https://www.vikingimpact.com/blog daily 0.75 2026-03-16 https://www.vikingimpact.com/blog/workforce-advocacy-sept2025 monthly 0.5 2025-09-17 https://images.squarespace-cdn.com/content/v1/66799825e3060272f36e80d9/1758148767647-KS4I3O3WQJOOHPAVM1XH/VIA+Workforce+Advocacy+Blog+Image.png Blog - Who Speaks for Workforce? This Month, it's You! September is officially Workforce Development Month—but this year, it feels different. Yes, the U.S. finally released a national talent strategy. But with the FY26 committee-approved House appropriations bill cutting the workforce budget by 28% (including a 63% cut to WIOA Title I funding), the air feels heavy with uncertainty. For workforce boards, nonprofit partners, and training providers, the instinct might be to keep heads down, focus on service delivery, and avoid rocking the boat. But here’s the truth: keeping quiet won’t protect programs. Advocacy will. Most workforce leaders already know this. You know your voice matters. You know your programs work and are critical to realizing the administration’s ambitious economic growth goals. You know lawmakers need to hear what’s happening on the ground. But here’s the catch: knowing you should speak up isn’t the same as knowing how to do it effectively, or where your voice will carry the biggest weight. The good news? You don’t have to figure it out alone. Our leading workforce associations have our backs, and they’ve put together toolkits, templates, and networks that make advocacy less overwhelming and more impactful. Let’s break it down: 1. National Skills Coalition (NSC) NSC is the go-to for policy briefs and state-focused action around specific topics like closing the digital skills divide, investing in clean energy, and a 2026 budget fact sheet . Their SkillSPAN network connects coalitions across the country, helping leaders link local priorities to national narratives. If you want to see what language resonates with policymakers—or if you’re looking for solid data to anchor your conversations—NSC should be your first stop. Best for: state-level advocates, coalition-builders, and anyone who needs evidence-based talking points to back up their pitch. 2. National Association of Workforce Boards (NAWB) NAWB’s advocacy toolkit is designed with boards and their staff in mind. It includes sample letters, op-ed templates, and social media messaging so local boards can get their voice out quickly and consistently. It also emphasizes the importance of local partnerships—especially Chambers of Commerce—because amplifying your message through business networks adds credibility. Best for: workforce boards, board members, and executive staff who need a ready-made playbook to mobilize quickly. 3. National Association of Workforce Development Professionals (NAWDP) NAWDP’s advocacy toolkit (full version available to members) is a step-by-step roadmap for local advocacy. It covers everything from building a set of talking points, to researching elected officials, to inviting them for a tour of your center. The toolkit reminds us that advocacy isn’t a once-a-year activity. It’s about consistency—building relationships with staff, engaging press, and making board members effective ambassadors. Best for: frontline professionals, local leaders, and anyone who wants practical, detailed guidance on “what to do next.” ___________________________ Bottom Line Advocacy may feel daunting right now—but you don’t have to reinvent the wheel. Whether you need national policy context (NSC), templates and messaging (NAWB), or a step-by-step local guide (NAWDP), the tools are there. This Workforce Development Month, let’s commit to not staying silent. Use the playbooks, lean on the networks, and make sure your lawmakers, business leaders, and neighbors know exactly how much is at stake. Because if we don’t tell our story—who will? What’s working for you? Have you used any of these tools and have feedback? Or maybe you use another advocacy tool or strategy that made a difference in your community? Share it in the comments—We’d love to collect and highlight additional resources. __________________ https://www.vikingimpact.com/blog/talentstrategy-wdb monthly 0.5 2026-03-16 https://images.squarespace-cdn.com/content/v1/66799825e3060272f36e80d9/9683fbd3-aa25-4747-9457-1efffee16c55/ChatGPT+Image+Aug+28%2C+2025%2C+07_18_07+PM.png Blog - The Talent Strategy Playbook: 5 Priorities for Workforce Boards The Federal Talent Strategy entitled “Building the Workforce for the Golden Age” was released on August 12 as a joint strategy by the Departments of Labor, Commerce, and Education. It lays out a blueprint to make the U.S. workforce system more employer-driven and accountable. It rests on five pillars: industry-led strategies, worker mobility, integrated systems, performance accountability, and flexibility/innovation. Together, these priorities aim to align training with business demand, expand access to high-quality jobs, and prepare workers for rapid changes driven by technology and national economic needs. While much of the plan still awaits Congressional funding, some elements—like short-term Pell and the apprenticeship expansion goal—are already real. Workforce boards don’t need to wait for the dust to settle. Here are five opportunities to prepare. Do these resonate? Please share your thoughts and feedback at the bottom. 