Social Entrepreneur & Nonprofit Strategist | "One of America's Best and Most Popular Facilitators" | Board Retreats | Strategic Planning | Fundraising | Executive Coaching. Bestselling Author, Conference Speaker
Disengaged Board Members? Tolerate it NO More!
Do you have board members that blow off meetings? Don’t make a personal donation? Are nowhere to be found to help organize events? Say they’re “just volunteers” or “too busy” to participate. Believe that the ED and staff are getting paid so they should do all the work?
Well, if we had the courage, here’s what we’d like to say to the slackers on our boards: “Your absence and lack of involvement are completely unacceptable and are a liability and disgrace to this board. If you cannot commit to full participation immediately, you need to resign."
If you can relate to this, read the following article. I GUARANTEE it will be the most practical and comprehensive step-by-step process on how to engage your board and build a culture of "work" and involvement that you've ever read.
https://lnkd.in/gZ6J4Q_7
In the nonprofit world/movement, we often face unique challenges that corporate environments don't always encounter. One of these is navigating conversations with team members who aren't meeting expectations, all while staying aligned with our mission and values. This HBR article offers practical advice on handling these tough but necessary discussions and is a valuable read for anyone in our sector grappling with similar issues. #teammanagement#difficultconversations#nonprofit
Successful nonprofits are characterized by strong CEO–board chair partnerships.
One key to unlocking an effective CEO-board chair partnership lies in giving and receiving feedback. Here are some tips on how to do that:
"Leaders who succeeded in the hard work of changing their boardroom culture and growing engagement for all members started with honest conversations, with each board member and senior staff, about why inclusion matters and how it reflects the organization’s values."
While organizations are starting to embrace diversity in their board recruitment, they also need to make sure that these diverse voices are heard. Katie Smith Milway and Susan Wolf Ditkoff discuss 4️⃣ steps to embrace inclusive governance and bring out the best insight from board members in this Stanford Social Innovation Review article.
#nonprofitleadership#nonprofit#boardgovernance#dei
For a long time I've been interested in what corporates trying to do 'good' can learn from charities. We've seen the rise over the last few years of 'purpose' as marketing tool and all kinds of claims around how purposeful products drive purchase behaviour.
But I've always felt disappointed by this too often just translating to a marketing campaign and / or a pretty typical charity fundraising partnership. The impact a corporate could have that's genuine about social purpose is massive - but it's new and it's hard.
Over the last few months Ryan Bromley has spoken to 20 different leaders in various businesses and it's really interesting to see concepts like a theory of change being discussed to help structure thinking around purpose differently - from exploring what social impact are they uniquely placed to have through to how will they make this impact happen.
I find it such a reminder that charities have so much strategic value to offer. We worked with one large corporate who said they totally got how charities could help them figure out and deliver part of their 'purpose', but they were fearful of approaching them as they didn't want to get sucked into conversations about traditional charity partnerships. They were delighted that we could bridge this divide.
We bought 20+ leaders from corporates together a couple of days ago to discuss and it's fascinating that some of the questions discussed - like "how do we articulate impact?" - are cross-sector challenges. Discussions around the 'Future of Charity' with 50 charity leaders posed a similar same question.
So, when corporates are grappling with questions that charities can help answer, how do bring these two together better? How do we reframe the conversation so we can all work together to address some of the huge challenges the country faces?
We've, of course, got a few thoughts - but if anyone wants to swap notes on this give me a shout!
'Force for Good' report is here: https://lnkd.in/eavvs8Fj
ATTENTION ALL CORPORATES WITH A DESIRE TO BE A FORCE FOR GOOD!
The 'Force for Good' report from the Good Innovation team is a cracking read for any corporate that truly wants to embed impact into the DNA of their business and make it part of the way everyone thinks, acts, and makes decisions.
It's not just a change management or marketing programme that's required!
In the report, those brands doing it well talk about 'the value of setting off small fires or speed boats across the organisation.' Like any big business change, the right foundations need to be in place.
Through discussions with brands like Aviva, Danone, Legal & General, Virgin Money and many others, the 'Force for Good' report outlines four sector-agnostic challenges and how to navigate them. It also outlines the successes and mistakes of others on this journey.
