In episode 40 of Mission: Impact, Carol and her guests, Monique Meadows and Terrill Thompson, discuss:
Monique and Terrill are long-time friends and co-owners of Banyan Coaching and Consulting, where they partner with clients to create healthy, vibrant, and sustainable cultures through holistic coaching and facilitation. Our love for the natural world is integrated into all that we do. We invite you to tap into your inner knowing as we together transform and expand in ways that are electrifying, unpredictable and imperative. Monique is a lifelong student of energy healing, channeling and a Reiki Master. Terrill lives in a community on a permaculture farm where they draw energy and joy from producing food, nurturing healthy ecosystems, and offering respite to activists, artists, and organizational leaders. Both earned Master’s degrees in Organization Development from American University, where they were awarded Segal-Seashore Fellowships for their commitment to social justice.
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Carol Hamilton: My guests today on Mission Impact Are Terrill Thompson and Monique Meadows. Terrill, Monique and I talk about what organizational culture is and why it so often trumps any policies and procedures that you may write, what it really takes to shift organizational culture, and what are some signs that an organization is really ready to engage in culture change? Mission Impact is the podcast for progressive nonprofit leaders who want to build a better world without becoming a martyr to the cause. I’m Carol Hamilton, your podcast host and nonprofit strategic planning consultant. On this podcast we explore how to make your organization more effective and innovative. We dig into how to build organizational cultures where your work in the world is aligned with how you work together as staff, board members and volunteers. All for this is for the purpose of creating greater mission impact.
Welcome. Welcome Terrell. Welcome Monique. It's great to have you on the podcast.
Terrill Thompson: Thank you.
Carol: So I'd like to start out with a question of what drew you to this work? What motivates you and what would you describe as your, why Terrell, why don't you tackle that one first?
Terrill: My story of how I got into this work was I started as an executive director of a nonprofit and I was one of those EDS that really never should have been an idea right out of college. I got hired as an administrative assistant and then the ed quit. And so the board promoted me to be the ed. And in that experience, I learned a lot on the job and really loved the nonprofit sector. But what I was really passionate about was figuring out how to create and shift the culture within the organization. And so that landed me in graduate school, getting a degree in organization development, which is where. Monique. And then we have been, even though our degree and organization development is much more of a for-profit oriented degree. Most of our colleagues work in the for-profit world. Both of us have always been in the nonprofit sector and passionate about social change. And so we have just applied all of that learning, translated it into non-profit language and have been applying it in a nonprofit.
Monique Meadows: Yeah. So, so similarly, I come to this, having worked for social justice organizations for about 25 years now. And initially I was a development director, so I was responsible for raising the money and all that, which is so not what I'm oriented for. And we, I was part of a management team that was really. Struggling. And we brought in a consultant to help us and figure out what was going on and why everything was breaking down. And there was a moment where I thought, I wonder what he's doing. I was like, that's what I'm wired for. Right? Like how do we heal relationships? And how do we make sure that we're working together in ways that really foster collaboration and so, went to graduate school, met Terrell and yeah, I've been really loving it ever since.
Carol: Yeah. And, full disclosure: I went to the same graduate program, not in the, in the same cohort as the both of you, but and, and it, it somewhat of a similar thing that instigated B two. Moving into organization development was, yeah, working at a number of different nonprofits where they had incredible missions, incredible work that they were doing in the world. And, and yet there was this gap between. How, what the change that they wanted to see outside themselves, but then how they were treating, how we were treating each other, how, how the culture of the organization was. And so I didn't actually, I don't know when I finally, just started getting intrigued with. Why, why is there that gap and how could we work more effectively together and finally stumbled upon, oh, there's a field where people do things about this and I can learn more too. So yeah, so similar and. Your work really focuses a lot on that organizational culture change. Just to begin, how would you, I mean, and we've talked, I've talked a lot about organizational culture on this podcast, but I'm curious how the two of you define organizational culture. What are, what are the kinds of things that you're talking about and thinking about when you're, you're looking at an organization's culture.
Terrill: We define culture really broadly. Right? It's really, I mean, the essence of it is what does it feel like to work there? Right. Every organization has a different call. And the people who can most clearly see the culture are often the new folks, because once we're in it, we're just, it's like the fish in water that doesn't know they're in water. It's, it's all around us all the time. And so, newer people who are coming into organizations can often tell you a little bit more about the culture. The other thing is that oftentimes our practices and policies are really down that should define a cartoon culture, often contradict the culture. So for example, we'll see policies that say things like everybody takes an hour for lunch, but then when we look around the office, everyone's sitting at their desks, cramming food in their face while they're typing emails, right. And culture often Trump. Everything else. And so when we're looking at culture, we're really looking holistically, how are people behaving in the organization? How do they treat each other? What are the relationships like the level of trust? What is the culture around, what do we do about birthdays or holidays, all of that. Even how we dress is part of. Okay. And so we're really taking a broad approach. And when we enter organizations to learn about the culture, our processes, predominantly observation and talking with people, because while we do read all the policies and procedures, that's not going to tell us that culture, right. It's really about the people. The people make up the culture. Do you want to add anything to that money? Yeah.
