Relentlessly Focus on Relationships

November 30, 2017

Filed under: Fundraising,Leadership,Volunteers — jonathanpoisner @ 11:23 am

This is a republication of Chapter 1 of Why Organizations Thrive.  

Organizations that thrive relentlessly focus on relationships.   This must begin with the Executive Director and the Executive Director’s relationships.

What do I mean by that?

I mean that successful organizations are constantly expanding their pool of relationships and strengthening existing relationships.  Then they consciously activate those relationships.

To understand why, it’s helpful to take a giant step back and talk about network theory and social change.  A wide variety of books have come out in the last decade detailing the various ways in which social change happens via networks of people connected by relationships.    The Tipping Point, by Malcolm Gladwell, is a good example from this genre.

While people receive information outside of relationships, relationships have a powerful role in how people react to information.

People listen more to people with whom they have a relationship.

People are more likely to be persuaded by people with whom they have a relationship.

People take action more when requested from people with whom they have a relationship.

Of course, the quality of the relationship matters too.   The deeper the relationship, the greater the odds that we will listen to someone, be persuaded by them, or take action at their request.

As a practical matter, the power of relationships can impact organizations in many ways.  One example related to Executive Directors:  An Executive Director may give a pitch-perfect donation request to John Doe.  A board member may give a mediocre donation request to the same John Doe.  If the board member and John Doe are friends, the mediocre board request is more likely to succeed.

Yet, it would be a mistake to think of relationships as just about fundraising.   Relationships impact an organization’s interaction with volunteers, media, allied organizations, elected officials, and people the organizations are working to serve.  Any time you’re trying to shape behavior, relationships matter.

So how should an organization systematically expand the number of relationships its Executive Director and other key leaders have with those that matter?

Here are a few examples of ways I expanded my pool of relationships as an Executive Director.

  • I attended fundraisers for peer-organizations, if possible sitting at the table of people I didn’t already know well.
  • I instigated lunch or coffee with the leaders of current and potentially allied organizations, particularly those I didn’t already know well.
  • I asked board members to invite me to any non-fundraising parties they were throwing so I could meet more of their friends.
  • I asked elected officials for advice, as a way to get to know them.
  • I attended conferences more with an aim towards meeting new people during breaks and social times than out of a desire to tackle the subject matter of the conference work sessions.

None of this would have worked if I hadn’t been genuinely interested in getting to know these people.  You can’t fake authenticity in building relationships.

Of course, relationship building isn’t just about the Executive Director’s relationships.

In planning programs and fundraising, relationships by everyone on the staff and board should be front and center.   Some Oregon LCV activities, for example, never made sense as stand-alone activities.

Examples:

  • Hosting brown bag lunches to compare notes with allies;
  • Volunteer appreciation parties;
  • Trainings for members of the community;
  • Hosting happy hours.

While they had some value, their primary value was to build relationships that our staff could subsequently tap into in other ways.

If you’re using this approach, staff should know their role at events like these is to get to know new people rather than hanging out with existing friends.

There are three other practical implications that follow from relentlessly focusing on relationships.

First, you need to be systematic in planning for relationship-building and tracking relationships.  As an Executive Director, that means setting specific goals (e.g. 5 per month) for how many new relationships you want to develop in the most important categories (e.g. peer Executive Directors, elected officials, potential major donors).  And it means actually using a “database” – whether your donor database or otherwise – to track relationships.

Second, you need to recognize that not everyone is equal when it comes to relationships.   In The Tipping Point, Malcolm Gladwell writes about three types of people who play a particular role in social change:

Connectors have an unusually large number of relationships.

Mavens have a strong need and ability to help solve other people’s problems.

Persuaders are particularly likeable and charismatic.

In hiring, in recruiting board members, and in recruiting volunteers, Executive Directors should keep an eye out for people who fit these descriptions and put an extra emphasis into developing relationships with them.

Lastly, the organization should think hard about how to maximize the value of relationships once they are generated.

