In episode 25 of Mission: Impact, some of the topics that Carol and her guest, Kristin Bradley-Bull discussed include:
Kristin Bradley-Bull’s tagline says it all: “Illuminating your vision. Extending your vast roots and branches to get there.” She runs Roots to Canopy in Durham, NC. At Roots to Canopy, Kristin consults with non-profits to develop powerful strategies and plans – and to develop staff capacity to be wildly successful in making change in the world. She does the same in her coaching practice: supporting people to crystalize their vision and orient toward their North Star – as non-profit leaders and as humans. Kristin loves people, justice, organizations and movements, and transformation on all levels. Her background includes co-founding a training and leadership non-profit, being a full-time public health faculty member, and consulting (20 years+) with organizations ranging from multilaterals to grassroots social justice groups.
Important Guest Links: The book mentioned during the show is Forces for Good: The Six Practices of High-Impact Nonprofits by Leslie R. Crutchfield and Heather McLeod Grant
Information on the size of the nonprofit sector in the US:
Divorcing White Supremacy Culture website http://www.whitesupremacyculture.info/
Carol Hamilton: My guest today on Mission Impact is Kristin Bradley Bull. Kristin runs Roots to Canopy in Durham, North Carolina where she works with nonprofits to illuminate your vision, extending your vast roots and branches to get there She consults with non-profits to develop powerful strategies and plans – and to develop staff capacity to be wildly successful in making change in the world. Kristin and I talk about how strategic planning processes when done well can actually enliven everyone involved and help reconnect them with their “why” and their purpose in doing the work they do. We explore how the stories organizations tell about themselves are alive and evolving as new people come into the organization. How they can sometimes keep people out – even unintentionally. And how organizations – especially white led organizations – need to really listen deeply to the stories of the people and the communities they work in and focus on relationship building instead of just jumping to the next new initiative.
Welcome Kristin. Welcome to the podcast.
Kristin Bradley-Bull: Thank you. I'm so glad to be here, Carol. Thanks for the invite.
Carol: So just to get us started and, and to give some context for the conversation, what would you say drew you to the work that you do? What, what motivates you and what would you describe as your, why?
Kristin: I would say that my life is really wrapped up in being extremely curious about people and about non-profits and really. Trusting that there is a big why or big purpose for each of them. Right. And, finding that or reframing that is really important and is an ongoing process. So I know for me that my why has changed over time and it's important for those conversations to happen. And so I just love that I get to work as a consultant and a coach at those really juicy places for people and organizations. So yeah, I feel really honored and humbled to be. To be witness to that process and where possible to be a support in those processes.
Carol: For me, one of the favorite things about working with organizations for me is when I get to help people reconnect with the why of why they're in the organization, why they're doing the work. And because so often, the day-to-day the deadlines, the, the grant reports that everything that everyone has to work on, you can lose sight of that and be able to help everyone articulate why they do the work that they do and what connects them, what, what, why are they excited about it? Why are they passionate about it? It's just fun to see people read about the hard work that most organizations are tackling.
Kristin: Totally agree with you. And I know that you and I both do a lot of work in the strategy realm and. I think a lot of organizations go into those processes, really feeling like we have to do this. This is something we do every once in a while. We're going to come out with some big old report or hopefully they're not thinking about the report anymore, but anyway, whatever it is, some deliverable. And like you said, what a good process like that does actually is enliven. Right. Help people open their eyes to what's possible and get, get that zest and commitment back for the work. So, yeah, there's so much, there's so much there to cultivate and bring forward which is mostly done by the organization itself. And at least speaking for myself, I am mostly just a midwife or a doula in that process.
Carol: I like the phrase of a midwife or a doula. I've been thinking of it sometimes as I'm acting as a sheep dog, but that doesn't really put my clients in a good position in terms of being the sheep. So I don't really mean that, but it's more like I'm going to. Nudge over here and nudge over there and we're going to have to go in this direction, but we're all doing it together and we're going to get there and always trusting, like trust. It's okay. We're going to get there. It may feel messy right now, but we're going to get there.
Kristin: We all have to want it wilderness. Right. It's part of the process. And that's also prior to thinking of the storytelling, right. That there's nothing wrong with wandering in the wilderness. It's necessary for us. As people and as organizations to have those periods of time. So that's because they're really fruitful. They lead to huge discoveries.
Carol: Yeah. And, and thinking about that work that you and I both do, helping organizations and groups really surf at their, their visions, their aims, and then, and then come, work towards coming to agreement to a path forward, in a way that they're going to try to get there. One of the things that often happens in that process is sharing and reframing stories. it could be sharing the story of a founding of the organization and then. sharing that with newer participants, but then what meaning are they making of it? It might be, sharing stories of joy, triumph, wandering in the wilderness that you just talked about. It might be sharing stories of misunderstanding and hurt. I mean, lots of stories get told through these processes. And, and how have you seen this process of sharing and reframing show up in your work?
Kristin: That's a great question. I would say that there, first of all, that stories and history are alive, right? So they're constantly changing. And we need to allow them to change and acknowledge when they're changing. Right. And how they're changing, not making that some sort of magic trick and never to be mentioned. But the idea that the history of an organization or history in general is alive, I think is really important.
Because it allows us to evolve, right? And to see the same situation with fresh eyes. And of course that's what some of the newer folks coming into organizations often do. Right. Or, or people on the outside looking in to organizations do that. A new board member can say Okay, well, that's so interesting. Thank you for telling me that story. And it sounds like this is how you interpret that story. I interpret that story from my vantage point. I interpret that story a different way. Right? And someone like a new board member or a new executive director may be taking over for a founder, which of course is as a particularly important and challenging role that the.
There is a, there is the opportunity to really, as you said, reframe at that time and to say, like some of the stories of grand success, viewed from a current lens are not as successful. Right. And some of those pain points are, have actually been absolutely essential for the organization to get to where it is now, or for me to, as a new, a new ed to even get in the door, let's say I'm a person of color and there, and it's an organization serving primarily working primary, not serving on. So, I don't like that word, but working primarily in black and brown communities. That’s what has changed in the story, is partly what has allowed those, those leaps and bounds forward to happen. And so when we talk about. When we talk about stories to me, it's just really important that they be alive and that we constantly be examining, what is this? What's the, what is the, what is the juice in this story now? How does that tell us about our past and how can that inform our future? So I think there's a lot there that can be mined over time and that there are ways that stories invite people in. To the organization. And there are ways that stories keep people out. So for us all, to be really mindful about how that all works and what the opportunities are to extend the circle so that we have more and more perspectives and more and more stories that actually serve, serve us, moving into. Service in the present moment and moving toward the next present moment.