Monique: Yeah. And so once we've done some of that observation, like we reflect back to the organization, like here's what we see. Right. Here's how you're relating to each other. How here's, how you're sharing information. Here's how collaboration is or is not happening. And it's fascinating to see how just the reflecting back, what we see, how that in of itself. The culture, right? Because as Tim said, there's the ideal that they hold and then there's what's actually happening. And so we're coming in and assessing that and reflecting back, really. So we start talking about energy, right? Really shifts the energy in the group and. Work with they're like, oh yeah, okay. This, this looks like us. And this isn't quite where we want to go. And so they're, they're ready to make some of those changes in some of the groups that we work with. Aren't right. And so our work is to, to meet them where they're at, so that we can help guide them through a process that turns their culture into the one that reflects their values and who they say they want to be.
Carol: Yeah, I think that's, that's where, I don't know there was, there was a point at which there are these cynical posters that came out when we, with the values thing and, and, and just the, the, the worst of what it could be. And, that's all a joke because so many organizations have gone through that process of, or maybe articulating values, but then, there can be that gap between what we think we are, but what's, what's really happening day-to-day.
Monique: And part of the thing that we've seen, that's such a challenge is that group say they want to do the organizational culture work. Right. And so they bring in folks and. When they realize that the depths of time, like the amount of time, like the commitment and the vulnerability that is really present, they shut down. Right. And so groups also don't always have the resources to really invest the time. Right. Folks are pulled in a thousand different directions. And so we found that to be one of the challenges. Are you really able to commit the time and the resources, the people power to be able to dig in and do this. And so some groups are like, yes, and some aren't able to, but, but that's where I think some of that cynicism comes, right, because there's so many starts and stops to this type of work, but it really does require just like really diving in deeply.
Carol: What are some things that can help? Yeah, I mean, I think realizing how long a process like that takes and how, how challenging it can be to shift culture, even when you want to, what are some things that help that process move forward and go more smoothly?
Monique: Well, the first piece of television mentioned a minute ago was that, we do the data collection, right? So we go in, we talk to folks, have focus groups, interviews, and really pull together what summarizes who they are. Right. And then we reflect back to them. What our work is, is to introduce concepts and models that resonate with them. Right. And use language, because we know when we're talking about culture, like there's some groups we can go in and work with. And they automatically, when we start talking about how our organizations reflect the natural world and they're like, yes, Instant resonance and we're able to do the work. Other groups were like, what the heck are they talking about? These hippies are crazy. Right? So, so we have that. Right? So, part of it is finding. Specific activities that resonate with the group and help them to connect in new ways and create a safe enough container where people are willing to take some risks with each other, because they're often we find there's a lot of injured feelings, right. A lot of hurt feelings, right. And a lot of old narratives. Become concretized and some of the systems. Right? So, what we do is let's surface this and find where the opening is, right? That's the piece like where the opening is so that we can go in and help shift. So it's really about making sure that we have exercises and activities that they're willing to engage in, right. That matches their culture and, and just moves them through the process. And I think part of it too, is at the beginning, like making it really clear. This is a process that is particularly long sometimes. Right. And so, are you already, and cause so gauging organizational readiness is a big piece of that.
