Your organization is designed for a specific mission with the goal of having an impact in the world. The world is 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:
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What does all this growth mean for us going forward?
Challenge: An education related organization had accomplished all the key goals in their current strategic plan. Over this period, the organization experienced substantial growth both in the number of clients it was serving as well as the scope of the services they were providing the field. With the increased staff strength, the board had become accustomed to relying on staff for direction and strategic thinking. The organization needed to assess the implications of this growth, ensure that there was alignment of staff and board in order to set direction and clear goals for the next 3-5 years.
Approach: After interviews with each of the board members, and external stakeholder interviews as well as focus groups with staff, I facilitated a one-day retreat with the board and staff leadership. The retreat focused on:
• conducting an environmental scan to identify key trends impacting the organization’s work,
• reviewing the themes from the interviews and focus groups and discuss their implications
• envisioning the organization’s future impact on the field,
• resulting in identifying two to three key strategic goals for the organization.
Results: The organization now has a new strategic plan with clear support from both the board and staff leadership. The process helped the board step into its strategic role. Board meetings now have time dedicated to focusing on strategic questions. Staff leadership was also able to recognize how some of their actions encouraged the board to rely on them. Thus they are now equipped to make different choices moving forward. They can be clearer about what is staff work and what is the board’s responsibility.
Are our board and staff focused on the right things?
Challenge: A local land trust organization had a regular good practice of conducting a board self-assessment each year. Over the past couple years, a few indicators created some concern. The group decided it would benefit from outside facilitation for its annual board staff retreat to dive into the issues raised in the self-assessment, including roles and responsibilities between board and staff.
Approach: In addition to the board self-assessment results, I conducted a survey of staff and board. My goal was to learn about the board’s current concerns and to understand the staff’s perspective on the organization’s current state. During the retreat, after a brief presentation on nonprofit life cycles, the group considered where their organization stood in its development. I then shared the themes from the survey and had the group discuss the implications.
Board and staff learned that they had more in common than they thought on their perspectives of what the organization needed to improve in terms of operations. It also became clear that the board was eager to stay at the governance level and focus on longer-term strategic issues. Through small group work, the groups considered its current initiatives and areas for future development and sketched out next steps. The group then gave each small group feedback.
Results: Through the retreat, the board and staff were able to open up conversations focused on roles and responsibilities that they had had some trepidation about addressing. The conversations revealed more agreement than individuals had expected. The group identified areas for growth and left with increased clarity on roles, goals and next steps.
Challenge: Nine new executive directors came together to create a learning community for conservation movement leaders. The group aimed to learn about topics related to nonprofit management, governance, institutional advancement, and healthy partnerships. While the group could pursue organizing the learning program by themselves, they decided they would be better supported by a facilitator who would create the content and lead them, working collaboratively with the group to create a program that met the group’s needs.
Approach: After interviewing each of the participants about their hopes for the program as well as the challenges they were facing with their organization, I worked with a planning committee to plan the monthly learning sessions. Each participant completed a self-assessment of their executive director competencies and drafted a professional learning plan to define their learning goals for the program.
During each monthly session we used half the session to dive into a topic and the second half for the group to participate in peer coaching circles. Peer coaching circles can take a number of different forms. To keep it simple, I set two basic ground rules for the time. Each person would present their challenge briefly and then the rest of the group would ask questions for a set amount of time. This process helped each person think aloud about their challenge and the questions from the group helped them consider aspects that they might have missed. This also provided the ‘questioners’ practice with being in a coaching stance, rather than jumping in with a solution. This was a useful skill for them to develop as they supervise staff. In between meetings, pairs met as accountability partners.
Monthly topics included organizational culture, staff management, board development, strategic planning, mapping organizational impact, and creating a organizational dashboard. We culminated the program with a retreat that combined time with accountability partners, focus on a couple content areas as well as topics identified through an open space process.
Results: Participants reported that they:
Felt less alone. “It’s lonely at the top.” This sentiment was expressed early on as the peer-learning network was forming. Being able to compare notes, share wins and challenges and get feedback from peers was invaluable. It helped those in the network feel less lonely as they developed a group of trusted colleagues to whom they could reach out in times of doubt and challenge.
Thought bigger. Several participants came into the program feeling confident about their abilities in running programs. They were unsure, however, about shifting to a more strategic level of organizational leadership. Through feedback from participants and others, they were able to shift their perspective and see how they could take their program management skills and use them as the foundation for their strategic work as executive directors.
Built accountability. For new executive directors, this may be the first time they’ve worked without a direct supervisor. To help each participant achieve their goals, they paired up with an accountability partner and regularly met to discuss their progress. This practice is grounded in research that shows that if you write down your goals you are more likely to achieve them. If you share them with another person and then check in with that person on how you are doing on your goals, you are even more likely to follow through. These pairings not only helped participants advance their work, it strengthened their connections within the network.
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Emerging from Crisis
Challenge: A small watershed organization had survived a tumultuous several years after the death of its founder and long-standing executive director. During the founder’s tenure, the board had been a following, governance board. The board led by a new board chair had navigated many challenges including an unsuccessful merger attempt, theft by a caretaker at one of the organization’s properties and other problems. The board decided the organization needed to take stock and reimagine itself, making the most of the legacy left by the founder and rebuilding an organization to meet both today’s realities and live into a new vision its future.
Approach: I interviewed the board members and supported board members as they interviewed external stakeholders. Through the interviews, it became clear that the organization while it wanted to engage in longer range strategic planning it was only in the position to do short range planning. Most board members had been involved with the organization for years and many were burned out. Yet some found it challenging to let go and allow new leadership to emerge. Many had come on during the founder’s tenure and were not prepared to engage in the hands on work that the organization now needed from its board and it now had no staff. I facilitated a one-day retreat to help the group uncover what they had learned from their experience and think about where the organization stood in terms of the phases of development that nonprofits typically go through and what it meant for what was required from the board at its present stage of development.
Results: Over the course of the organization’s several years of turn around, the board chair had essentially been working part time for the organization without compensation. During the retreat, the board decided to make her executive director and pay her for her work. A new board chair was named. Several board members announced their departure making way for new leadership to engage with the organization. The board also set several short-term goals for the year.
Building Shared Leadership
Challenge: A well-respected state level education nonprofit decided to celebrate its 30-year anniversary by engaging in strategic planning to envision its future and set goals for the next 3-5 years. The organization had emerged from a challenging period in its history during which long-standing but no longer financially sustainable programs were sun-setted. The executive director who had been with the organization since its founding hoped to strengthen the organization’s staff and board leadership by increasing shared leadership. The board was small and the majority of it members are relatively new to the organization. The executive director priorities included considering whether the organization’s name adequately represents its work; how to build capacity within the staff and board for greater shared leadership with the executive director as well as longer-term succession planning.
Approach: I interviewed all the board members, external stakeholders as well as the staff. I facilitated a session with board, staff and a few external stakeholders that encompassed a look back at the organization's accomplishments over its 30 year history, considered the trends in the wider environment impacting the organization and reviewed the themes that emerged from the interviews. The group then discussed what implications the trends and themes had for the organization as it considered its future direction.
Results: Through the interviews a number of issues emerged including the weakness of the board. Through the feedback and discernment process in the first session, the board decided to take a break from strategic planning and focus on its own development. Six months later the board had recruited new members and taken steps to create more a sense of shared leadership with the executive director.
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My passion is helping nonprofit organizations and associations have a greater mission impact.