Carol: Back in college, I was a history major. And so one of the things that I really appreciated, maybe beginning at that time which is at this point is pretty much ancient history and, and but, but more and more so in, in the present is people's greater awareness of. I feel like history used to be in this could be, history at the big level, but then history at the organizational level too used to be seen as a fixed thing. And, there was an objective history and the understanding and appreciation now of how. There was someone telling that history and they had a particular point of view and a particular experience of it. And so then what are all the other stories that need to be told as well?
Kristin: Yeah. That whole idea that history is written by the so-called winner. Right? I think that's all wrapped up in what you're talking about. And one certainly of the primary opportunities for so many nonprofits is to, and especially ones that are white led is to really. Start listening a lot more, especially if they're working. Well, and not just white led organizations, but organizations generally also to listen more deeply to stories right. From the communities that they are a part of, or not as much a part of as they wish that they were because that's, that's where so much wisdom. Wisdom rests. And it is in storytelling that many learnings, many examples of resilience and creativity and perseverance live and live actively. And I think one of the things that is. Really important to think about for organizations, their leaders, and me and you, hopefully, all of us is to think about the fact that from, what we know from.
Let's say what, let's just say from science. Well, we know from science that neural pathways are really important and what we focus on grows, right? That's what we're learning about. The brain, what we focus on grows. And so. There's been super interesting science around that, like what fires together, wires together in terms of neurons and all of that thing. And I have no expertise in this arena. So I'm just saying that sort of as a general idea. And so when we hold on to stories that are particularly negative, that are no longer serving us as a learning, as an area of learning. Then those stories actually hold us back. Right. We develop a rut, we go around that same track and we develop a rut. And so it's really important to, for us to think as an organization, as individuals, what are the stories. That is, they can be really tough stories and they're still serving us, right. Because they're helping us, they're helping propel us into perhaps an uncomfortable, but important way forward. So there are those stories, but then there are the stories that have basically outlived their purpose and we really need to be examining how to, and, and practicing how to move away from those stories. So that we don't get stuck, so many organizations are stuck. And so I think there's a lot to think about relative to our own stories. And also, as you said, the stories that we have are absorbed from that, whoever the teller of the story was, and whether that teller is, is still relevant and important for us, our organizations, our communities now is it's an important question.
Carol: And I think people often think about that dynamic at the individual level. Like what do I need to let go of the stories about, that, that, or the maxims that maybe I've learned over time, or think that, I act in a certain way. And so I need to let go of this, that or the other, but I don't feel like Folks, never necessarily think about it. When it's a whole group of people working together towards, towards something. Can you, can you give me an example of what you're talking about?
Kristin: So I think a lot of what organizations, and especially within white supremacy culture think, well, this is how we've always done it. And there are reasons why we've done it. They have a whole narrative around why, right? Why do we do it this way and we don't do it that way? We tried it, it didn't work, all that thing. And especially when new people come in, either on the board or on staff or volunteers or other community members and they have, they have an idea and they're told, We already tried that it didn't work or, whatever, there are those, there are those stories. And so I think the opportunity is really to unpack all of that and say, why, why are, why are we thinking this? Why? Why do we stick to this particular, particular approach? And there are times when they're going to conclude that there are good reasons for that and they can, they should be in genuine conversation, authentic conversation with other folks about that. If they make those choices. But I think the trick is that especially in, white dominant culture kinds of circles, the trick is. That there's just such a big echo chamber. Right. And so it's really hard to get away from those stories. And so I think for organizations to become more violent, all right. Again, as you said, there's, there's a lot of work being done on the individual level, right. To Brene Brown and all of these folks who are, talking about research on vulnerability. And Brene Brown and those folks are also now talking about vulnerability within organizations too.
Right? So that's not it, it's not just on an individual level, but there are so many chances for us to think and open up to other possibilities and to be humble about what we don't know. Right. And what other. Other individuals, other communities, other organizations can potentially help us learn. Right. And so I think I have the chance to be in authentic dialogue with people with no particular. Prescribed outcome, right? That relationship building and the sharing of stories within an organization or within a community. But those kinds of things really open up a lot of possibilities for us that we were just not aware of. Most organizations really benefit from that porousness just like individuals do. Right. I might say all organizations do, but I'll say at least most. And we can, we can go far with, with those possibilities and we have to recognize that all of this takes time. Right? So part of this is just oftentimes slowing it down. We're not, we're not hearing one another stories with the intention that we are immediately going to shift that into our newest project that our organization is going to launch. We're actually developing relationships. So, and hearing stories and hearing old stories, freshly I'm hearing new stories so that we can begin to think about where we can Best show up as an organization which may be where we've shown up before, but it could also be other places and spaces. And so to really give time and space for that. And of course, one of the paradoxes of our time is that there's great urgency for change. We are in the midst of a huge era of change on multiple levels, I think. And there is the temptation of rushing and rushing tends to bypass. As we hear from many people of color, rushing tends to bypass a lot of what's really foundational to true change. And so if an organization really wants to invest in being part of, Broader change work then often slowing things down is an important and important way to be, as it is an important stance. In other words, an important posture, but it's, it's, it's, it's both and right there is urgency and there is the need for stillness and openness and listening and being very attentive to who we're listening to.
Carol: Yeah, there were a lot, a lot, a lot of things in that that I want to follow up on. Yeah, I think that, that temptation and I would say even it's, it's more than a temptation, it's like a cultural imperative in our society to always be running faster than you can possibly run. And the, and the scarcity that, that, that Has baked into the, the nonprofit sector.
It seems challenging even to slow down enough to do a pretty traditional strategic planning process or other planning process. And then to, and I think people get anxious and nervous if it's wow, you want me to talk to all these different people? And we're going to have all these voices. It's just going to be this cacophony of opinions. How on earth are we going to synthesize it and come to some agreement? And, and yet as you've said, I think, and you've talked about that, those ruts that, that organizations get in, and I can even think about that like we got to hurry up and do it yesterday. A sense of urgency. That we also are in this rut of, putting a bandaid on things versus really looking to how can we imagine a really different whatever it might be for whatever, whatever Mission the organization is focused on and then there's their mission within a broader system usually to even take the time, to think about, what could be different from what is right now, it's easy to not always easy. It's often that way, but it's easier. I think, to identify the challenges, the problems, all the ways in which the system is broken. But I think it's really challenging for folks to even imagine what might, what could be the more positive possibility.