Terrill: I'd love to jump in with a little bit about dating the readiness because a lot of our work is in racial equity and equity more broadly. And we often get organized. Well, we get a lot of organizations reaching out to us. So we're in a really fortunate position of being able to be really selective about who we work with, which is nice. But a big piece of that is really figuring out is the client ready to do the work that they say they want to do? Because oftentimes there's a belief that, well, we can bring in someone and do a few training sessions and that's going to shift our culture. And training is great as educational tools. They do not change culture on their own. They have to be embedded in a whole culture change process. And so we do a whole assessment process in our interview process to decide if we want to work with a client. And some of the things that we're looking for is do they have leadership who's really invested in an equity change process and are they willing to learn? And both of those things. And that means that they're going to make mistakes. And so are they able to handle making a mistake and learning publicly in front of their staff and are they willing to invest time and resources into this? And that includes staff time. And so most of our clients we've been able to work with set aside a portion of their time each week for every staff member to do equity-based. Right. And that ranges and the clients who our clients are doing 10%. So if you're 40 hours, four hours a week is going into really learning and engaging in an equity way that gets self-defined on what their learning curve is. We also know that we need to have access to the full organization. So any organization that says yes, but you can't work with us. That's a flag for us, because if you want to create culture change, it has to be organization wide or else. The default is to pull back to where you've been. So if you have any group that's not moving, it can pull the whole organization back. That's not to say that we can't do work with staff and board, just oftentimes we have to do it separately at first, because they're in two really different places, but we've gotta be moving. And the whole organization, and that can include volunteers depending on how engaged volunteers are in the organization. So those are a couple of the things that we look for. We also talk very directly about clients, about the need for transparency with us. So we need to know that clients are going to tell us for real what's going on when it's happening, not a month later, right? Because we, by definition of the work we do, we come in and stir the pot. Right. Which means that things are going to come up and if we're not informed, because we're not there day to day, we're not going to hear it at the water cooler, which I realize is different in zoom world, but we're not going to pick it up in that same way. And we need to know that information is coming to us so that we can address things in the moment. It's really important to us, to not be the consultant that comes in, stirs everything up and then leaves. We have seen that happen so many times and it's really, really damaging to organizations. So we take a slow and steady long-term approach with our clients. We would much rather have you move like an organization, move an inch and stay there. Then move three inches and go back to where you were. It's really about that slow and steady progress. Always moving in the direction of equity.
Carol: Yeah. A couple of points are built there. I, I thank you for going to the point of readiness, because that's exactly what I was going to ask you about. Like, what are those signals or what are the things that you're looking for to know that an organization is ready to, to engage in the type of work and type of culture change that you're talking about? And one of the things I really appreciated is when I think when. We're talking about culture, people, it can feel very amorphous for folks, but the fact that you get as concrete as we're going to need, X percentage of staff, time to be dedicated to this over a period of time is it. I think that that's what makes it, that makes it real for folks we're not going to, it's not just an add on, it's not an extra, it's not a special thing. And, and your point around, training obviously is important and education is important. And yet it's not sufficient to change culture. Can you say more about what you've seen in terms of stirring the pot? And then I think it's, sometimes it's even just opening things up and not having enough time for some closure that can also give people just. Either hurt or confused, or just like, what was that all about? So lots of different things that some negative impacts that consultants can have, if they're not careful or haven't haven't to really help the client understand, help the organization, understand what partnership is needed to really make the change that they're looking for.
Terrill: To clarify a little bit about what we regularly see coming into organizations is that oftentimes we very often are the second, third, fourth consultant group that a client has worked with. And the pattern that we see is consultants coming in, asking a lot of questions, getting folks to bare their souls about what's really going on there. And then. Moving out without real change happening. And so we're finding people are really discouraged, particularly folks of color who have just put themselves out on the line to say, this is how racism is impacting me in our organization. And then it falls on like it just falls. It doesn't get held. And so part of what our approaches is that the trust building has to happen. At, in par with the level of racial equity work that we're doing, if that makes sense. So we can't, we can't go in and do a race like racism 400 when trust is not present. Right. We've got to have the trust to hold what comes up so that when the group is ready to actually hold the experience, then we can bring that in and start to make those shifts. But it's really, really damaged. To open it all up, bring people's hope up and then nothing changes. Right.
Monique: And it's really, I mean, just the level of hurt that we encounter and some of these organizations post multiple groups of consultants, and this is not to, in any way, like denigrating the consultants. Right. Because, they may have only been able to come in and there was only a certain amount of time that they were given right there constraints that they're working with. Right. But it's. Remarkable. Like how. Just how much, how many tears there are, that's present right. In the, in these groups and for both the folks of color. And then of course the white folks have a lot of fear right around, am I going to say the wrong thing? It's just okay. Like, what, what are the, what are the lines. They do feel like they're constantly changing. Right. And so, so our work is, like I said earlier, it's like, we really do see it in a lot of ways as healing work and, and really creating a space for folks where they are willing to take the risks with each other. But first it means acknowledging that there's been injury. And whether that injury. Intentional or unintentional it's there. Right. And, and we've worked with some groups where they're, they're ready to acknowledge that and release it. Like we even sometimes have done work activities that are like released rituals, right. For people to really name it and let it go. And as long as it works, What the heck are these people talking about, but again, where we're exploring and experimenting too. And then we have those groups where it's like, they hold on so tightly to the injury. And so we move even more slowly. Right. But, but as we're doing. We're naming, like, here's what we're seeing. And here's what, so we're constantly reflecting back to them so that they first don't feel like they're crazy, right? Like this is actually happening. And what agency do you have? What power do you have within the system to make the changes? That's also a part of our work is to see at all levels within the hierarchy that there's some power there. And so how. With the role that you have, how can you move this along so that you can move closer to fulfilling your mission? And I think the other piece is around talking about culture in general, because it's so invisible. Often we find that folks can dismiss its significance, right? Like how much it really impacts, how far you're getting along in your work and how you're able to. Really fulfill your mission. And so naming it and, and really identifying this is why it's so important, and there are moments where you see the light bulbs go off and you're like, oh, okay. This is why we do this work. Right. But yeah.