In my experience, the key step in maximizing the value of relationships isn’t the initial “ask” you might make of someone (e.g. donate, volunteer, etc.), it’s in having your relationships tap into their own relationships on your behalf.

As I write this, I have 581 people in my Linked In network.   Those 581 people have 127,965 direct LinkedIn connections.  Of course, LinkedIn is just being used as an illustration of a point:  the people with whom any individual has relationships open them up to a vastly larger network of relationships than they can ever tap directly.

Organizations that thrive don’t just systematically build and activate first-order relationships – they get first-order relationships to tap into a further network.    As a practical matter, thriving organizations tend to turn donors into fundraisers and volunteers into volunteer recruiters.

How do you make that happen?  In the online world it’s seemingly easy – Facebook, LinkedIn, Twitter, and dozens of other sites are specifically geared to allow people to spread information and “asks” throughout their social network.   But while easy to spread information and asks, online response rates are abysmal.

The real payoff comes when people spread information or make requests where two-way communication is happening in real-time – which usually means on the telephone or face-to-face.

How do you get your first-order relationships to turn around and ask their friends for donations, to volunteer, to attend an event, to write their Congressman, or just to talk up your organization when at a cocktail party?

At the simplest level it’s by having a compelling message that motivates them.   (More about this in Lesson 13, Know and Tell Your Stories).

But beyond message, you need to structure their involvement in ways that motivate.  At Oregon LCV, we did this first and foremost by organizing teams of volunteers at the local level who took ownership of certain organizational decisions, thus motivating them to act.  With their help, we grew from an organization with a few dozen volunteers in 1996 to more than 1000 by 2004.

Of course, you can have all the relationships in the world, and your organization won’t thrive without many other elements.  But organizations that thrive almost universally place a very high value on building and strengthening personal relationships.

Pros and Cons of ED Transition Processes

September 25, 2017

Filed under: Human Resources,Leadership — jonathanpoisner @ 3:42 pm

I was recently asked to write up some pros and cons for an organization when it comes to different hiring approaches to take for an upcoming Executive Director transition.

Here’s what I’ve come up with so far.  Interested in additional feedback.

In my mind, there really are three scenarios for any organization:

Scenario 1: Hire from within without an open search.

Scenario 2: Hold an open search with internal candidates welcome to apply.

Scenario 3:  Hire an Interim Executive Director for a 6-12 month period and then figure out whether to move to Scenario 1 or 2.

Scenario 1 (hire from within) Pros/Cons

Pros

  • Maximizes odds the new E.D. will be a good cultural fit for the organization.
  • Minimizes risk that a new E.D. will try to take the organization in a sharply new direction
  • Minimizes the amount of training/on-boarding likely needed.

Cons

  • If there are two strong internal candidates, it often leads to the departure of the one not chosen.
  • Can lead to insular thinking in the absence of new strategic-level leadership.
  • Focus on current organizational culture can limit the ability to achieve a more diverse workplace.

Scenario 2 (open search) Pros/Cons

Pros

  • Has the potential to bring in someone with significant new relationships with funders, partners, and potential board member
  • The search itself can increase the profile of the organization.

Cons

  • Hiring of an external candidate can be discouraging to and even lead to the departure of a strong internal candidate who isn’t selected.
  • An external candidate who was strong on paper may prove to be a poor fit in practice.

Scenario 3 (Interim ED) Pros/Cons

Pros

  • Someone with expertise in the Interim role can help identify organizational challenges with a fresh perspective and advise the board on the best path forward and give a candid assessment of whether there is, in fact, an internal candidate who’s ready.

Cons

  • Additional period of uncertainty for funders/allies.
  • Harder for the outgoing Executive Director to “train” their successor.

Additional Notes

  1. Of course, for some organizations Scenario 1 isn’t even a consideration if there’s obviously no internal candidate potentially available.
  2. Scenario 3 would normally be used when the departure of an outgoing E.D. is abrupt, without time prepare.  But occasionally I’ve seen it selected when the board desires significant change and needs time and expertise to figure out what change is needed.
  3. Regardless of the Scenario, it’s advisable to have a 1-2 month overlap between the outgoing E.D. leaving that role and the new E.D. taking the helm. During this period, the E.D. plays a training and special projects role.

