You probably spent time and money developing a strategic plan. Your board voted to approve it. Perhaps a board committee created it; maybe your executive director and senior staff.
Where is it now? That big report sitting on the shelf isn’t going to do your organization any good if it’s not a living document.
When did you last pull out the strategic plan and track your progress toward your goals? When was the last time the board spent more than 10 minutes discussing that progress?
It’s a lovely plan, but…..
A plan without discrete steps, a timeline and accountability isn’t a plan. It’s a wish list. Here are a few tips for maintaining your progress, so that 3 years from now you can look back and say, “We did this!”
- Make sure you have the will to accomplish the plan. This may seem obvious, but it’s often the first pitfall. “It’s a lovely plan, and really, this is what we want to accomplish. But…..we don’t have the money; the time; the people; the skills”…..whatever. If you truly commit to the plan, then you find the money, the time, the people, the skills. It may not happen immediately, but it will never happen without making that commitment.
- Make sure that someone is accountable for each step of the plan. They may not be the person who actually, physically does the work, but someone has to be on top of whether it happens or not. Otherwise, everyone thinks it’s someone else’s job.
- Have those accountable people regularly report to the board. The entire board voted to move ahead with the plan; the entire board should be invested in whether the plan is being accomplished. If you have to report regularly, then you get it done. If it’s not done, then here’s your opportunity to talk about how to get back on track.
“If anything is certain, it is that change is certain. The world we are planning for today will not exist in this form tomorrow.” Phil Crosby
- Regularly set aside time to discuss the overall progress, not just individual steps. Is the plan still relevant? Do new circumstances warrant changes? No matter how good your plan is, you can’t foresee everything that might happen in the course of three years. The government may cut funding. You may receive a huge bequest. Some new research may come to light.
- Celebrate the milestones. It took a lot of work to craft the plan. It takes even more work to execute it. Recognize that work and what you accomplish. Tell your stakeholders about your progress. Let these celebrations create momentum to lead you to even higher heights.
Engage your board in keeping the strategic plan a living document. It may sit on a shelf, but it won’t get dusty. You’ll regularly reference it in board meetings, and watch the progress toward your goals. Potential board members will see your commitment, and want to be a part of your growth.
Theodor Herzl wrote,
“If you will it, it is no dream. And if you do not will it, a dream it is and a dream it will stay.”
The first step is commitment. If you have the will, you can accomplish the rest.
Doesn’t it seem like the main reason we go to sleep is to give our email boxes time to refill? Overnight, they fill with advice and articles about time management.
Whether it’s Harvard Business Review or NonProfit Times or any of a myriad of consultants and software companies, tips and tricks show up by the bucketsful in our Outlook and LinkedIn feeds. A Google search on the term “time management tips” turns up approximately 535,000 hits! The sheer number of electrons spent on the topic tells us just how out of control we feel. As a self-professed control freak, I empathize.
But aren’t they false promises? We can’t manage time. Time just is. We all have the same amount of time.
What we can manage is our attention. What do we pay attention to? What do we consider important enough to do first? In strategic planning, of course, that means setting milestones and holding people accountable. It’s incredibly helpful in getting our board and staff to focus on goals.
But we still have to spend some time keeping up with new developments. Otherwise, we risk falling behind in our field.
- How do we know the latest best practice?
- What are thought leaders saying?
- Which blogs are most relevant to nonprofit governance?
- Which writers have the best insights on board <–> CEO partnership?
Sometimes it seems like just more stuff to worry about and take our attention away from our goals.
One way I gain control is to let others do it for me. I follow a few people whom I know have their fingers on the pulse of what’s important to me. I don’t have to follow all the blogs they follow, because they separate the wheat from the chaff and only repost what they think is relevant. Colleague Beth Kanter says that
“Content curators provide a customized, vetted selection of the best and most relevant resources on a very specific topic or theme.”
By relying on others, I know I miss a few good articles. But that loss is far outweighed by the time I gain by not scanning absolutely everything – not to mention the sanity I’ve kept by not trying to.
How do you find your curators? Ask your peers.
In fact, let’s ask each other – right now. Let’s crowdsource the best sources so we each don’t have to wade through everything to find the gems.
If you tell me the most important resources you use for keeping up in nonprofit board and management issues, I’ll compile a list and post it so you can see what your peers are following.
Here’s two to start:
What should I add? Tell me what you follow and why. No one person can follow it all, so let’s learn from the ‘wisdom in the room.’
To contribute to the list, for more about board governance and nonprofit management, or to sign up for updates email me at Susan Detwiler, or go to www.detwiler.com.
It’s hard to write a blog post in December without somehow bringing in the winter festivals. They are hard to ignore. Whether we observe a festival or not, we get caught up in end-of-year fundraising appeals; endless staff, neighborhood, organization and family parties; last minute shopping, travel and cooking.
Yet with all this busyness, it is also a time when, regardless of your faith, it is a little easier to see the good will in others.
So today I refer to an earlier essay on Presuming Good Will. Originally written in 2010, the message still resonates.
No one is on a board of trustees because she wants to see the agency die. No one is on a board of directors because he wants to run it into the ground.
There may be strong disagreements, but it’s important to assume the disagreement is based on good intentions, and presume good will on the
part of the ‘other.’
Let’s use this time of year to really see the good will in our colleagues, friends and family. Let’s recognize that we can all agree that we want what’s best for our organization, even if we may not agree on what that best is.
Then let’s bring this perspective with us into the new year, and remember the good will we share as we build towards our respective visions for our communities.
If you are celebrating a holiday this season, I hope that it is warm and meaningful. If not, may you find the time to enjoy the lights and festivities that others provide.
Happy New Year!