1️⃣ Industry-led training: Employers set the agenda, and reindustrialization sectors are prioritized including manufacturing, semiconductors, aerospace, shipbuilding, biopharma, data centers, and energy. 2️⃣ Tougher accountability: Training providers must show results; expect pay-for-performance contracting vehicles, and data dashboards. 3️⃣ Apprenticeships and AI: Both are top federal priorities and will attract funding and pilot opportunities. 4️⃣ Evolving populations: Focus on incumbent workers, working-age men, veterans, and justice-involved individuals, with co-enrollment and referrals to meet full needs. 5️⃣ Integration and co-enrollment: Short-term Pell is in play; boards should braid Pell, WIOA, and human services funding while pushing for unified intake systems. _________ 1. Industry Leads the Way The Strategy is crystal clear: “The needs of employers must drive how the workforce system educates, trains, and prepares the American workforce.” It specifically channels focus toward manufacturing and adjacent industries (like semiconductors, aerospace, shipbuilding, biopharmaceuticals, data centers, and energy), These industries are deemed vital for U.S. economic and national security. Board Takeaway: Deepen alignment with your local chamber and economic development partners. While there is often competing and conflicting priorities among agencies on who should be the “one” to solve workforce needs, businesses and employers crave a united front and workforce boards are well-positioned to coordinate given the need to expand services and broadly disseminate labor market data. Boards who maintain true partnerships with chambers, economic development agencies, and employers in priority sectors will get ahead since these partners will be ready to validate training, sign off on curriculum, back job pipelines, and sign letters of support for upcoming grant opportunities. 2. Accountability Will Get Tougher The Strategy proposes a “Credentials of Value” scorecard and stricter oversight of training providers. Providers who can't demonstrate real outcomes (like wage gains and employer validation) are at risk of being removed from eligibility. Board Takeaway: Audit your ETPL now. Be ready to collect wage outcomes and employer feedback. Pilot outcomes-based contracting and pay-for-performance. The Strategy makes clear that it will reward entities who can tie funding to results. Ensure your data and finance systems can track ROI, performance pay, and post-program earnings, not just measurable skills gain and placements. 3. Apprenticeships and AI are the Big Bets The federal goal: more than 1 million active apprenticeships, with AI literacy and reskilling pilots as funding priorities. Boards positioning themselves with early action in these areas will be in a strong place for future funding. Board Takeaway: Accelerate your apprenticeship pipeline. Think pre-apprenticeships, dual-enrollment, and intermediaries. Launch at least one AI-focused training pilot with employers. Even small cohorts show readiness and raise your grant appeal. Look for ways to co-enroll apprentices with WIOA. 4. Priority Populations are Evolving The Strategy highlights a renewed focus on incumbent workers, working-age men (25–54), veterans, and justice-involved individuals. The goal is not only to help people enter the labor market but also to move them into better careers that respond to industry demand. Board Takeaway: Workforce boards cannot meet all needs with WIOA alone. Build multiple intake pathways and strengthen referral partnerships. For incumbent worker training, strengthen relationships with employers and sector groups to co-invest in advancement. Partner with veteran services, reentry programs, emergency support nonprofits, and human services agencies to provide the wraparound supports many low-income participants need to succeed. 5. Integration is Non-Negotiable Workforce Pell is now law and fully part of this strategy. The expectation is Pell pays first, everything else second. The plan also calls for unified intake, shared eligibility, and data systems capturing information once for reuse across programs. Board Takeaway: Map Pell‑eligible short-term programs in your region and bake them into navigation scripts. Train staff to use Pell first, then layer on WIOA. Co‑enroll with human services (SNAP E&T, TANF) and standardize data-sharing so clients don’t repeatedly prove eligibility. If your state system isn't API-ready, advocate for it! Future funding rounds will reward boards with unified intake and employer-facing dashboards. _________ Reality Check and Closing Some elements of the talent strategy are still more vision than reality. MASA, the proposal to consolidate workforce programs into a single grant, remains