Carol: And I can imagine coming in after multiple attempts with different consultants to, to move the needle and having things, not, move forward. I can imagine that For some organizations, and clearly as you're, as you're describing, it really ends up creating harm in the organization. And at the same time, I'm guessing that it's also part of what unfortunately helps organizations be ready to receive. Commit in a way that they perhaps weren't in the first or second or third try. Yeah, I just, I mean, that's the story I'm making up, but
Monique: They're like, okay, we gotta do it, the stack,
Carol: Or they thought, well, if we just have these three trades, then we'll be good. And well, no, that wasn't, that isn't quite it.
Monique: Yeah, we're very clear with organizations that we don't come in and only do training, but that's just not our style. We really want to go in and build the relationships and, and help folks see how the training applies to their work. Because sometimes there's this disconnect, like, why are, why am I getting this training, on equity? When we're doing something that's completely separate. So we work to really show how it's integrated in.
Carol: And you talked about the process of building trust and going slow. I'm curious, especially with organizations that have gone through a couple of these processes, probably, multiple people have already asked them many questions, had those focus groups and had those interviews talk to people. They're like, oh my goodness, are we doing this again? Do I have to tell that story again? I'm curious how you approach that in terms of helping people open up again. Or to, to really build that trust.
Monique: Well one of the things we do is just first put it out there. Like, we know you have been asked these questions multiple times. And so sometimes depending, particularly on the length of time, that's it? This is between when the last group of consultants came and when we were coming in. Sometimes we take the reports to the other consultants. And really put that upfront. Like here's what we already know about you. Right. And we want to build on that. Sometimes there's been a good chunk of time. And so we do have to ask those questions over, but again, it's just putting it out there and being really transparent about it. And one of the things that Terrell and I do Is that we're working with the groups so that the groups are willing and able to make mistakes, like we demonstrate that like, we, we are very in the moment with our groups and particularly, oh yeah. I was going to say virtually, but just across the board, we're very. Present. And so in the moment, there are times when we're making mistakes with each other or stepping on each other and we just put it out there, right. Just show, Hey folks, we are going to make mistakes together. Right. You've done this before. You'll keep doing it. And, and we, we can do that and move forward. Right. So it shows them that we're not coming in assuming that they're all wrong and we have all the answers. Right. We're making sure that they don't have that perspective. Cause we, cause we demonstrate it. But, but we really. We, we, we, I think I keep going back to things and things, but we just, we can, we name like here's what's happened already. Here's where we're going to go. And here's where we'd like to go with y'all. So I feel like I might've been repeating yourself.
Terrill: No, I'm going to repeat what you said too. Because it was too. Then, to not say again, it's like a big chunk of our work is showing up and being really present with people and being really transparent. And that alone builds a lot of trust. So when we come in and say, we've heard all of this, we know we're the fourth consulting group to come in. We know the other ones haven't been successful and we don't want to leave you in that place. So help us figure out how we can be successful here. People. They shift their tone. And when we show up as full human beings who make mistakes, who are learning along with the client, people trust us more because we're not robots and neither are they. Right. And so we need to be all in it together. I think another important thing is that we move because we move slowly. I think that helps build trust. And that includes in the interview process. So we have had, multiple months before we've ever signed a contract where we're meeting with different groups of staff to make sure that they're comfortable with the decision to work with us because that's, especially if staff have been really burned in the past, that's an important process because we want them to be. Comfortable with the decision to hire us. And if they're more comfortable with another group, then they should go with another group. We know we are not the best consultants for every organization out there. No consultant is right. It's about finding the right fit. And so we encourage organizations. In fact, we push really hard. If people reach out and say, someone referred you, we'd like to hire you. I didn't say you should really talk to a couple of groups and make sure that we're right. We have the right approach for your organization and where you are, and we can help with that assessment. But ultimately clients got to make the decision when more staff are involved in that, I think the better.
Carol: Yeah. And so you're, you're almost starting the process by, by having that Len lengthy kind of, pre discovery, if you will. As, as you're working through, should we even be working together? Right.