Kristin: Okay. Yeah. I completely agree with you and yeah, and again, just like you said, what I said, I, there are many ways to many different threads there to pick up on. So I think the piece around urgency culture is essential to the conversation, right? So I have this, I have this piece of paper that I have written on geologic. It says geologic time, right? So what it says is the universe is 13.8 billion years old, Earth is 4.6 billion years old, and humans have been here for about 10,000 years. That's the equivalent of 12 seconds.
[Kristin clarified that the 10,000 years mention refers to the period of time during which humans began to produce food, form large communities, and make significant change to the planet itself. ]
Kristin: The reason why I think this is helpful is one, we're just a very young species, right. And we are. We're children, as a species, it's still children. And so we have a huge amount of responsibility and we can see that obviously, and sort of what our environmental situation is. We can see that in many different arenas. So there is urgency. And we don't have all the tools in the sense of everything already having been created. We're in a, we're in a period of great reckoning and, and great possibility. And there's precariousness in that, right? Because we aren't over the, at all. We are not at all over the crest of the hill to mix a metaphor. And so. We, I think the idea of. Especially for service oriented organizations that they've, that's where they've, that's where they've always put their emphasis. We know that there is a need on those levels. But the idea that there are many ways that we're not working ourselves at all out of the, out of the need for a service. A nonprofit service oriented sector, because we are not, as you said, addressing the systems level issues and how can one of those organizations slow down enough to have an opportunity to even, think beyond the fact that we, we have people, we have people sleeping on the doorstep, waiting for, waiting for shelter, food, et cetera.
And of course, all of these things, to me, bring us to bigger questions around how late stage capitalism and the patriarchy and white supremacy culture, or, sort of collude to keep things exactly like this, that serve a very small percentage of humanity. And I would say ultimately they don't serve any of humanity because there's so much. There's so much loss for everyone and separation for everyone. And perhaps it's mentioned here, there’s a new website called divorcing white supremacy culture that looks a lot at white supremacy, what white supremacy has done to white people, as well as to people of color, you know? So there are there's loss, there's so much loss, being so separate. And so I think that whole question around how to create space away from, how to shift from. Urgency enough to have space for being creative and thinking about the possibilities is essential, or we're just going to be on the same hamster wheel forever. Right. And I think that some of the movement building that's been happening for black lives matter, et cetera, where there's much more of a focus on sustainability. Like how does this work sustainable? How do we take care of ourselves? And one another on multiple levels gives, those kinds of, and there are many nonprofits that are shifting more and more in those ways. And I think there are black and brown nonprofits that have been like that forever. And some, some white nonprofits, white led nonprofits to black and brown lib nonprofits, maybe I think being in the lead, but where there is the sense that yes we are, we are. Handing out bags of groceries, et cetera. And we have to be thinking about what else is possible here.
We want to think in terms internally for our organization, we want to live in our organization in a way that we're what we're trying to manifest externally beyond the walls of our organization. We need to manifest internally because if we're whole, then that supports the wholeness of the broader community. Right. And so. I think even things, very basic things that seem impossible were made possible or suddenly possible during COVID. Right. So we have to take all those learnings forward with us and those stories of how we did things that we thought our organization could never do. And I don't mean the heroic things. I mean, the internal thing I had her OIC is also not a thing, but I mean, the internal things like.
We realized that our staff was totally burned out and we found ways to give people way more time off or to change our policies on how people work. people working from home, which works for some people doesn't work for other people. Right. like all of these kinds of things, like a lot is possible. And if we tell the stories of what we do in times of hardship, those are the stories of what is possible and what creativity and courage lent us to create new things. Then again, the end of COVID does not mean the end of those things. It just means, oh, we figured out that we're even stronger and there are more possibilities than we thought, and let's continue, continue to work in that direction. So as we think about not getting back on the hamster wheel, are we going to devote a certain percentage of our time to. Systems work, even if we are in a service arena, are we, if we're not going to do that, how can we at least support those efforts of our colleague activists and other organizations and how they're pursuing those things? How do we, how do we message around those systems questions with our funders, with our other stakeholders, so that. So that everyone is more engaged in the bigger picture because we have to build the, we have to build the demand, the demand for systems change, and that has to be ongoing. Right. And so the way that we tell those stories, the way that we innovate, the way we take care of one another. Are all parts of that system change process to me among others, right? Those are some of them.
Carol: A couple of different things come to mind. One, I hope it's late stage capitalism. I feel like some people are banking on that and we'll see. But it would be good. It'd be good. Well, we assume it would be good for whatever would come on the other side. But, you talked about what showed up in this last year, how organizations just shifted on a dime in a lot of different ways in ways that they never thought were possible or never had, never had thought about. So they demonstrated it to themselves, their capacity for very fast change. And I've lost my train of thought. There was something else you were talking about. And what were you or were you just saying at the end, but before that?
Kristin: I think we were talking about just this idea that what was possible in COVID is ongoingly possible, right? That people are creative. People are courageous. They're doing, they can, they can, we can take care of one another what we're trying to.
Carol: I feel like in the past there's been this very much an either or either you do systems work or you do direct service. And I even remember there was a book that came out. And I'll have to look it up. It's probably 10 or 15 years ago. That was a study of, what are the most effective non-profits and, and even then their findings were that the organizations that do both that do service that informs their advocacy are really super effective. And then of course, you go to the next level of those, the movement level, where people are approaching that very differently now in terms of it being a network and not so, caught up in individual organizations and being more fluid in how they organize that. And also yeah, just an appreciation for I don't know which generation, the next generation of activists who are really putting care for each other care for themselves care for each other front and center, to be able to to be able to be in it for the long haul.
Because I think part of what I'm thinking about is late stage capitalism, I think. Well, actually in the United States where we have the most extreme version of capitalism and we have the biggest nonprofit sector, I think, we have to check that. But to me, it's that sector was, it's just like a giant band-aid to the wound that capitalism is inflicted on us. So, and I'll stay in it because it's the best bandaid I can find for now.