only a proposal. Eliminating legacy programs like Job Corps and SCSEP is still aspirational and faces strong opposition in Congress. Efforts to create seamless data sharing are ongoing, but wage record systems continue to report with a lag of six months or more, which will remain a challenge for boards trying to show timely results. Still – there’s lots that workforce boards can do now and not wait on federal spending. Deepen employer ties, demand outcomes from training providers, pilot AI and apprenticeship programs, serve evolving priority populations, and make Pell the first source of funding. External Resources Overview of Short-term Pell LINK Overview of the impact on workforce development programs from the recently passed “Big Beautiful Bill” LINK Pay for performance in practice - What the 2021 guidance tells us about how it can be done (LINK) A field guide for how states can finance integrated data systems (LINK) Options to achieve the 1 million Apprenticeship Goal (LINK) https://www.vikingimpact.com/blog/wioa-compliance-and-impact monthly 0.5 2025-09-17 https://images.squarespace-cdn.com/content/v1/66799825e3060272f36e80d9/90853c1d-26ff-44c0-89f4-d37c991330f4/WIOA+Impact+and+Compliance.png Blog - From Paperwork to Performance: Four Ways to make WIOA work The Workforce Innovation and Opportunity Act (WIOA) is meant to connect people to great jobs, training, and support. And it can. But if you've ever worked in a WIOA program, you know it can feel more like a paper chase than a productivity boost. After reviewing 40 case files across youth, adult, and dislocated worker programs, Maria Posey and Rush Bishop (working as affiliates to WorkEd Consulting) found that with the right systems, workforce development boards can be both compliant and impactful. Here are four insights from our work that indicate what it takes to make WIOA work! 1️⃣ Nail eligibility early. The faster you confirm someone’s eligible, the faster they start moving. Smarter systems = less time chasing paperwork, more time empowering participants. Clear policies on what to document (and how often) keep the team tight. Bonus: well-formatted notes make it easier to verify documentation and understand a participant’s journey. 2️⃣ Balance basic skills building with work training. Yes, basic skills matter but asking someone to improve math and English proficiencies before enrolling in work-related experiences reduces motivation and leads to non-engagement. Strike a balance. Mix foundational skill-building with On-the-Job Training (OJT), Individual Training Accounts (ITA), resume crafting, or mock interviews so people feel progress—even while learning. 3️⃣Make communication real. Flyers and emails about career events and training opportunities are cozy—but they don’t get people in the seats. The most committed case managers explain why an opportunity matters to a workforce customer and how a customer can succeed. Case managers who encourage and help customers complete applications for work experience (WEX) or OJT see enrollment and measurable skill gains shoot up. 4️⃣Keep support consistent. The best cases don’t just tick boxes; they find creative solutions. They use adult funding for eligible youth, identify and address barriers including transportation and exam fees, and treat the Individual Service Strategy (ISS) or Individual Employment Plan (IEP) as living documents—reviewed and updated regularly with the customers. Bonus: insist on licensing exam prep - a genius move to keep customers engaged after completing training and increasing the likelihood that they will earn a credential. WIOA is tough. But tough doesn’t mean impossible. With thoughtful systems, solid structure, and a keen eye on what clients actually need, programs can be both compliant and game-changing. For other examples of how Viking Impact Advisors can help WIOA partners improve impact while remaining compliant, please visit our page describing our workforce development services. _________ https://images.squarespace-cdn.com/content/v1/66799825e3060272f36e80d9/290b4e6c-cd33-49c2-9d5f-b14bac5fd67f/WIOA+Checklist.jpg Blog - From Paperwork to Performance: Four Ways to make WIOA work - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://www.vikingimpact.com/blog/rightevaluation monthly 0.5 2025-08-19 https://images.squarespace-cdn.com/content/v1/66799825e3060272f36e80d9/1741210526523-T40KJJPN5HJHTQ9XBS7F/RIGHT+Evaluation+Framework.jpg Blog - Using Data and Evaluation to Strengthen Resilience, Navigate Change, and Build Power In a world of shifting policies, funding uncertainties, and evolving community needs, nonprofits can’t afford to treat data as just another compliance task. Data should be a tool for resilience, learning, and advocacy—helping organizations anticipate change, adapt in real-time, and drive impact. At Viking Impact Advisors, we believe evaluation should work for you—not just for funders or reports. That’s why we created the RIGHT Evaluation Audit Framework, a simple, practical way to assess and improve your data practices and strengthen