Monique: I remember in our program, one of the classes said that. Every point of contact with the organization as an intervention. Right. And so like, I keep that in mind, when we're doing the interviews and when we're doing the interviews to be hired in the interviews with the staff and look at each step, I remember that, right. So that we know that we're impacting the system right. Each time, each time.
Carol: Yeah. And I think just the, the part that I think for any consulting project that thinks, oftentimes at least in my experience, organizations think, well, I'm just gonna hire a facilitator and you're going to come in and help us have a good conversation. And don't realize there's that whole process of talking to a lot of people getting a sense of where you are. And then, being able to reflect back to them, This is what I'm hearing. This is the snapshot of your organization now, so that, so that there is a common ground of that naming that you're talking about of and, and being able to just that act of being able to describe the organization to itself, to be so that it can say, or the folks in it can say, Yeah, that resonates or that piece doesn't, but I could see, just to be able to start that conversation.
Terrill: So we try to engage staff at every step of the entire. Process it, depending on the size of the staff that has to look different, right? A four-person organization of 400% organization looks really different when we're talking about staff engagement, but that's also part of it. It's leadership does not have the answers, right? The answers need to come from the entire organization. And so we try to engage staff as much as possible, along the way to get a lot of feedback. What is their vision? What do they want to see? How do they want to shift themselves? And what, what training and education work do they most feel like they need? Right. So we can build all of that. And we really deeply trust that the folks in the organization are the ones who know best what's needed. And our work is really to help synthesize that and open the door for them to be able to do that work.
Carol: And how does that show up in terms of equity work? Because sometimes I feel like there's a stance in that work that doesn't necessarily have that trust that the organization knows what it needs.
Monique: Well, in terms of how we approach equity work to kinda, to, to build the trust that we've been talking about and to really open the minds and hearts of the folks that we're working with, we generally have the philosophy that well, one. Equity work w we don't only focus it on race. Right. We look at the multiple aspects of identities. And so as we do that, we invite people to look at the places where they have identities that are privileged identities and the places where they have identities. Oppressed. Right. And so in terms of the modeling and the transparency and that Terrell, and I do, like, we share like our full selves with folks. Right. And acknowledging that, I have certain identities that are very privileged. I'm U.S. born, English speaking. I live a middle-class life. Right. And I have identities that are oppressed, right. I'm black, I'm a woman. I. I have a disability. So, what we do is we invite people to look at their whole cells, not just through a single, a single lens. And that really shifts how the conversation happens for groups. Right? So you've got, white folks who are used to being in the conversation where they are the oppressor, right. I mean, that's, that's what we're working with here. And we're saying, well, actually, you're more than that. Right. like you have many identities that you're holding where you're impacted by systems that. Take power away from you too. So, we bring that conversation into a group when we're talking about equity and we find that for the folks of color, for the trans folks, for the LGBT folks, It's a, it's a new way of looking at ourselves. Right. And that is, I mean, it's, it's really powerful to be part of those moments where the group's like, oh right. Because there's so much fear going into conversations around equity. And so we've found that that type of approach that's what causes the fear goes away, but it definitely just creates Compassion for each other. Right. That's one of our values that we really work with, but like, how do we create more compassion within these systems so that folks can see each other as whole beings and not just, you are the oppressor. I am the oppressed, like, that we're more than that.
Terrill: That's great money. I would, I also would add that to your question, Carol, about like, Do we trust that the organizations have the knowledge internally? Right. And, and what we have found is that yes, because they know enough to know what they don't know, or to know that they don't know at all, if that makes sense. Like, no, I mean, none of us, none of us have that knowledge that we need to. Right. Right. But we hear a number of our clients are predominantly white organizations that are really early in their learning journey. And we can absolutely work with them to help equitable culture when they come to us and say, we're early in our life, when they have a knowledge that they're early in their learning and they have a lot to learn and they can help us figure out what is it that they need to learn to be able to create this culture. Right. That is, that is actually a lot easier to work with in the organizations that come to us and sort of say, well, we already know everything
Carol: Might be one of your red flags.
Terrill: Right. Cause we're all learning. There is no end point to an absolute journey, right? We are all on the journey. The organizations, individuals, teams, all of us consultants as well are on a learning journey. And so I think when we really open up and tap in, we do know what we need to learn and where we need to.
Carol: Yeah. I love that that compassion piece is key in the work, ultimately it's about being a better human being and that's certainly a lifelong should be, hopefully it's a lifelong, if you're like check I'm good. I'm a good person. I'm missing out on what you might be learning. Right. So at the end of each episode, just to very much shift the focus here a little bit, I do ask an icebreaker question as a facilitator. Everyone looks to you and says, well, what are your icebreakers? And, and I say, well, they're in a box. I have, I have a box of cards that I use. So to, to, to go pretty opposite of where our conversation has been, I'm going to ask you this one. If you could arm wrestle any historical figure, who would you choose and why
Monique: I'm like, who am I willing to lose?