Kristin: Yeah, it's a big, big, big thing. And you and I could have a whole separate conversation and you could have this conversation with someone way more intelligent and on it than I am, but those questions about the degree to which the nonprofit sector is serving as a band-aid. Right. And. It's the same questions that are really interesting questions in the mutual aid movement, right? So there's as much as possible in mutual aid, right. Sort of grassroots support and person to person, neighbor to neighbor, kinds of support, which really grew a lot during COVID in the United States and, and beyond, and there's a big debate in that community, as I understand it about is this really our job? shouldn't, shouldn't the government be taking care of this. So, and then other people who are this is, this is part of community sovereignty, right? Like community self-help, et cetera. So there are lots of questions around all of that. And certainly in the nonprofit sector, how are we, how are we supporting How are we supporting a system that how are we supporting the larger system that isn't serving a lot of our community members? So I think there are lots and lots of questions and all of that. And some of what I take hope from is that piece around, we have activists and movements who are pushing, right? And so when the more. Traditionally, shall I say, the nonprofit sector is in good dialogue with movement folks. There's lots of zest there, right? There are lots of, there are lots of aha moments.
And so I think we just have to continue again. It's that porousness, it's that sharing of stories that. That helps. And just, as you said earlier, when organizations are doing some, sort of some work in advocacy, they have one foot in the advocacy world and one foot in the direct service world than lots of things are possible because they have they have a more nuanced appreciation of, of of it all and they can make, they can make key choices around how they're using their resources and.
They can tell a lot of stories from multiple perspectives and hopefully as much as possible people speaking for themselves. Right. Rather than others speaking for them. But yeah, there's a lot, there's a lot we could talk about there.
Carol: Yeah. And, and I just want to well, since we're talking about reframing, I just want to put a caveat on my description of the whole sector as a bandaid. To me, that's more a reflection on our economic and other systems, just not working for folks. And so people have tried to step into that void. And, but, but it does come to the question of whose, whose job is it and, and what needs to shift to have less need for all, So that, so that organizations that are trying to end hunger and homelessness and all those things can actually get to those things. Yeah, so, so not denigrating anyone's work cause I'm really glad that there are folks doing it. And that's why I love to work with organizations and help them. Get clear about how they want to move forward. And stepping back, I'm appreciating the questions that the younger generations are asking about the role of the different sectors of our, if you only want to think about it as the economy, but our culture, our economy.
Kristin: absolutely. And we could throw in there, sort of. The power that billionaires have in this country, right. For setting an agenda. So, again, we could have a whole separate conversation about, about all of that, because there are, there are all those questions whose job is this? Do we actually want, who do we want to have this job? Even if it is technically their job, you know? So there are lots of things there, right?
Carol: So as we're starting to see the possible close of this chapter with the pandemic what are you hoping organizations will keep with them from this time as we move forward? And, what have you witnessed people learning? We talked a little bit about that before, but I'm curious about some other examples.
Kristin: The primary piece is that I'm hoping that people keep open to possibilities that they somehow managed to tap into during COVID, so the crisis provides opportunity. I don't say that lightly, because the suffering has been immense and disproportionate. So all of that being said there. That there was so much nimbleness. There was a lot of new collaboration. There was a lot of new thinking, a lot of busting through barriers. Right. And so all of those things I think are really important to keep momentum around and not go back to sleep. Right. be easy just to just let out a big sigh of relief and be okay, wow. Now we can get back to where we were. And, as many people are saying. That is not a, is not possible. And B is not advisable, right. Because what we actually want to do is keep catalyzing. Right. And keep an eye on the big picture. Why are we here? Like we were talking about earlier, why are we here? How, what is our unique, unique role at this time? And how can we make sure that we are. Part of the larger momentum for deeper, deeper solutions, greater sustainability, et cetera.
And so one thing that I think will be important too. And sure what happens in, and this is very specific is that there are a lot more there's a lot more recognition of, of the great possibility as and gift of black and brown executive directors and others and leadership positions. And I think as more of those positions transition out of white leadership, it's really, really important that those leaders get our support, our support, whether we're board members, whether we're other staff members. Whether we are donors, because we know that funding often decreases when black and brown people become executive directors. So anyways, there's lots of specifics like that.
Let us make sure that we give as much trust. And support and even more support because they're working in a racist system to these new, these new, but new, but not new, right? These folks who've been waiting in the wings forever who have been overlooked and bypassed a million times for these positions. So I think that's an example of something that's happening, but we need to, we need to usher it in, in a way that. Support success, like would be done with, with weight leaders and has always been done invisibly with Wade leaders. So I'd say that's an example. I think the work we've been talking about is about where there's more conversation between activists and sort of more. And others in the nonprofits sphere or grassroots activists and people who are nonprofit in the formal nonprofit sphere, as well as grassroots groups that are not 501C3.
There's a lot of, there's a lot of possibility and bringing all those folks into, into conversation, storytelling deep deep consideration of common. Common interests, which is not necessarily the first thing that people recognize, but we have common interests in what I would call, collective liberation. And so, and that looks different in different ways, people might not use that term, but I think that's where w. Where I hope we are heading. And so how can we have those conversations? So being bold, right? Like there are certain, many studies have shown, like even not, not like COVID related, but when, in times where there were political situations did not support did not support a lot of creativity and possibility for nonprofits, the nonprofits that still. Went for it. We're much more successful in getting done what they wanted to do. Then those who like who stepped back and just said, we're going to just, we're going to just shelter in place until the storm has passed. So let's do this thing, right?
Like this is, this is the time we are, we are in a period of momentum and let's just. Let's keep it going. And at the same time, take care of like you and I were talking about taking care of our people, our people being broadly defined, right? Like take care of all the people that are part of this and see this as a long-term this is the long game, right? So we need to do this in sustainable ways.
Carol: What do you feel like you've learned personally through this last year, year and a half?
Kristin: I've learned that I need more time in nature. I've learned that sometimes I need to really step back and make a lot more space for other people. And as a facilitator, that's great, there's a great dance in that, right? What is my role in this very moment? What's not my role? And can I just trust in that more? So I feel like there's been a lot for me this year or 15 months. That's about trusting, trusting in the group. I am. I've had a lot less time alone then I have in the past and because I'm in a pod. And so I have, I have loved that and I also.
I've recognized. I really need more alone time. Like that's really important for my well being. And so the way that I've been able to craft that in the past is it has not been so conscious for me and now I need to, I need it to be much more conscious so that I can make it happen. And It's renewed. My faith in possibility, I, at this time has removed, renewed my faith in possibility, which is very different from what some people would say. But, as we've been talking about, there have been so many things that have had light shined on them, which is absolutely essential for change. There have been amazing steps forward and I am eager to see that continue. And in my little way, be part of that.
Carol: So one of the things that I do at the end of each interview is pull out one of my icebreaker card questions. Since we've been talking about the long-term and the long game and movements and systems. The question I have for you is what are you most looking forward to in the next 10 years?