resilience. _________ Beyond Compliance: Using Data for Resilience, Learning, and Advocacy Too often, nonprofits fall into compliance-driven data collection: Gathering numbers to check funder boxes. Reporting outcomes without using them to drive strategy. Treating evaluation as an afterthought rather than an active tool. But when used strategically, data can help you: ✅ Strengthen resilience by preparing for funding shifts, policy changes, and emerging needs. ✅ Adapt programs in real-time based on what’s working (and what’s not). ✅ Amplify impact by using data to advocate for funding, policy change, and community needs. Example: Using Data for Adaptive Learning A workforce nonprofit noticed rising drop-off rates among participants. Instead of just reporting the numbers, they: Used data to identify the trend (completion rates dropped from 80% to 55%). Conducted interviews to understand why (childcare barriers). Adjusted program design—adding stipends and rescheduling classes. Result? Completion rates rebounded to 80% within one cohort. This is how data drives impact—not just paperwork. _________ The RIGHT Evaluation Framework: A Practical Tool for Change To make data work for you, we developed the RIGHT Framework, which helps organizations assess whether their evaluation efforts are: [R]elevant – Focused on what truly matters, not just what funders ask for. [I]ntegrated – Used across teams, not stuck in silos. [G]rounded in Context – Adaptable to external shifts. [H]arnessed for Influence – Driving action, not just reports. [T]imely – Fresh enough to be useful. Putting the RIGHT Framework Into Action Want to assess your organization’s data practices? Download the RIGHT Evaluation Audit Framework for a step-by-step guide on how to apply it. You’ll learn how to: ✔ Evaluate your current approach ✔ Identify areas for improvement ✔ Make small, practical shifts that increase impact _________ https://images.squarespace-cdn.com/content/v1/66799825e3060272f36e80d9/f59e6301-a44c-40d7-b818-fd7318c20394/RIGHT+Evaluation+Framework+Image.gif Blog - Using Data and Evaluation to Strengthen Resilience, Navigate Change, and Build Power - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://www.vikingimpact.com/blog/4-challenges monthly 0.5 2025-03-05 https://images.squarespace-cdn.com/content/v1/66799825e3060272f36e80d9/1736886640963-POFC16ZIZG75ANT37HJD/Viking+Impact+Origin+Story.jpg Blog - From Stuck to Soaring: Four challenges that impede sustainable impact Over the past 15 years, I’ve worked alongside nonprofits, government agencies, and mission-driven organizations of every shape and size. And while every team, mission, and program is unique, certain challenges came up over and over again—roadblocks that stop great ideas from becoming tangible results. What struck me most was that there wasn’t enough support out there to address these issues in a way that truly embraced the values of impact-driven organizations. Sure, there were plenty of consultants offering templates and frameworks. But what about the human side of change? The joy of solving tough problems together? The stress and fear that can accompany uncertainty and change? The focus on action that’s not only clear but also manageable and exciting? That’s why I started Viking Impact Advisors: to be a different kind of consultancy. I wanted to be a partner for organizations who are ready to make a difference but need guidance to turn bold ideas into lasting impact. At Viking Impact, we don’t just talk about values—we bring them to life. We create plans that people are excited and able to implement, help you navigate through the rough currents of change, and ensure that every solution we deliver is as practical as it is inspiring. And we do it with joy and compassion. Because the process of change should energize you, not exhaust you. Below, I share the four biggest challenges I’ve seen mission-driven organizations face—and how Viking Impact helps you turn those challenges into opportunities for meaningful impact. Do these resonate? Please share your thoughts and feedback at the bottom. 1️⃣ Plans That Don’t Work: Breaking the Buy-In Barrier: Strategic plans often fail because they’re too dense, exclude stakeholder voices, or set overly ambitious goals, leaving teams disconnected from the vision. 2️⃣The Maze of Funding: Simplifying Complex Processes Navigating complex grant requirements and aligning ideas with funder priorities can feel overwhelming, preventing organizations from securing critical resources. 3️⃣Turning Equity into Action: Making Progress Measurable Organizations committed to equity often struggle to operationalize their values, lacking clear metrics and systems to track meaningful progress. 