nonprofit leadership team collaborating on annual budget planning and financial strategy.

Why Nonprofit Budgets Work Better When Managers Help Build Them | Warren Whitney

By Blog, Finance & Accounting, Nonprofit, Strategy

Why Nonprofit Budgets Work Better When Managers Help Build Them

By Scott R. Warren, Co-Founder, Owner & Director, Warren Whitney

A Budget Should Be More Than a Financial Exercise

Many nonprofit budgets are built by the finance team, approved by the board, and distributed to department leaders. Months later, those same leaders are surprised when spending exceeds expectations, or revenue falls short.

The problem is that the people responsible for achieving the budget weren’t part of building it.

Read More

Close Menu