Terrill: Okay. I have a response. Also, you can keep these deals to give you some time, Monique. So my answer would be Bayard Rustin, and because I would love to be able to be in his presence so that I could do anything arm, restfully shake his hand, whatever, but he has, he has been a role model for me forever. I mean, I think I was first exposed to his work when I was probably 18 or 19. I actually worked at a summer program for kids from LGBT families and one of our tent circles where the kids lived was the Baird rest. Circle. And so just to know, like he was such, he was the brain behind so much of what Martin Luther king was able to do, but yet he wasn't recognized for it because he was gay. And the fact that at one point Martin Luther king basically kicked him out of the movement and then said to him, nevermind, come back. I can't do this without you. I just think that the amount of adversity he experienced that kept fighting for the rights of his folks, of people, of color, of black people in this country, even as he was facing homophobia within his group is really. So much of what we're dealing with today as well, and that we have to bring that stick to it. of even though. We are not perfect in any of our movements there isms all over the place in our movements. We have to both be addressing those and continuing to move the work forward. It's not an, it's not an either or, and I feel like he held that and balanced that so well, thanks.
Monique: I would say Harriet Tubman. Yeah. I mean, there's so many reasons why I would be more than happy to lose to her, but the main thing is that I found out maybe about five years ago that she had seizures and I have epilepsy. Right. And so whenever I start to feel afraid of. Facilitating in front of a group. Am I going to have a seizure? I've got like those tapes start going. I remember her. And I'm like she, 17, 18, 19 times went back and forth and freed people, right. Led them to freedom with the, without meds, without comfort, without all the things that I have. And so I'm like Monique. Get over yourself like you, that the blood that she has, you have to, like, you're made of the same thing. And so like, I would love to just be in her presence and just soak up some of that power. Cause she was just, I mean,
Carol: Awesome. Awesome breaths, two very powerful people that yes, we're willing to, willing to lose our arm wrestling match with. So for the two of you, what, what are you excited about? What's coming up> What's emerging in your work these days?
Monique: Well, we were just starting in the second phase with an organization that is a very nature based organization. And we have the privilege of being able to work with them for like a year and a half. So we're really able to dive in deep with them and we can integrate all of our. Things like when we talk about the natural world and how that reflects what's happening within the organization, it's like we can do this in a really direct and explicit way with this group in a way that we can't with some others. So I'm so excited about where we get to go with them and, and how we'll get to go out and hug trees together.
Terrill: I'm also excited for the ability to have in-person retreats again, like I, I thought it was here and then it wasn't. And so I'm holding onto the hope that it will be here. Again. One of the things that we've learned over the last year and a half is that we can do really deep work remotely. And it really surprised me. I will completely acknowledge, I didn't think we could do it. And we have, and. It doesn't feed me as the facilitator in the same way, because we put people into breakout rooms on zoom and they just disappear and we have no idea what's happening. Right. And then they come back. And so to be in the room where we can feel the energy of the group in a completely different way and be fed by that, I'm really looking forward to being able to do that and cross my fingers. It will be relatively soon. Yeah.
Carol: Yeah. Although I do, I do love being able to hit a button and have everyone come back. Well, thank you so much. It was great talking to both of you. I really appreciate the time you spent with me and my wireless.
Terrill: Thank you. Thank you, Carol. It's been really, really fun and I'm really appreciative of the work you're doing and this podcast. Yes. Yes.
Monique: Yep. Fantastic. Thank you so much. Awesome.
Carol: I appreciated the unique perspective that Terrill and Monique brought to our conversation about organizational culture change. Especially that so often they are coming in after 2 or 3 or 4 attempts have already been made to shift culture. Those may have started with doing a few training sessions, perhaps a few facilitated conversations. And then wondering – why haven’t things changed yet. They underscore what it really takes – the full investment that is needed to change your culture and create a healthier, more intentional, more equitable culture. And why so often after several rounds of attempts, slowing down and attending to relationships – building in time for healing is so important. And showing up as full human beings who also have made and will continue to make mistakes is so key.
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 Terrill and Monique as well as any links and resources mentioned during the show in the show notes at missionimpactpodcast.com/shownotes. I want to thank Izzy Strauss-Riggs for her support in editing and production as well as April Koester of 100 Ninjas for her production support. If you enjoyed this episode, please share it on your favorite social media platform and tag us. We appreciate you helping us get the word out. Until next time!