4️⃣The Struggle to Be Seen: Telling Your Story Effectively Communicating impact effectively is a challenge for organizations that lack the time, tools, or expertise to craft compelling narratives for stakeholders and funders. _________ 1. Plans That Don’t Work: Breaking the Buy-In Barrier The Need: You’ve spent weeks—or months—creating a strategic plan. It’s ambitious, forward-thinking, and packed with ideas. But when it’s time to implement, you hit a wall. Why? Because no one really understands it or feels connected to it. The document is too dense, overwhelming, or boring. Important stakeholders weren’t included in the process, so they don’t see themselves in the plan or the solutions. The goals feel too ambitious, vague, or disconnected from daily work. Without stakeholder buy-in, even the best-laid plans fall flat. The Response: Viking Impact ensures that planning for future impact is an inclusive, engaging process. We collaborate with your team to create clear, actionable plans that reflect the voices and needs of your stakeholders. Our approach produces plans that aren’t just read but embraced—guiding real action and measurable results. Example: The Central Ohio Workforce Development Network needed a plan to unify its 14 member organizations and establish a "no wrong door" approach for jobseekers. Viking Impact led a collaborative, equity-focused planning process using our RESPECT approach, ensuring every voice was heard. The result? A three-year strategic plan with SMARTIE (Specific, Measurable, Action-oriented, Realistic, Time-bound, Inclusive, Enjoyable) goals that stakeholders are excited to implement. 2. The Maze of Funding: Simplifying Complex Processes The Need: Funding is the lifeblood of any organization, but it often feels like a maze. Grants come with complex requirements, dense RFPs, and stiff competition. Organizations need more than just good ideas; they need to align their vision with funders’ priorities and present a winning case. The Response: Viking Impact specializes in raising funds for impact. From crafting compelling grant narratives to developing institutional grant capabilities, we help you secure the resources you need to sustain and grow. Example: For the CAYL Institute in Boston, Viking Impact’s CEO supported the design and submission of a successful proposal to the U.S. Department of Commerce’s Good Jobs Challenge. The result? $7.8 million in funding to develop an employer-driven early childhood sector strategy that is on track to help over 700 unemployed or underemployed people from historically marginalized groups achieve good jobs in the early childhood sector. 3. Turning Equity into Action: Making Progress Measurable The Need: Many organizations are deeply committed to equity but struggle to operationalize it. How do you move from values to action? Without clear goals, metrics, and a culture of learning, equity work often feels vague or stalled. The Response: Viking Impact helps you know your impact by defining meaningful metrics and fostering a culture of continuous improvement and learning. We guide organizations to align their programs with their equity goals and create systems for measuring success. Example: In a Georgetown University class on social impact evaluation, Viking Impact’s CEO guides nonprofit leaders on how to clarify pathways to impact and integrate equity into their metrics. By combining data practices, storytelling, and organizational learning, participants leave with practical tools to track progress and foster real change. 4. The Struggle to Be Seen: Telling Your Story Effectively The Need: You’re doing incredible work, but no one seems to know about it—or understand its full impact. Funders want data, stakeholders want stories, and the public wants to know why your work matters. Crafting a clear, compelling narrative can feel overwhelming when you’re busy doing the work. The Response: With our expertise in telling your impact story, Viking Impact helps you craft narratives that resonate. Whether it’s through data-driven reports, promotional materials, or stakeholder communications, we ensure your story reaches the right audience with clarity and confidence. Example: In a prior role with Third Sector Capital Partners, Viking Impact’s CEO developed narratives and materials to communicate the value of innovative contracting models like pay-for-performance. These tools helped local governments and workforce boards secure buy-in from stakeholders and advance transformational funding initiatives. _________ https://www.vikingimpact.com/blog/category/Tell+Your+Impact+Story monthly 0.5 https://www.vikingimpact.com/blog/category/Plan+for+Future+Impact monthly 0.5 https://www.vikingimpact.com/blog/category/Workforce+Development monthly 0.5 https://www.vikingimpact.com/blog/category/Viking+Impact%27s+Story monthly 0.5 https://www.vikingimpact.com/blog/category/Education monthly 0.5 https://www.vikingimpact.com/blog/category/Raise+Funds+for+Impact monthly 0.5 https://www.vikingimpact.com/blog/category/Know+your+Impact monthly 0.5 https://www.vikingimpact.com/blog/category/Economic+Mobility monthly 0.5 https://www.vikingimpact.com/blog/tag/workforce+development monthly 0.5 https://www.vikingimpact.com/blog/tag/measure+your+impact monthly 0.5 https://www.vikingimpact.com/blog/tag/nonprofit+challenges monthly 0.5 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