The Challenge

Having existed for over two decades and having gone through multiple iterations, GEO leadership have spent the last few years defining their strategic direction. After releasing their strategic direction, they recognized a need for a strong Theory of Change to guide their short and long-term orientation and a learning and evaluation plan. Staying true to their values around intersectional racial equity, GEO sought our partnership to assist in the development of these powerful internal tools.

The Approach

We collaborated closely with GEO staff, members, and stakeholders to develop and design the strategy and evaluation tools. We reviewed organizational internal and external-facing documents, conducted learning conversations with the GEO Senior Leadership Team and facilitated meaning making sessions. Through these research activities and our collaborative sessions with the GEO Knowledge and Learning team, we surfaced themes revealing the theory behind their work. Following the creation of the Theory of Change and testing it with different internal vested groups, we reviewed GEO’s existing learning and evaluation activities. We incorporated existing activities into a new learning and evaluation plan that centered capturing transformation as informed by the Theory of Change. We provided guidance on the activities, examples of a survey, and detailed recommendations about implementation. Hence, through this partnership we provided a comprehensive offering that will help the organization map, assess, and strengthen the implementation of its strategic plan over the coming years.