Are there additional pros and cons that should also be considered of the various approaches?

Another technique for being strategic

August 9, 2017

Filed under: Board Development,Leadership,Strategic Planning — jonathanpoisner @ 2:20 pm

I recently blogged about the importance of being strategic as an organization and one technique for being so modeled after Paul Covey’s insight about effective people focusing on important tasks and not just urgent (e.g. time-sensitive) tasks.

Another technique I’ve found useful in being strategic is based on an insight from Jim Collins, author of Good to Great and the Social Sectors.

In it, he posits that great organizations find the sweet spot in a Venn diagram consisting of three circles:

  • What the organization can be the best at?
  • What the organization is passionate about?
  • What serves as the organization’s resource engine?

In explaining this, think about the three scenarios where two of these are true and the third is false.

If you’re passionate and can generate dollars, but not excellent, you’ll usually be outcompeted. Over time, even the dollars will fade because donors will figure out your work isn’t excellent.

If you’re excellent and can generate dollars, but not passionate about what you’re doing, your best intent will peter out over the long haul.

If you’re passionate and excellent, but there’s no path to generate resources, you won’t have funds to accomplish what you desire.

Of course, things get even bleaker if you’re only in one of the three circles.

One challenge in implementing this tool is groups are often not self-aware of their own limitations when it comes to excellence.  Finding a way to get candid feedback on this front from those in a position to evaluate the organization is really valuable.

Likewise, a challenge I’ve experienced on the passion front is the exercise is usually about what the most vocal person is passionate about, or the Executive Director/Board Chair.  I’ve had success using confidential interviews as part of strategic planning in a way that generates a more candid sense of where the overall team has its passion.

Lastly, figuring out an organization’s resource engine means taking a hard look at its revenue strategies (whether traditional fundraising or earned revenue) and whether those line up well with the programs being evaluated.

So how does this tool help you choose among various activities?  For each, you can generate ratings on the team’s level of passion for it, the team’s excellence at it, and the likelihood of the activity generating dollars.

You’re not looking for the sum of these ratings, but rather those activities that score well across all three.

One technique for being more strategic

Filed under: Leadership,Strategic Planning — jonathanpoisner @ 2:04 pm

I’ve recently been thinking about the concept of organizations being strategic.

Being strategic is a choice made by successful nonprofits.

There are a lot of ways nonprofits fail to be strategic.

Some make a list of all desirable things to do and then set out to do them all.

Some do whatever is advocated for by whoever on the board is loudest and most persistent.

Some just keep doing what they’ve always done without reevaluating it.

They are the easy way.

But they’re not the most effective way.

Across many organizational functions (governance, fundraising, program), successful organizations develop systems to make calculated choices where to spend resources (time and money in particular) in order to gain maximum benefit.

That’s because the to-list of worthwhile activities is always far larger than you have time and money to do.

So how do you prioritize your time and money?

There is no one solution for every or even most organizations.

But here’s one tool to consider.  I’ll suggest additional ones in the future.

When you have a list of activities you’re looking to prioritize, plot them on a graph looking at their level of urgency and importance and focus on the upper right quadrant.

This task is taken from Paul Covey’s 7 Habits of Highly Effective People and specifically his third habit, “Put First Things First.”

In explaining time management, he divides the world into four quadrants based on two continuum.  One continuum is whether an activity is important or unimportant.  The second continuum is whether the activity is urgent or not urgent, with urgency about its time-sensitivity.

Covey makes the point that effective individuals figure out how to prioritize those things that are important, but not urgent.  In contrast, ineffective people get caught up in urgent (e.g. time-sensitive), but unimportant tasks.

Here’s what this looks like graphically and applied by me to nonprofit organizations.