Kristin: Oh, my gracious. What a great question. I am most looking forward to - and this is really aspirational - I am most looking forward to greater and greater recognition among people and communities among and across people and communities and really the planet. Of deep interconnection and that the wellness of, of one, it relates to the wellness of all and the Wallace fall relates to the wellness of one. And so I feel like if we can continue to deepen our commitment to that, that unbelievable things are possible.
Carol: And then maybe more, a little bit more in the short term. What, what are you excited about? What's emerging in your work that 's coming up for you?
Kristin: Yeah. I'm really excited to be in conversation with a funder around ways that they can help that they can bring about greater equity in the ways that they operate. Those are the ways that they operate internally and the ways that they operate externally, the way that they relate to their funding partners, what their expectations are of their funding partners, what their expectations are of themselves, and what and how they relate to their community and communities and the ways that they will continue to try to influence the funder world. So that there are more possibilities because of course, this is another. Huge arena that you and I really didn't talk about today, but where funders are within the nonprofit world, funders are a really essential piece of the puzzle and, and they're part of systems change, right? So I love the possibilities and this particular funder is very. Very committed to the work. So I'm super excited about that. And I also really love the opportunity that I have right now to be doing some coaching with some executive directors and some other folks in these kinds of spaces and topics, but also really As we were talking about at the beginning, really diving into what, what is, what is my, why? Meaning there is not mine, but what is, what is my why for now? Like what, what is that? Where's the spark and what is my place in co-creating the world? And so I just always. Gained so much from my clients, both, both the individuals and the organizations and in those realms.
Carol: All right. Well, thank you so much for bringing your spark to this podcast. It's been great to talk to you. I've really enjoyed the conversation.
Kristin: Thank you so much, Carol. It's been a real pleasure and I really enjoyed listening to your podcasts and look forward to more of your conversations ahead.
Carol: All right. Thank you.
The past year and a half of the pandemic has brought so many reckonings. And I appreciate how it has brought working towards equity front and center in the sector – and how so often the sector has fallen short. It makes me think about the evolution of the sector over the course of my career. When I started working in nonprofit organizations in the 90s after the Reagan Revolution the whole country had shifted to the right and embraced a business mindset. Nonprofits were told to act more like businesses – embrace marketing and branding. There was a push to professionalize so many areas. Masters degrees in nonprofit management were designed and launched. The push to demonstrate impact, measuring success and proving it to funders. For associations it was all about diversification of revenue sources. And now a generation later the conversation has shifted to examining the nonprofit industrial complex and its implications.
So many things assumed to be ‘just how things are’ and part of the water we swim in are being questioned. I welcome this deep examination of the role of the sector in our economy. And I appreciate all the people who have stepped into the void and multiple wounds that our version of capitalism here in the US creates to try and make things better –at the immediate and direct service – helping people in need today as well as those working to imagine how to repair and move systems through policy change and movements. Thanks to everyone and your contributions.
Thank you for listening to this episode. I really appreciate the time you spend with me and my guests. You can find out how to connect with Kristin as well as any links and resources mentioned during the show in the show notes at missionimpactpodcast.com/shownotes. I want to thank Nora Strauss-Riggs for her support in editing and production as well as April Koester of 100 Ninjas for her production support. Please take a minute to rate and review Mission Impact on Apple podcasts. It helps other people find the podcast. We appreciate it!
This week we’re talking to Rebecca Murphy.
We talked about:
Rebecca has been a consultant for over 20 years. She considers herself an “interpreter,” as she has worked in multiple sectors including government, nonprofit, business, and philanthropy. She is adept at explaining/translating one to another. She is a generalist with a broad knowledge base – including workforce development, affordable housing, parks and place making. She has expertise in capacity building, organizational and program development, strategic planning, with particular expertise in public-private partnerships, community engagement, and strategic collaborations. Hers is a mission-focused practice. She is passionate about mission fidelity, and avoiding mission creep.
Carol Hamilton: Today I want to welcome Rebecca Murphy to the podcast. Rebecca Murphy has been a consultant for over 20 years. She considers herself an interpreter as she has worked in multiple sectors including government, nonprofit business and philanthropy. She is adept at explaining and translating one sector to another. She's a generalist with a broad knowledge base, including workforce development, affordable housing, parks and placemaking. She has expertise in capacity building, organizational and program development, strategic planning, with a particular emphasis in public private partnerships, community engagement. and strategic collaboration. Hers is a mission focused practice. She is passionate about mission fidelity and avoiding mission creep. She is an optimistic activist with a passionate lived commitment to diversity. Join me in welcoming Rebecca Murphy!
Well welcome, Rebecca. I'm glad to have you on the mission impact podcast. I want to start out by just having you share with listeners your path? How did you get drawn to this work? How did you end up where you are now?
Rebecca Murphy: Well, Carol, thank you so much for having me, I really appreciate it. How I got drawn to this work is really very simple. It's something that I always seen myself doing from my early 20s I think I always saw myself as having some business that allowed me to help groups and organizations whose missions I believed in, do the work they did better, do the work they did differently and achieve the objectives that they were setting out to achieve.
Carol: Coming into this a little bit later than you, I'm impressed that you had that vision for yourself so early on. What was the background to that?
Rebecca: Well, I think it's a couple of things. I think the first is I have always been somebody who appreciated and was engaged in community development work. I came at it through a political lens primarily because that's what my parents did. My mother did community development work and they were both very involved socially and civically. so there were always groups and organizations in our kitchen, and we were very engaged. so I knew a lot about the universe of nonprofits and the universe of mission-driven work from a really young age. Both of my parents are entrepreneurs, so I never really saw a full time job for a company as my path. so that's really that's really how I came at it. I also feel like I was a little bit ahead of my time. I really wanted to be able to work from home so that I could raise my kids. Even when I was young, I knew that that was what I wanted.
Carol: Yeah that's awesome, just the image of growing up around that. My dad worked for the government for the Foreign Service. so he went to work, it was a very traditional job and it was very mysterious to me as a child. All I really understood about it was that there was a big desk involved, and a big building, and some legal pads and government pens, but beyond that, I really didn't understand it. so it's really cool that you were able to absorb that from an early age.
Well, one of the things that you focus on is partnerships, including public-private partnerships, and I certainly believe that partnerships are so key to many nonprofits and how they do their work and at least my belief is that more should consider them with so many small organizations all going at the same issue. What would you say are the key things that nonprofits really need to think about when they're getting started with partnerships?