Your organization is designed for a specific mission with the goal of having an impact in the world. The world will be different in some way because of the work you do. Homeless people are cared for and fed who wouldn’t be otherwise. First generation college students increase their understanding of financial aid so that they can make better decisions about paying for their education. They’d make costly mistakes without you. Emerging leaders in marginalized communities are supported to strengthen their self-awareness and skills so that they can advocate for their community. You undertake the activities and programs with the aim of furthering your mission. Have you taken the time to look at how all the pieces fit together and whether it all adds up?
Creating a picture
When you create an impact map, you create a visual representation of what your organization is doing and how it creates the impact you want to have in the world. It makes clear how you leverage resources and organizational capacities to deliver your core strategies to achieve tangible results. By creating an impact map, you are able to create a model that illustrates your beliefs about the change you are trying to make.
It also can help you uncover the assumptions inherent in your programs and activities. You can also describe what short, medium and long term outcomes you believe result from each program or activity. A good question for identifying assumptions is to ask, “what has to be true for this outcome to happen?” These essentially are the hypotheses embedded in your program design.
Are there gaps in logic?
Once you have created your map and identified the assumptions inherent with each program, you can consider how you might measure whether you are having the impact you are aiming for. An impact map can also uncover gaps in your logic.
Creating shared understanding
Engaging in the process of impact mapping can be a useful exercise for staff and/or your board. Have small groups create an impact map of your organization. Then compare the maps. Do people envision the same organization? Where are the gaps in knowledge and understanding?
Once you have agreement on your organization’s impact map, take it one step further. Have a conversation about the implications of the map. Ask questions such as:
Think this might be helpful for your organization and would like some help? Inquire about a coaching session.
Sustainable nonprofit organizations stay strong by paying attention to five key areas – vision, mission and strategy, leadership, communicating value, revenue generation, and engaging stakeholders.
Organizations that fail often are tripped up by trouble in one or more of these areas. They allow mission-creep. They fail to generate sufficient unrestricted income to support the on going operation of the organization as well as new initiatives. They fail to tell a compelling story of the work they are doing and the impact it is having. Their leadership becomes insular and stops engaging with stakeholders, often assuming they already have a good sense of their needs and wants.
Vision, mission and strategy
A compelling vision of how the world will be different because of your work is not enough if you do not couple it with specific strategies to achieve that vision. Organizations are stronger when they invest the time and energy into periodic strategic planning – taking a step back to assess their current state and set a limited set of goals for a three or five year period. But this is also not sufficient. Those larger goals then need to be translated into the organization’s annual work plan. Both volunteer and staff work needs to be tied to achieving those larger goals. Those work plan goals are ideally “SMART” – specific, measurable, assignable, relevant and time bound.
The organization’s long-term health is best served when there is shared leadership between the staff leadership and board. An organizational leadership who discusses strategic issues, has clear goals that they are aiming for and makes sure that they have access to good information and data when making decisions positions the organization for success. A key role of leadership is also to ensure that staff has access to the tools and resources they need to effectively do their jobs.
Becoming internally focused is a mistake that is very easy for organizations to slip into when confronted by the rush of the urgent. There is a creative tension between your leadership holding your vision and setting strategic direction and ensuring that you are also engaging with the constituents you serve. Taking the time to see the world from their vantage point and understanding their needs and their pain points. Without this, the organization may waste time and resources creating programs and services that are not relevant to the constituents they aim to serve.
A truism in the nonprofit sector is “no money, no mission.” This saying reminds organizations that they will not be able to pursue their mission for long with no resources. While a nonprofit does not pay dividends to share holders, it can have programs that are profitable. It can – and should -- be profitable – or have net assets in nonprofit accounting language at the end of the year. An organization with a break-even will constantly struggle to remain financially viable. Leadership needs to understand the organization’s business model, including its revenue engine. What is the mix of revenue sources – both traditional fundraising and earned income that build the organization’s capacity over time? Relying solely on grants endangers organizations because most often those funds are restricted to a specific purpose. They support (and create) work but do not necessarily support the organization overall.
To raise funds from individuals and from organizations, organizational leaders need to be able to effectively communicate the value that the organization produces. What are the compelling stories that demonstrate your impact? Have you defined how you achieve your impact, including the outcomes of your work? Are you measuring that impact so that you can demonstrate the change you are affecting?
Use this Organizational Sustainability Assessment tool to see where your organization is strong and what needs attention.
Would you like to talk more about how this applies to your organization? Inquire about a free coaching session.
This is the third part of a series of posts on the mistakes organizations make in strategic planning. The first reviewed how plans lacking buy in from key stakeholders usually end up gathering dust on the shelf as well as how to avoid that outcome. The second explored how some planning processes do not ground themselves in real data, relying instead on anecdotes. I also discussed how visioning can sometimes go too far, creating plans that lack connection to the organization’s actual capacity. In this third post, I will discuss two additional mistakes that get in the way of an organization having a successful planning process.