Learn more on building a team out of your board members, and bringing together board and staff at www.detwiler.com or reach me at email@example.com.
Congratulations! You’ve built a board with members of every decade of adult life. You have 20-somethings, 50-somethings, 70-somethings, and every decade in between.
Now, how do you strategically take advantage of the fresh ideas while integrating them into existing relationships?
Losing institutional knowledge has dramatic consequences. Leonard, Swap and Barton researched the consequences in corporations, with great lessons for nonprofits. Losing the knowledge of a resident board expert can mean losing key relationships with donors, losing key background on why the community is wary of the agency, not knowing whom to call in important government offices, missing important foundation meet and greets. These relationships were built up over time and the proverbial Rolodex – or CRM – can’t help.
By having a spread of ages on the board, you’ve made these consequences a lot less likely. Since you didn’t wait until all the incumbents retired, you now have a fertile field for collaboration between old and new. Make mentoring a new board member part of the portfolio of existing members and you take a step in the right direction. Ask board members to take new members with them when they meet with donors, foundations and community representatives.
Don’t be afraid that this implies to the world that the older board member is on the way out. Not at all – quite the opposite. It conveys to the community that you have succession planning built into the ethos of the agency. It builds trust. It builds confidence in the longevity of the organization. When the older member leaves the board, the new member already has a budding relationship with the foundation.
Internally, pairing new and returning board members builds trust between them. It’s hard to view an older member as a dinosaur when you’ve spent time with her one-on-one and learned her philosophy of building relationships. It’s hard to view a new member as an upstart when you’ve spent time hearing his new ideas and exchanged thoughts on how to execute them.
The relationships continue when the older board members leave. The trust they’ve built allows newer board members to continue calling on retired members, keeping them engaged. It’s a win-win-win for the organization, the board, and the individuals involved.
Putting different generations on a board together is a great first step. Building a team out of them requires strategic thought, but the benefits are manifold.
For more about nonprofit succession planning, board education and facilitation, go to www.detwiler.com, or get in touch with me directly at firstname.lastname@example.org. If you have an experience to share, let me know!
Where there is no gratitude, there is no meaningful movement; human affairs become rocky, painful, coldly indifferent, unpleasant, and finally break off altogether. The social ‘machinery’ grinds along and soon seizes up.
Thanksgiving is an obvious time to write about being thankful, and it’s nice to have a time to stop and consider all that we have to be grateful for. We think about our friends, our family, our health.
It’s also not such a bad time to stop and contemplate how awesome your board is, and how much they’ve contributed to the well being of your organization.
When was the last time you thanked your board members? They’re each making your agency a priority in their lives, giving time, talent and treasure. They could be giving it somewhere else. They could also NOT be giving. But there they are, week after week, month after month, making difficult decisions, acting as cheerleaders, supporting your work, being ambassadors for your agency.
Each board member is the equivalent of a major donor. Whether or not the dollars are substantial, she has the capacity to make your life easier, introduce you to supporters, provoke new ideas, stabilize a situation. She should be told how much she means to you.
Here’s a simple exercise. If you’re the Executive Director, the next time you write a thank you note to a donor, also write one to a board member. Do that until you’ve written one to every member of your board. If you’re the board president, sit down and hand write a thank you note to each board member. If you can, name a specific action for which you are grateful.
Do you want to cultivate an attitude of gratitude within the board? At each meeting, assign one or two board members to offer a very brief statement of gratitude around the organization. It might be why they are grateful the organization exists. It might be what they appreciate about a staff member. It might be what committee they are particularly grateful to.
In many faith traditions, there is the concept “do not withhold the wages of the laborer.” It’s obvious how that applies to staff, but the wages of a volunteer are less obvious.
The wages of a volunteer – the wages of your board members – are the thanks he receives for his work.
The psychology of gratitude and its benefits are being researched throughout the fields of education, and migrating to the business world. Some readings on gratitude can be found at gratefulness.org.
Visionary strategic planning is easier when board members are comfortable with each other. Exercises in gratitude are one way to facilitate this trust. For more about strategic planning and facilitating retreats, please contact me at email@example.com or www.detwiler.com.
Your future depends on having people around the table NOW who will be around when that future comes to pass. So the question is, have you involved any Millennials in building your strategic plan?
They’re the ones who have a vested interest in tomorrow’s community. They may not yet be able to write big checks, but as Atul Tanden said about Millennials and Nonprofits, Millennials want to have an impact. They want to know what their money is going to do, for whom. They like to dig into an organization’s mission before giving money or time.
Perhaps even more important, rookie board members bring fresh eyes to your organization. They’re free to question why and how because they’re not hampered by what’s happened before. Liz Wiseman, in her Harvard Business Review post, discovered that rookie engineers had no qualms in seeking guidance from others. In her study, the rookies were more likely to seek help beyond the usual suspects and brought new expertise to the organization that veteran engineers hadn’t considered.
Rookies forge new territory because they aren’t held back by experiences that didn’t work in the past. Because they are new, they a different perspective and high energy to projects, accelerating the pace of innovation.
A sound organization practice is to have board members from every decade of adult life. That way, you hear the voices of people who were NOT here at the beginning; people who don’t have the nostalgia factor pulling them back to the tried and true. You hear the voices of people who will be your future leaders, and you get to know the people to whom you will pass the baton.
When building your strategic plan, you have to hear the voices of the future. The women and men who have a vested interest in the community you are building WANT to be part of the nonprofit world. Invite them. Encourage them. Bring them onto your board. They’re the ones who will make sure you’re still here in 30 years.
Now’s the time to look for the fresh faces who will join your board in 2015. Let’s talk about how to build your board with Millennials, and hear their voices in the strategic plan. Contact me at firstname.lastname@example.org to hear more!