Rebecca: I think that's a great question, and it's one that I get asked a lot in my practice. I think that the most important thing that a nonprofit needs to do when they're thinking about a partnership is: what is their why? Why are you engaging in a partnership? Second to that, but equally as important: what do you bring to the partnership? It can't be about only what it is that you think you'll get out of it? It has to be about what you bring to that, what are your assets? What are your strengths? I think partnering from a place where you don't know that is a recipe for disaster.
Carol: Can you give an example of some disaster stories?
Rebecca: Yeah, I think I’ve had a couple of clients who thought that partnering was a good idea because it was going to get them out of a bad situation, and I think that's so common. I think that too often organizations are scrambling when they're really struggling, and then they think, “Oh well, we'll partner or we'll merge," and it seems like there's rarely a good time to try to step into those kinds of relationships. Partnering for weakness or desperation is a terrible time because you don't have clarity, and when you partner with an organization, you have to have clarity. You have to have clarity of mission, you have to have clarity of your goals, and you have to have clarity about the risk. I think that's the other thing a lot of nonprofits don't think about is what could go bad. They think about, “oh, this is gonna be great. it'll help us build our capacity. It'll help us raise money, it'll help us," whatever it is that they think it's going to do. They don't ever think about what's going to happen if it goes sideways, and whether there are different types of going sideways. There's recoverable going sideways, and then there's sort of the epic, this is the kick back sideways. I think that that's an equally important thing to be thinking about when you're thinking about a partnership is, what are we going to do if it goes south? How do we extricate ourselves? What are we going to do [if it goes sideways]?
Carol: So I usually like to focus on the more of a strengths-based approach and when things go well, so describe a partnership that you've seen when they really did things right, they did the due diligence and it really benefited both organizations in a way that you were even surprised by maybe.
Rebecca: Okay.… The stories I can tell best really relate to collaboration, which are - I think - partnerships with more than two players. and I think that they've worked, the ones that I have seen or been a part of that have worked really well. Were those where there was a common goal, whether it was a common problem that needed solving or a common issue that needed to be addressed. and everybody who was there brought different strengths to the table. They were partnering not from weakness, but in a manner that compensated for each other's sort of skill gaps, because I don't think that anybody in that particular industry killer scenario was weak. I think they just have different skill gaps. and I think that's almost the best way to think about a partner. Is this partner somebody who's going to fill my skills gaps? and can I do the same for that?
Carol: so what are those complementary pieces where you, you don't all have to bring the same strengths to the table.
Rebecca: I mean, it could be something from something as simple as “these people understand organizational development. I don't understand organizational development, but I want to work with somebody who does.” Two organizations that are focusing on one issue, one organization has real strength in advocacy and organizing it, while one organization has real strength in writing and policy work, those are two sets of skills that it's really rare to find in one organization. some organizations are good at service providing and other organizations are better at management. I think that a lot of times organizations can partner to build capacity or to test something you could market through a partnership. I particularly found this true in the community development space. There are lots of nonprofits that want to get into community development, whether that is they want to build themselves a facility, whether they're in the housing business, there could be a church or some other big nonprofit that doesn't provide a service that they want to provide in the community development realm. Partnering with somebody who has that skill can be very successful because for everybody Think because the organization that needs the partner that wants to develop the housing or the community center or whatever, they have clarity of mission, they have built in constituency, they can fill the rooms, they can, run the programs, and they partner with somebody who understands how to actually get a building built, or how to get houses built, or, how do you raise money for that? How do you think about that? How do you budget? How do you plan? Those kinds of things.
I think that those are very successful partnerships generally, I think partnerships and community development work, especially where there's potential for a cut to reach economies of scale, for example, especially this gets really to what you talked about from the very beginning, if there's a space where there are lots of actors - in Baltimore, this was true in the out-of-school space, there was a period in I think the 90s, late 90s, early 2000s, where everybody it seemed, was an out-of-school time after-school program business, and some people were operating out of their homes or they were operating out of a church basement. some people had more robust programs or they had bigger space, so they had outdoor space, but the marketplace was so crowded at that point, and the small guys were really in danger of not being able to survive, not because they weren't doing really good work, but because they didn't have the capacity or the need for a nonprofit organization, but they didn't know about Fiscal Sponsorship. They didn't have all this sort of back-office stuff, but they were providing an extraordinarily high-quality service, so I facilitated a collaboration amongst six small providers in a neighborhood in Baltimore City that all had different types of service. There was an arts group, there was a tutoring group, there was a sports group, I think there might have been two of each one. I said to them, “okay, you don't all need a lawyer. You don't all need an accountant, but you've got to have a structure.," so they pulled together a collaboration and they identified a single fiscal sponsor, and somebody who was able to manage all the admin for all six of them. In the course of a year, they were each able to raise enough money to operate both independently, but also, for the first time, to do collaborative programming.
Carol: That's awesome. Yeah, it seems to me that it's too easy for many organizations to really get caught up in their own work and not really take the time to think about who else might be in their ecosystem., and as you're saying, even in their neighborhood, their community of who they might be working with for greater impact in that back office stuff. I mean, I'm not sure what the statistic is, and I should probably look it up, but it's like 70 to 80% of nonprofits with less than $750,000 budgets. If every single one of them is replicating that back office, It's a huge amount of resources that could be put to program could be put to program if they were to partner up with some other organizations and share those resources.
We're recording this in the midst of the quarantining for the Coronavirus, so I'm guessing that that this is going to have some impacts on people where they start looking at those things and start doing what solo entrepreneurs have been doing for years, hiring virtual assistants and virtual back office, virtual accounting, all of those things; and I think there's a difference between a partnership, just a one to one and then that that multi-party partnership and then even to the next level, and you’ve talked about how why you're getting together is so important, and I've seen in larger collaborations where it may seem obvious why everyone's together, and yet without having a deliberate conversation about how are we defining what our goal is really specific Basically, everyone can have their own definition of what that goal is.
Rebecca: I think that's right. I think too, that you can end up in the space of too many cooks in the kitchen, not enough sous chefs; whatever the metaphor is. It's really about leadership, and about who's going to be in charge - for lack of a better term. It's like if you had a room full of first children, do you know I mean?
Carol: I'm a middle child. I don't want to be in that room.
