Lifeline WA’s Post

Trust is the single most important element of leadership that allows organizations to maintain course given their strategic goals. Internal organizational trust leads to wider trust from relevant groups. For example, if a nonprofit has a reputation for transparency among its employees, that organization will likely do a better job at building trust with its donors. #Nonprofit #Leadership #Culture #Justice

#Charity #Governance #Code:  Good governance in charities is fundamental to success, but there have been significant problems in the third sector. #Vision and #Values should be translated through #Principles into action to create #alignment and shape the #culture. The Charity Governance Code (England and Wales) relates to:: 1. #Organisational #Purpose 2. #Leadership 3. #Integrity 4. #Decision-making, #Risk and #Control 5. #Board #Effectiveness 6. #Equality, #Diversity and #Inclusion 7. #Openness and #Accountability How well does your organisation assess and build on the 7 Principles? *#Guiding #Principles have relevance beyond charities. Transparency and accountability are central to future-focused leadership. See '#Leadership #Principles and #Purpose' (Routledge, 2024).  * 20% discount code SMA22 on Routledge website to 31 July 2024* https://lnkd.in/dzcuhH9x To find out more about the Charity Governance Code: https://lnkd.in/dzcYFKj4 #leadership  #thirdsector #edi #dei #hrstrategy #hr #humanresources #transparency #accountability Michael Sinocchi Dave Millner

In the wake of the “Great Exhaustion,” cultivating a high-performance culture is more challenging than ever. In my latest article with NonProfit PRO, I share strategies for keeping teams motivated and resilient. How is your organization addressing the “Great Exhaustion” among employees? Read more: https://lnkd.in/ghZN7tHz #leadership #nonprofits #strengthsleadership #employeeengagement

Every business is unique, and at Clover HR, we understand the importance of a tailored approach to meet your organisation's specific needs. Our experienced consultants will work closely with you to create a customised organisational redesign strategy that perfectly fits your business. With over 25 years of experience, we will help you implement this strategy, ensuring proper contracts, effective communication, and a solid legal foundation for your organisation's progress. By partnering with Clover HR, you can benefit from ongoing support throughout the redesign process. This will empower your managers and leaders to become compliant employers and help your business thrive and stay ahead of the competition. Talk to us. cloverhr.co.uk #hr #organisationaldesign #strategy #stayingahead #employer #leadership #smes #tradeassociations #tradeunions #charities #manufacturing #logistics

In our world of leadership, being an authoritative manager has changed. To see our team's true potential, we need to shift from directive management to active listening and support. Active listening is very powerful. It creates every employee's dream workplace — one that has a culture of encouraging and sharing ideas. Check out this article that talks more about the power of active listening: https://bit.ly/48CM05w #Leadership #ActiveListening #CollaborativeLeadership #DanielWiseExecutiveSearch #Charities

Are you starting in a management position at a charity for the first time? Here are some tips to help you make a great first impression. 👇 1. Learn from other leaders 👨🎓 The best way to learn about leadership in the charity sector is to examine the leaders who’ve made successes in the past and adopt some of their tactics. In the future, you’ll find your own style of leadership. In the meantime, using other people’s tactics that work well can help you settle into your new role. 2. Build your network 🔗 Don't know many charity managers? A great way to build expertise is by connecting with industry leaders on CharityConnect. Here, you can chat with others who’ve been in your position and pinpoint any skills you may need to brush up on. After you’ve built up that list of contacts, you can take advantage of the networking opportunities. Meeting people in similar roles can help you to understand your job and the charity sector even better. You may even find people who are also new to leadership that you can share your journey with. 3. Be open and ready to learn 🧠 Since you’re new in your role, you will of course have questions and will need support at times. This is completely normal, and your team will expect it. You don’t have to act as if you’ve got everything under control in order to succeed. Don’t be afraid to tweak your leadership style in the first few weeks as you become more familiar with your team, your organisation and the different dynamics at play. 4. Proactively gather information ✍ Your team will know more than you do in the first few weeks at your new job. This is why it’s important to listen before you act. Speak to small groups and conduct frequent one to ones. This will help get you up to speed with how things work at the organisation and will also familiarise you with your team and their needs. 5. Empower your team ✨ Make sure you always highlight the successes of your team and give credit where it’s due. Not only is this key for employee wellbeing and staff retention, but it’s the best way to show your team that they’re valued and appreciated. Commit to building trust by always being honest and transparent with your team. Make sure everyone is aware of any new projects or changes as soon as possible. Also ensure they always know when and how they can contact you throughout the day. 💡 A new role as a manager in the charity sector can be one of the most rewarding jobs you’ll ever have in your career. You’ll benefit from working for an organisation you’re passionate about; just don’t be afraid to make mistakes! That’s the best way to learn how to strengthen your leadership style. #charityleadership #management #newmanager #charityskills #charitysector

One can make the argument that the playbook for developing talent does not have to deviate between the private and public/non-profit sectors. However, when you identify those future leaders for larger roles in the non-profit space, it gives your organization another opportunity to showcase your values through an engaged and emerging performer. The currency that both parties receive is invaluable. #talentdevelopment #leadershipdevelopment #nonprofitleadership #publicsector

Since the pandemic, middle manager positions are emphasizing collaboration and coaching over supervision. This translates into better understanding the people you're managing, and ultimately becoming a cultural ambassador for an organization. We've seen this shift at Talley as well as we continue to invest more in tools and training for our middle management, especially emotional intelligence and remote work training. What resources does your middle management need to become an effective cultural ambassador for your organization? #associationmanagement #nonprofit #middlemanagement

Check out the article below from PennState student, Ashley Ann Wilson, to read more about how servant leadership drives community support and cohesion through volunteerism and fundraisers. 👏🏻 https://loom.ly/9J0juac #Leadership #ServantLeadership #Wisconsin #WisconsinEvents #WISL

"But who do you REALLY want to work with, Claire??" It's a question I get asked a lot. And my answer has two parts. Obviously, there are the charities that are already "converted", who already recognise the value in treating their people well, in supporting and developing them and in empowering them to Thrive. I LOVE to work with these organisations (and do, regularly) But the ones that are harder to get into are the ones who don't (or don't want to) recognise they might have a problem. These are organisations where I'm frequently contacted by colleagues asking me to approach the CEO / SLT and tell them that they have a problem. I tried it once - it didn't go well. There are some organisations that I've had lots of emails about. And I have tried in different ways to approach them. But always with the same response: "we already do that work", "we don't need that work, our culture is great", or simply no response at all These are the organisations that I know will benefit most (⬇ less turnover, ⬇ less sickness absence, ⬇ less time spent on 'fixing' people-problems, ⬆ more aware, ⬆ more engagement, ⬆ more belonging, ⬆ more Thriving!) from work on their culture, their people support, their team development and their management & leadership skill. So my question today is this: If yours was one of the organisations that I get contacted about a lot, how would you want me to approach it with you?