Important
Unimportant

Urgent

Not Urgent

  • Crises
  • Pressing problems
  • Important projects with deadlines
  • Relationship Building
  • Planning
  • Recognizing new opportunities
  • Prevention
  • Interruptions
  • Most phone calls and email
  • Some meetings
  • Popular activities
  • Trivia
  • Busy work
  • Some mail and phone calls
  • Time wasters

Adapted from Stephen Covey’s 7 Habits, Page 151

Here are three examples of urgent, but not important activities that often bog organizations down.

  • Low performing fundraising events.  Because events come with inherent internal deadlines both in preparing for and running the event, they create artificial time urgency.  Yet, in the long run, many low-performing fundraising events are simply not important to an organization’s financial health.  They create artificial time urgency, but they are not important.
  • Spending board time on short-term policy/politics.  Particularly for advocacy-focused nonprofits, board meetings can become dominated by backwards looking gossip about who said what, where things stand, and what the organization should do next week responding to some policy proposal.  It’s urgent in the moment.  But in the scheme of things for an organization’s board, it’s not important, since the board’s role should be focused on strategic governance and resources.
  • Leadership attending too many meetings.  I’ve repeatedly been told by Executive Directors that the biggest barrier to their raising more money is carving out the time to do so.  Yet, I then witness them attending meetings where their participation is nice, but of limited importance.  Meetings, because they have territory on a calendar, create an artificial urgency.  It has to be done right now because it’s in the calendar.

In contrast, much of the long-term strategic thinking and relationship building required of successful organizations is never particularly time-sensitive, but it’s critically important.  Effective organizations make those happen even if it means some urgent, but unimportant tasks get jettisoned.

Of course, if a team is doing this exercise, you may need some group process to reach a meeting of the minds.  In one past planning process, I successfully had each member of the team rate the activities being prioritized on both the urgency and importance scales from 1-10 with 10 being highest and then we averaged their ratings.

Regardless of the technique used, even having the conversation using the important/urgency framework can be eye opening to teams.

Check out 13 tips for email that gets results

June 14, 2017

Filed under: Uncategorized — jonathanpoisner @ 9:51 am

Communications consultant Natalie Bennon recently published 13 tips for email that gets results.

If you’re just getting started in email communications for a nonprofit or if you want a quick refresher, it’s worth looking at her tips.

Email remains the most critical means of communicating with most supporters and potential supporters.  It’s worth your time to ensure you’re using best practices to get the biggest impact from your list.

a lesson from my yoga instructor

March 13, 2017

Filed under: Fundraising,Strategic Planning — jonathanpoisner @ 3:33 pm

My yoga story told a short story that she applied to life, but my mind immediately applied to nonprofit organizations.

Chapter 1: You’re walking down a street, and you fall in a hole.  It’s dark.  It takes a long time to get out.

Chapter 2:You’re walking down the street again, you pretend the hole isn’t there.  You fall in.  It’s dark.  It takes awhile to get out.

Chapter 3: You’re walking down the street again, you see the hole, but you still fall in.  It’s dark.  You get out quickly.

Chapter 4: You’re walking down the street, you see the hole, and carefully go around it.

Chapter 5: You figure out where you want to go and get there by going down a different street.

My yoga instructor’s point was that eventually you want to get to chapter 5 so that you avoid entirely the situation that puts you in peril of falling in the hole.

My application of this story to nonprofits:

Chapter 1: You hold a fundraising event and it’s a bust.

Chapter 2: You hold a fundraising event and give yourself a pep talk that this time it won’t be a bust, but it is.

Chapter 3: You hold a fundraising event, recognize why the last one failed, but it still does.

Chapter 4: You hold a fundraising event, recognize why the last one failed, and manage to make it a success.

Chapter 5: You take the time/energy you put into a mediocre fundraising event and meet with individual donors, raising far more money.

Okay — just one example, and perhaps not a great one.