Rebecca: Yeah, I think it's that phenomenon. It's everybody thinking that they are in charge and not knowing - not only who's going to do what, but who's accountable for what, who's responsible for what, because those are the tough conversations that you need to have, and that's the stuff that if you don't do it, it can really kill you, not just the partnership, but it has implications for your individual organizations. If nobody talks about who's going to sign on the dotted line, who's going to be the fiduciary, whose insurance are you going to carry? Do you need to get insurance as a group? All of those things are hugely important, and I think when you're engaged in a partnership around an issue, it's easier to put those things aside or if you are engaged in a partnership that is time limited around a legislative issue or a crisis or some one-off challenge. It's very easy to let that stuff go, and then when you finish, and you’ve got to clean it all up, and you have a big old stew of stuff you can't figure out, it's a giant problem. I think the other thing about that, and about partnerships in general is you're talking about relationships. You're talking about people that - presumably - you like and respect and trust. If you don't, you're not doing enough, you're doing a disservice to the relationships if you don't take the time to think about that stuff and really figure it out.
Carol: I mean, in some instances, you can't have that assumption that everyone likes and respects each other and it may be that a funder is saying all of you guys are in this space, and I want you all to work together. When you've seen those kinds of situations,
Rebecca: The arranged marriage.
Carol: there's a whole bunch of steps that you have to take to start building that trust and you probably have to step way back before you can get to action to just ask “why are we all here? What do we think we can get out of this? How are we going to work together?”
Rebecca: You may be competitors, I mean, that's the other thing. I had a client last year who had been repeatedly asked by a prospective funder to partner with what they viewed as a complimentary organization. My clients saw that group as having a very different strategy, a very different objective; they were competitors so they did not want to partner with that group. The mistake they made, however, was not explaining that to the funder. They didn't explain to the funder that, while they respected the work, that group did their mission, and they had a very similar, I guess, 20,000 foot mission and how they got there in my clients view was incompatible. Their strategies were incompatible, and as a result, they really affected their relationship with the funder because they didn't communicate; and then when we were finally able to get that relationship back on track, the funder was like, “well, you should have just said something. I was looking at it from a very narrow perspective, you're doing this, they're doing this, you should all do it together. If you had said to me, ‘meh’ or ‘we could only partner in this one little area.’ rather than just not doing it.”
Carol: That's a really good point about the 20,000 foot mission versus the theory of change. How are you seeing the strategies you use, and how that's getting you to an end goal; and you say that you're really passionate about mission fidelity and avoiding mission creep, and I think this is just a huge challenge in the nonprofit sector for lots of lots of reasons. What do you see that really drives mission creep, in your experience?
Carol: Can you say more about that?
Rebecca: The number one thing in my experience that causes mission creep, is fundraising success. I think very often organizations use the availability of funds as a “we'll try this," you know what I mean? It's not very well thought through if you have - actually, let me be more specific: it's less about economics broadly, than it is about covering your operating expense, which I think is one of the single biggest challenges and one of the things I think that the philanthropic community should be doing more of is covering the appropriate percentage, covering operating expenses at the appropriate level, because often what I have seen happen is an organization - let’s say they're a S.T.E.M. organization, they provide S.T.E.M. services, they teach kids S.T.E.M. in the after school space. They raise X number of their $50,000 budget, or $100,000 budget, of which $20,000 is general operating or 30,000 was general operating. They are applying for program grants. There is not an organization that I have seen - and I worked for a philanthropy and our general operating number, I think was 11%, and we were very high at the time. General operating isn't sexy. It's not new, it's not the bright shiny thing, so it can be very hard to raise money for. So this particular organization saw a grant opportunity to provide counseling or to provide family counseling or something, something that was utterly unrelated to but could have been tangentially and their way in was we will counsel the families of the kids we serve, because they were like “we need the money." It was a disaster because it was so far outside of their mission.
Carol: and probably [out of] their core competence
Rebecca: Exactly. I think often - and that's a very extreme example - often it's, “we'll do the same thing in a different issue” or “we’ll do the same thing with a slightly different program area," but the result is the same. I see a lot of medium-sized nonprofits, or nonprofits that want to go from small to midsize. If there is a trend in philanthropy, if there's a new bright, shiny thing that funders are funding, then the temptation is very great to try the new, bright, shiny thing as a means to keep your doors open rather than doing what you do really, really well and working harder to find the funders that support that. That's a hard thing to do, I think that avoiding mission creep is a function of capacity.
Carol: If you've seen - and I am not a fundraising consultant, so this is just from observations - so especially with newer organizations, you're talking about moving from small to midsize, maybe there's a lack of understanding of what really [is] the impact that grants can have on an organization from the board's perspective. It just seems like “oh, wow, it's free money.” I mean, it's not free money because you got to do work for it - but the sense of
never thinking about what that grant might actually cost the organization.
Carol: Is the piece that people miss.
Rebecca: I think that's right. I think there's a lot of well-intentioned grant making that isn't necessarily well thought through, and I also think that there's a temptation I think that works counter to that in a mission creep space is empire building.
Carol: Can you say a little bit more about that?
Rebecca: There are often three or four big dogs [in a city] that started out doing whatever they did, [and] because their organization is really good at whatever it is that they started out doing, they're the ones that get offered the new bright, shiny thing, and because they have the capacity to do it, and even if [they don’t,] they have the capacity to hurry up and figure out how to do it, and somebody asked them to do it. Somebody with money said, “why don't you try this?” I mean, there's an organization in Baltimore, [and] they do great work, but they are the object lesson for empire building. They did one thing exceptionally well, [and] because they did that one thing exceptionally well and ED was out and about, a lot of people knew him. He's a smart guy, he was easy to like, the program was a very feel-good program. Then somebody asked him to go into the housing renovation business or some absurd ancillary thing, and because somebody asked him to do it, he did exactly what you said: he hurried up and figured it out, because he had the bandwidth within his staff and he had the resources to train. He figured out how to do that,
Carol: Or hire some experts doing that.
Rebecca: Exactly. So even though he went and did it and did a serviceable job at it. He put out of business the two organizations across town that were doing that work successfully, but that were really, really tiny so nobody knew they were there. So the unintended consequences of the intended consequences of not really understanding capacity building and choosing expansion for the known over [just] training somebody who is smaller and maybe less well known. so this organization just to wrap it up in a bow ended up being the go-to organization, they ended up with fiscal sponsorships and blah, blah, blah in 15 different issue areas, and they had a very high opinion of themselves, and they had one of those heavy duty blockbuster boards with all the bold faces and everybody. They were *the* group, and it got to a point where the people who ran it took themselves way too seriously.
Carol: It’s flattering to be asked to do all those things.