Getting overly complicated can show up a few different ways. Sometimes it’s the process itself. Organizations trip themselves us when they try to tackle too many strategic issues through one planning process. The process gets bogged down. People forget why they started the process in the first place. At the end of an overly complicated process, people are often so tired that they have little energy to implement the wonderful plan they have just created. Keep your focus on 2-3 major strategic issues and keep the process moving for success.
The plan itself can also be overly complicated. A strategic plan that ends up too long and too detailed often tries to nail down all the actions steps in advance. The big ideas get lost in the pages and pages of graphs and Gantt charts. Keep the strategic plan itself simple – a few pages with 3-5 big goals that will orient the work of the organization. The details should go in an implementation plan, focusing on the first year’s work plan.
Failure to operationalize
Failing to operationalize the plan is one of the most frequently mentioned challenges by consultants working with organizations on strategic planning. When your strategic plan is not connected to your regular management practices, you set yourself up for failure. Staff and volunteer work plans need to be driven by the large strategic goals with details on what action steps will move the organization closer to those goals. I worked at one organization at which a lot of effort was expended to connect volunteer groups actions to the strategic plan. Yet the strategic plan had no impact on staff work plans. This practice missed a key element to increase the likelihood of the plan’s success.
Budgeting is a second key area for operationalizing the plan. Remembering that a budget is nothing more than a plan in numbers, when the budget does not support the strategic goals then progress is unlikely. Are new initiatives being adequately supported with investment?
Be sure to create a process for monitoring progress and making tweaks to the plan as needed. Staff and volunteers should be reviewing it regularly, acknowledging and celebrating where progress has been made and adjusting as appropriate.
Keep it simple
So keep it simple – both in your planning process and in writing the plan itself. Think about how you will operationalize the plan and integrate it into the your regular management practices at the beginning of the process.
Want to talk about how you might apply this at your organization? Book a coaching session.
I help the helpers. When a major disaster happens or tragedy in the news, a video from Mr. Rogers often makes the rounds on social media. His mom told him to look for the helpers. I will be way further off to the side than what he describes--not even on camera. Instead I will be in conference and project rooms of
nonprofits and associations that either serve the helpers or directly serve marginalized people. I will be working with those helpers to make their organizations healthier, to be more strategic, and innovative.
Why do people do it that way?
I have worked in the nonprofit sector almost my entire career. Over time I learned that while the mission always motivated me, I was more interested in how people did what they did – how they worked together. And what got in their way. They were all trying to have a positive impact in the world. Why did it seem like such a struggle much of the time? I read lots of books and ultimately went back to graduate school to try and get some insight into that question. I learned about how groups and teams work, how to design organizations, how to create strategy, how to cultivate innovation and the importance of organizational culture. And much more.
Making the values real
I believe nonprofits are more likely to have a greater mission impact if their ‘inside’ matches their outside --when the values they espouse for the change they want to see in the world match how they treat each other and go about their work. I believe that these organizations can be great places to work AND have a great impact. They don’t have to choose between those two.
Turning down the static
By being internally healthy, the organization turns down the static in their system. If the people investing their life to achieve these important missions are freed up from expending energy on internal inefficiency or supporting a poorly performing team, they are then able to apply that critical energy on achieving their goals.
Tapping the group's brilliance
One way to turn down the static is to get clear on the organization’s strategy. Being clear and focused on where you want to go, what you want to achieve and how you will achieve it taps into the brilliance and energy of the group. The challenges these organizations are facing require innovation. Yesterday’s solutions are not sufficient. And for innovation to work the organization’s culture needs to be open to it and create space for creativity, experimentation and even failure.
This type of work plays on my strengths. I am good at seeing connections and simplifying a lot of detail into a few big goals. I love working with people to help them figure out new and better ways of doing things. To offer people structures and processes to make manageable what otherwise might feel very overwhelming and impossible to tackle. I love helping groups imagine new futures and then helping people realize those.
By investing in women and children, communities improve. Families' health improve. Women invest in those around them and they contribute to a virtuous circle. By serving those who work to support thriving families, communities and a sustainable economy, I can also contribute to this virtuous circle.
I am here to be a catalyst, like a river current that propels people along in their good work so that they can do it with more ease. People want to be happy and engaged at work and do work that matters. Yet not lose themselves in the pursuit of that work – no more martyrs to the cause. I want to help that come alive in the world.
Want to talk about how you might apply this at your organization? Book a coaching session.
My passion is helping nonprofit organizations and associations have a greater mission impact.
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