But the central lesson I think is sound: sometimes when we find ourselves failing at something, the answer isn’t to ignore it, or work really hard to avoid the pitfalls involved.  Maybe the answer is to go do something else entirely that better achieves your goals with fewer risks.

How much input should we seek?

February 15, 2017

Filed under: Consulting,Strategic Planning — jonathanpoisner @ 2:27 pm

When starting to talk to a potential strategic planning client, one of the first questions that comes up relates to the level of input they are seeking to solicit as part of the process.

I’m specifically referring to input from those not on the board and staff.  I take it as a given that no strategic planning process is likely to achieve its desired purpose if board and staff – those responsible for implementing the plan — aren’t given significant opportunities to provide input throughout the planning process.

But once you get beyond the board and staff, there is no right answer to the amount of input worth seeking.

Some factors that argue for more expansive input include:

  • Input can increase the commitment of those solicited to the organization.
  • Input from those who have significant control over the organization’s future success will help make it more likely the resulting plan will be one they support.
  • Input may generate critical information about the external lay of the land you will be facing.
  • Input may allow you to hear views from constituencies you’re trying to help that aren’t already adequately represented on your board or staff.
  • Input may help you generate an assessment of how those not on the organization’s “inside” view the organization.

Counterbalancing this desire for input are other factors:

  • Input is costly — it takes time and, if a consultant is collecting the input, money.
  • Input can give those being solicited unrealistic expectations regarding their degree of say in the organization’s future.
  • If you generate too much information, it may be hard to assimilate all the information in a meaningful way.
  • Input can have an opportunity cost if it gets in the way of your ability to ask the person being solicited for some alternative use of their time that’s more critical.

So how decide?

There’s no scientific answer.

You’ll need to think hard about the factors arguing for expansive input and weigh them against the others.

It can be helpful to have someone write up an initial plan for input that tries to find the sweet spot, and then have people react to that plan.

 

 

Personal stories in fundraising

January 9, 2017

Filed under: Board Development,Fundraising — jonathanpoisner @ 10:22 am

Telling Personal Stories when doing Fundraising Meetings

Often, we spend so much time honing the stories we’re going to tell to donors about our organization, that we fail to also think about what personal story or stories should become part of donor cultivation and solicitation meetings.

We’re excited to tell the prospect about the organization’s work.  So we rush ahead of the important step of forming a genuine relationship with the prospective donor.

Most good fundraisers understand that relationship-building means doing a lot more listening than talking during donor meetings.   But even good fundraisers sometimes find it difficult to draw out prospects.

About 5 years into my own fundraising odyssey, I learned there’s an important first step that can really help – tell your own personal story.

Why tell your personal story during a fundraising meeting?  And what makes a good personal story that sets up a fundraising meeting?

Fundraising is about Relationships and Stories are Key to Relationship-Building

At its heart, good major donor fundraising is about relationships.  People are far more likely to make a major gift when the ask is by someone with whom they feel comfortable and where they feel you are a person and not just a “position” within an organization.

That means getting to know the donor.  And that’s only possible if they get to know you.  It can’t be one way.

Yet, if we start a donor meeting with just asking the prospect a series of questions, that can be off-putting.   Unless you’re exceptionally gifted, most prospects will keep their guard up when faced with a series of opening questions.

A trick I learned about 5 years into being a major donor fundraiser really changed the dynamic for me when it came to the quality of meetings.  Before I learned this trick, my meetings were successful, but I always felt something was missing.  Afterwards, it was like a switch had been turned on and I found donors far more revealing of themselves.

The trick was to start by telling my own personal story.   After some introductory chit chat and thanking them for something they’ve already done, say something like:

“Thanks again for taking time to meet with me to talk about THE ORGANIZATION.  Before we dive into it, I want to share with you why I’m so glad to be WORKING/VOLUNTEERING for THE ORGANZIATION.”

And then tell the story.

The role of this story is to demonstrate to the donor prospect:

  • That you’re a real person with values motivating your fundraising and not just a cog in the organizational machine.
  • To identify something you value that they probably value too.
  • To create a space in the conversation where it’s natural and appropriate for you to ask about the prospective donor’s own story, background, values, etc.