Rebecca: It is, and if you're able to figure out how to do them even marginally well, you also have the ability to cover your own failures, you can paper over the fact that you're not as good at it as you were at your core service, but you're passively good at it, and people love you. So they're going to give you the benefit of the doubt, but I was putting together a program - I was working inside government and I was putting together a program and we needed to get a big application, and we were looking for nonprofits to work with who would be the lead for this particular grant. These guys were not the right ones, but they really thought they were, and they couldn't figure out why they hadn't been asked to dance. We went with somebody else because it was an opportunity to elevate that group, they were very, very good and ready to do the next step and it was really interesting having to explain to this very successful organization that they were not the ones [and] I think that happens too. I think that, in every single city there are three or four big dogs, then there's two or three medium dogs, and then there are 35 small dogs who can't get out of the dog run because they can't raise any money.
Carol: Yeah. Well I want to shift gears a little bit and play a game.
Carol: I’ve been a facilitator of many, many meetings and designing lots of retreats and planning sessions etc. I have many things like boxes of icebreakers because other people are better - that's one of those skill gaps -- other people are better at thinking of fun questions than I am, so I'm just going to use theirs…. So the question is: if you could live in a sitcom, which one would it be and why?
Rebecca: [I have] a couple of answers to that. I don't know which way to go. Is this “if my life were a sitcom” or can I pick a sitcom? Am I picking a sitcom to inhabit?
Carol: You're living in it. You're being dropped in, you are now a character in the sitcom.
Rebecca: Okay, all right.
Carol: It doesn't have to be for the rest of your life.
Rebecca: Ok… off the top of my head, [my] answer is Friends because it's impossible to believe that they could all be in New York and not have a black friend.
Carol: Well, there you go.
Rebecca: That was [something] I never understood.
Carol: Well it's funny, when I pulled this card out of the box this morning, I actually thought of Friends also, but then I started thinking “um... well, let's see, I'd be the nerdy friend that certainly wouldn't be hanging out with those folks if I were in college.”
Rebecca: I'd be the black snarky friend, but guess what, that's my thing.
Carol: All right, excellent [I think] mostly because I was a single mom in my 20s and so I didn't get to have that time of hanging out with your friends and that being your family, so I would take a vacation there with those folks as well.
So what are you excited about what's coming up for you that's emerging in terms of your practice and the work you're doing?
Rebecca: I'm really excited about partnerships and collaborations right now, and I was excited about it before all of this craziness, but I am weirdly more excited about it now because I think that what is happening in our country, and in our world is both exposing some real fissures that need to be fundamentally addressed, and - secondarily - I think every crisis is an opportunity, right? I think that the nonprofit sector has a real opportunity to examine their work, to be very creative in terms of service-providing because we are in a period where lots of people need lots of things. I think that both big and small, established and less established organizations of different competencies have real opportunities to come together and increase capacity and develop broader programming and change and think about the ways in which they serve their constituents, and I think that there is a lot of opportunity for people like me who understand and can help you figure that out, so that.
The other way I'm thinking about it is, you know, one of the ways I describe myself in my practice is that I'm an interpreter because I have experience, not just across sectors but across subject matters. I am able to be the fulcrum, be the center of the wheel, and help the spokes communicate to each other for a moment. What that has given me is a certain agility and nimbleness to be able to explain and interpret and facilitate collaborations because I understand how each sector works with the other from their particular vantage point. I always joke that I can translate, I can speak philanthropy to government, I can speak nonprofit to philanthropy. I can be in all of those spaces and create meaningful collaboration and I think that's going to be a very useful skill going forward.
Carol: Yeah, I think people are having to - there are some who jumped on the bandwagon in terms of working from a distance and obviously, not everything can be done from a distance. A lot of places are having to rethink how they do their work and maybe suddenly, things that people doubted, I know [that] in the work that my daughter does, they do virtual advising of college students for financial aid, and suddenly virtual advising is the one thing that they can do right now. So you talked about things emerging for you, so how can people get in touch with you?
Rebecca: People can get in touch with me via my website, which is rcmstrategicconsulting.com . I can be reached via email at RCMstrategicconsulting@gmail.com. I have a Facebook page and a Twitter account. My Twitter account is RCMStratConsult.
Carol: All right, you can get in touch with Rebecca there and thank you so much for coming on. This was a really interesting conversation.
Rebecca: Thank you very much for having me Carol. It was a lot of fun.
Here are three books to consider adding to your list:
The Art of Community: Seven Principals for Belonging by Charles H. Vogl
I was intrigued by the book’s subtitle since I am someone who moved a number of times over the course of my growing up. I spent a lot of time chasing that illusive sense of belonging. With the traditional forms of community breaking down and loneliness on the rise, more people are in the business of trying to create community. It could be an online community, a community of practice or a co-working space. Vogl describes the essential elements to build community including creating a boundary, initiations, rituals, symbols. While a bit philosophical, I found the book very accessible, enriched by stories illuminating the principals.
Reboot: Leadership and the Art of Growing Up by Jerry Colonna
I heard about this book from an interview that I heard on one of my favorite podcasts, On Being with Krista Tippet. Jerry Colonna is Tippet’s executive coach. His insights on what people bring to their work and leadership from what they learned in childhood and their family of origin were fascinating. Colanna considers growing up part of being an authentic leader, especially identifying and letting go of those “ghosts in the machine” that we learned growing up, drive our behavior but no longer serve us as adults. Learning to sit in discomfort, letting go of our illusion of control, and peeling back the façade of “everything is awesome!” I appreciate his insights into the human condition. Yet I was struck by how like too many other business books the stories he included were from people represented a rarified stratosphere of our society of venture capital and start up CEOs.
The Art of Gathering: How we meet and why it matters by Priya Parker
This book was cited in the Art of Community and since a lot of what I do involves group meetings and gatherings, it caught my interest. What I didn't know is that Parker is a facilitator so the book had particular relevance to my work. Yet the book ranges beyond work focused gatherings and includes what makes a good party or ‘happening’ tick. Like I have advised and then forgotten to follow my own advice, a good gathering/meeting needs a clearly defined purpose. She encourages you ‘not to be a chill host’ and to take leadership of your event, why it is so important to pay attention to meaningful beginnings and endings and how to move the conversation beyond the merely polite to healthy controversy. Whether you would like to make your next get together more meaningful or have an big work gathering to facilitate, you will walk away with a deeper understanding of how to make that happen.
Apparently this summer I am studying the “art” of things – since this shows up in each of these titles.
What’s on your reading list?
My passion is helping nonprofit organizations and associations have a greater mission impact.
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