Thiebaut Method

WE BUILD YOUTH COMMUNITY LEADERS

aka Thiebaut Method   |   East Palo Alto, CA   |  www.thiebautmethod.org

Mission

WE BUILD YOUTH COMMUNITY LEADERS Thiebaut Method is a nonprofit organization that empowers underserved minority youth in grades 4-8 to design and lead community service projects that help others in their community in partnership with mentors, professionals, donors, volunteers, peers, and organizations. Projects are based on issues youth personally care about and empower them to become community leaders and future social sector leaders. The long-term problem TM addresses is a lack of racial diversity and inclusion in the social sector. Please email us to learn how you can get involved.

Ruling year info

2010

Founder CEO

Paul Thiebaut III

Main address

1238 Westminster Ave.

East Palo Alto, CA 94303 USA

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Formerly known as

10 Books a Home

EIN

35-2348013

NTEE code info

Educational Services and Schools - Other (B90)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Communication

Programs and results

What we aim to solve

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Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Social Good Project (SGP) Program

SOCIAL GOOD PROJECT (SGP)

SGPs empower underserved youth in grades 4-8 to become community service leaders by designing and leading projects that benefit others in their community. Youth research the issue they address, design promotional materials, recruit donors, volunteers and beneficiaries, collaborate with professional mentors, and organize and host events. SGPs teach underserved youth how to become community service leaders by being the designers and providers of social services.

Population(s) Served
Age groups
Ethnic and racial groups
Social and economic status

Where we work

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.
  • Who are the people you serve with your mission?

    Low-income minority youth grades 4-8 and their parents and/or legal caregivers.

  • How is your organization collecting feedback from the people you serve?

    Paper surveys, Focus groups or interviews (by phone or in person), Case management notes,

  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals,

  • What significant change resulted from feedback?

    One major change we made was launching a new program in response to how much a youth learned, how fulfilled she become, and based on the feedback the community gave her about how much she helped them. One minor change we made was changing a youth's schedule due to her feeling burned out at the end of the week. This change resulted in her being more alert and motivated during her drop-ins.

  • With whom is the organization sharing feedback?

    The people we serve, Our staff, Our board, Our funders, Our community partners,

  • How has asking for feedback from the people you serve changed your relationship?

    We depend on feedback to better understand how to empower the youth we serve and make changes that will systematically benefit all our youth.

  • Which of the following feedback practices does your organization routinely carry out?

    We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive, We tell the people who gave us feedback how we acted on their feedback, We ask the people who gave us feedback how well they think we responded,

  • What challenges does the organization face when collecting feedback?

    We don’t have the right technology to collect and aggregate feedback efficiently,

Financials

Thiebaut Method
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Operations

The people, governance practices, and partners that make the organization tick.

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Connect with nonprofit leaders

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lock

Connect with nonprofit leaders

Subscribe

Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.

  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

Thiebaut Method

Board of directors
as of 10/14/2021
SOURCE: Self-reported by organization
Board chair

Paul Thiebaut III

Thiebaut Method

Jonathan Thomas

US Department of Veterans Affairs

Jessenia Solorio

Securematics Inc.

Kevin Ahlstrom

Facebook

Kurtis Kludt

Golden Gate Global

Victor Shin

Bank of West

Victoria Schultz

Compass Realty

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? No
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? No
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? No
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? No
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? No

Organizational demographics

SOURCE: Self-reported; last updated 10/14/2021

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

The organization's leader identifies as:

Race & ethnicity
Human Being
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

We do not display disability information for organizations with fewer than 15 staff.

Equity strategies

Last updated: 10/14/2021

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more

Data
  • We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
  • We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
  • We disaggregate data by demographics, including race, in every policy and program measured.
  • We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
Policies and processes
  • We use a vetting process to identify vendors and partners that share our commitment to race equity.
  • We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • We have community representation at the board level, either on the board itself or through a community advisory board.
  • We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
  • We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.