I’ve heard dozens of effective personal stories over the years.  My own story when fundraising for conservation causes has to do with growing up amidst suburban sprawl and losing easy access to nature.

A good personal story for a fundraising meeting:

  • Answers the question: what in your background motivates your involvement with the organization.
  • Speaks from the heart, and not just the brain.
  • Takes place in time prior to your involvement with the nonprofit.
  • Usually has the structure: “When I was . . . , I . . . ., and then . . . . , and that’s why . . . . .”

After telling the story, it’s much more natural to start asking questions of the prospect.

“So tell me your story  — how did you first become interested in X?”

X will vary wildly based on their career, volunteer interests, etc.

And then you’re off to the races.   Almost always, their answer to the opening question should allow for follow-up questions that can be used to get to know them and their interests.  And occasionally, it will be useful for you to tell another story about yourself to further the relationship.

And then you gradually transition into telling the organization’s stories (why it exists, why it’s successful, what’s urgent).  Now that you know them better, you can also tailor stories about the organization around their interests.

Of course, it may also be obvious, but I’ll say it anyway:  this technique isn’t just useful for fundraising.  I’ve used it doing board recruitment meetings and more general volunteer recruitment, for example.

If you have a personal story you’ve written up and want to run it by me to see if I feel it’s on the right track, feel free to email me.

 

 

 

Why Volunteers and a Spiderman Theory

October 31, 2016

Filed under: Advocacy,Human Resources,Leadership,Volunteers — jonathanpoisner @ 1:22 pm

Why Volunteers and a Spiderman Theory of Volunteer Responsibility

Most organizations with whom I consult make some effort to involve volunteers.

Some are wildly successful.  Others are not.

There are many factors that lead some to be more successful than others, but two stand out that I want to explore in this article.

First, most successful programs are crystal clear about why they’re mobilizing volunteers and they design their program accordingly.

Second, most successful programs find the right balance between asking volunteers to take responsibility and giving them power.   That gives rise to my Spiderman theory of volunteer management.

Why Volunteers?

Before we can get to Spiderman, it’s important to first ask the question: why volunteers?  There are dozens of potential answers, but in general they tend to fit into three big categories:

  1. Getting more stuff done
  2. Building power
  3. Generating leaders

Getting more stuff done

If I’m a staff person for an organization, I can spend an hour doing an activity.  1 person x 1 hour = 1 unit of activity.

If instead I spend that hour recruiting volunteers and find one volunteer who’ll show up and do the activity for 3 hours, then I’ve magically transformed my 1 hour into 3 units of activity.

Of course, there are many assumptions here, such as the assumption of 1 hour = 1 volunteer recruited, that the volunteer can do the activity as effectively as the staff person, that it won’t take even more staff time overseeing the volunteer, etc.

Each organization needs to unpack the various activities for which it’s looking to use volunteers and run the math (using the best estimates you can for your rate of volunteer recruitment, how much training and oversight time will be needed).  Then it can answer the question:  will a volunteer recruitment focus lead to more bang for the buck than just doing the work without volunteers.

Building power

Organizations also use volunteers to build power.  To the extent our organizations are trying to impact public decision-making, perceptions of political power matter.  And in general, organizations who appear to be backed by lots of people have more power than those backed by fewer.  And volunteer activity can be harnessed to be visible to public officials.

Beyond this general maxim, it’s also the case that public officials are more likely to respond to the pleas of their constituents than they are to paid staff for organizations.  Of course, that assumes the constituents are on-message, well trained, etc.  And not all constituents are equal – as much as we wish they were.  Some constituents will be especially appealing to some elected officials based on their role in the community (e.g. business owner, clergy, neighborhood leader, etc.).

Generating leaders

Beyond building power and getting more stuff done, we also use volunteers to generate leaders.