I cannot recommend the work being done in this space by the team at Good Innovation enough. Digesting the findings in the report is a great place to start exploring this topic, but they also run a growing network of business leaders discussing and sharing lessons on being a force for good at quarterly roundtables.
Get involved!
For a long time I've been interested in what corporates trying to do 'good' can learn from charities. We've seen the rise over the last few years of 'purpose' as marketing tool and all kinds of claims around how purposeful products drive purchase behaviour.
But I've always felt disappointed by this too often just translating to a marketing campaign and / or a pretty typical charity fundraising partnership. The impact a corporate could have that's genuine about social purpose is massive - but it's new and it's hard.
Over the last few months Ryan Bromley has spoken to 20 different leaders in various businesses and it's really interesting to see concepts like a theory of change being discussed to help structure thinking around purpose differently - from exploring what social impact are they uniquely placed to have through to how will they make this impact happen.
I find it such a reminder that charities have so much strategic value to offer. We worked with one large corporate who said they totally got how charities could help them figure out and deliver part of their 'purpose', but they were fearful of approaching them as they didn't want to get sucked into conversations about traditional charity partnerships. They were delighted that we could bridge this divide.
We bought 20+ leaders from corporates together a couple of days ago to discuss and it's fascinating that some of the questions discussed - like "how do we articulate impact?" - are cross-sector challenges. Discussions around the 'Future of Charity' with 50 charity leaders posed a similar same question.
So, when corporates are grappling with questions that charities can help answer, how do bring these two together better? How do we reframe the conversation so we can all work together to address some of the huge challenges the country faces?
We've, of course, got a few thoughts - but if anyone wants to swap notes on this give me a shout!
'Force for Good' report is here: https://lnkd.in/eavvs8Fj
We at The Culture Equation are thrilled to offer four impactful workshops as part of our Levelling Up Leadership series. These workshops will equip you with the skills you need to succeed as a manager, in four distinct two-hour modules, spread over two days.
📊 Did you know?
94% of employees would stay longer at a job where their manager makes them feel valued.
70% of variance in employee engagement is due to managers.
Great managers are not just important; they're vital to your company's success.
Join us for these in-person workshops to sharpen your management skills and learn effective strategies to boost employee satisfaction and engagement.
📅 First Session - 27th June 2024:
Adapting & Connecting: Hone your self-awareness and empathy to build trust and psychological safety.
Radical Feedback: Gain the skills and confidence to give constructive and positive feedback that resonates with your team.
📅 Second Session - 11th July 2024:
1-1s Done Right: Discover a simple structure and learn the five different types of manager conversations that make great 1-1s.
Situational Feedback: Increase skills and motivation at both individual and team levels. High skill and high will = high performance!
📍 Location: Tank Stream Labs, Sydney Startup Hub, 8 31/11 York St, Sydney NSW 2000, Australia
Register now for one, or all four modules. Discounts are available for groups larger than four.Don't miss out on this opportunity to elevate your leadership skills!
🔗 : https://lnkd.in/gAFw6Qdb#LeadershipDevelopment#ManagementTraining#EmployeeEngagement#ProfessionalGrowth#TheCultureEquation
There is a lot of talk about organizational culture. Here is a little post on the benefits of being proactive in creating and maintaining it, and why it is not that scary!
https://lnkd.in/gSxGHFuJ
What if your nonprofit could not only achieve its goals but exceed them—while fostering a culture of diversity, innovation, and purpose? At Lead By Change, we’re sharing powerful strategies to help you do just that!
Dive into our latest blog to discover how setting the right goals, staying motivated, and embracing inclusive practices can elevate your organization to new heights. Whether you're a leader, a team member, or someone passionate about making a difference, this read is for you!
💡 Ready to lead with purpose and drive real impact? Click below to start your transformative journey with us.
https://lnkd.in/gci2Pq43#TransformativeLeadership#DiversityAndInclusion#GoalSetting#Motivation#LeadByChange#NonprofitSuccess#InnovationInWorkplaces
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