Within our organizations, we’re always looking for the next set of board members and those willing to take on higher-level responsibilities.  If we don’t involve volunteers at the more basic level, it will be harder to identify organizational leaders or take potential board members out for a “test drive” in some other role.

In addition, to the extent our organizations are part of movements, we are hoping to generate movement-leadership as well.   In training a volunteer, they may wind up taking on leadership for an allied organization.  At OLCV, I always took pride when our volunteers wound up serving as staff for other organizations after going through our training program.  Since our organization’s vision was explicitly to serve a network/movement, we saw that as a clearly positive outcome.

Matching your volunteer program to your primary reason

It would be easy to just say: “we want all three of the above” as the reason for a volunteer program.  But in my experience, especially when organizations are first really investing in their volunteer program, it’s important to decide their primary objective among the three, and then design their program accordingly.

  • A getting more stuff done emphasis may lead to a focus on clear, simple-to-do tasks and urgent campaigns around which to motivate lots of volunteers.
  • A building power emphasis may mean a focus not on the overall number of volunteers, but rather identifying volunteers from key audiences (the constituency being served, influential within the community, etc.).
  • A generating leaders emphasis may lead to a focus on a smaller number of volunteers recruited to take on higher-level tasks with a lot of training and relationship-building baked into the program.

Matching power and responsibility

That gives rise to the second point I want to make about effective volunteer programs – they find the right balance between asking people to take responsibility and giving them power.

That’s where Spiderman comes in.  Spidey’s catchphrase is: “With great power comes great responsibility.”  My volunteer corollary for that is:  “If you want your volunteers to take on real responsibility, you must give them real power.”

Many organizations vest real power in their board and zero power in their other volunteers and then wonder why those other volunteers won’t take on more responsibility.  This becomes particularly challenging if the organization’s plan relies on creating a core group of “mid-level” volunteers who’re there to do more than take on tasks, but less than the obligations of board service.

In my experience, the solution lies in providing zones of authority for these mid-level volunteers.  These are areas where they have responsibility and with it, some power to make decisions – whether on organizational policy or allocation of organizational resources.

This can be scary for some boards because it means these mid-level volunteers can make mistakes.  In my experience, though, as long as appropriate side boards are put in place, giving these mid-level volunteers (working through committees, task forces, work groups, etc.) authority can vastly expand their commitment to the organization – and from it the level of work they take on.

During my time at OLCV, this played out with multiple straight election cycles where our campaigns involved more than 1000 volunteers, heavily fueled by chapter steering committees recruiting their friends and families to volunteer.

Of course, your mileage may vary.  The devil’s in the details.

Each organization needs to find the right balance given their organizational culture, lay of the land, and priorities.  But better to think this through explicitly rather than leave it to chance.

Alignment around “why” and not just “what”

October 19, 2016

Filed under: Uncategorized — jonathanpoisner @ 1:30 pm

I was talking with someone recently about the struggle of getting a board and staff to stay aligned around a planned set of activities.

In the course of the conversation, I came up with a theory as to why they were having so much difficulty.

The problem is they had agreed on what to do, but they had never articulated in writing why.  Over time, those differences in why were causing some of the participants to believe a switch should now happen because circumstances had changed.

In addition, they had brought on new board and staff members who weren’t part of the original decision and were only presented with the plan for what they were going to do.  Not knowing why, they were less likely to embrace it.

That’s why it’s critical in plans not just to say what you’re going to do, but to include enough of the “why” to make agreements durable over time.  That means agreeing upon the “lay of the land” or underlying facts driving the decision.  And it means agreeing upon strategic assumptions or a theory about the way the world works to reached a shared understanding of why doing what you’re planning will have the impact you desire and expect.   Sometimes this is organization-wide as a “theory of change.”  Oftentimes it’s more granular, program by program.

This can make plans longer.  So it may be some of this is in an appendix.

Bottom line: articulating “why” along with “what” will make your plans more durable as a means of aligning staff and board.

Content © Copyright 2010-2013 • Jonathan Poisner Strategic Consulting LLC. All rights reserved.