Mission: Impact podcast
Build a better world without becoming a martyr to the cause
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 In episode 11 of Mission: Impact, some of the topics that Carol and her guest, Nyacko Perry, discussed include:
Additional Resources:
BoardSource 2017 research on demographics of nonprofit organizations - Leading with Intent report. Guest Information: Nyacko Perry utilizes a systems-thinking approach to assist individuals, community groups, and organizations, in creating more inclusive cultures. Her decade long career as a transformational change agent includes national and international facilitation with non-profit, corporate, and government agencies. Nyacko is the founder of Yin Consulting, a collaborative focused on personal, organizational and systemic healing. She is the Organization Development Partner at the much-anticipated Comfort Kitchen, a restaurant, community meeting space, and a food incubator dedicated to fostering collaboration, cross-cultural understanding, and community engagement. Nyacko also serves as a member of the Advisory Board for the Action Boston Community Development, Inc. Roxbury/N. Dorchester Opportunity Center. Nyacko holds an M.S. in Organization Development, with distinction, from American University. She is also a 500-hour professional level yoga teacher, an Afro Flow Yoga® certified teacher, and weaves her mindfulness expertise into her consulting work. Links:
Click "Read More" for transcript:  This week we’re talking to Arielle Goodman, Jenny Hegland and Jessica Srikantia. We talked about:
Resources mentioned: Otto Schwarmer and the MIT Presencing Institute www.ottoscharmer.com/ www.presencing.org/ Thomas Huebl thomashuebl.com/ Arielle, Jenny and Jessica are a team of colleagues that has been working together for the past six months to discover how they might be of service as a collective. Their work exists in cultivating the spaces between, such as in-between people during times of transition and not knowing, spaces within our own selves, or the connective tissue of complex systems. Together, they explore what is possible in and from wholeness. They are committed to transforming themselves into alignment with life, so that they can support this work in the broader world inclusive of and beyond their individual selves. Their areas of expertise include navigating uncharted terrain in times of uncertainty, helping systems see and sense themselves, and practicing sacred relationships with team and stakeholder groups. Links: www.linkedin.com/in/jennyhegland www.linkedin.com/in/jessica-srikantia-206797173/ www.linkedin.com/in/ariellegoodman/ Click "Read More" for Transcript:  This week we’re talking to Beth Sperber Richie. We talked about: • What is burn out is and why burn out is so prevalent in the nonprofit sector • What the research shows about rest and productivity for organizations. • What vicarious trauma is and how it impacts staff and an organization’s culture. Beth Sperber Richie, Ph.D. is a licensed psychologist and consultant in private practice in the Washington, D.C. area. Dr. Richie works with non-profit leaders on how to sustain their staff and their mission given the grind of social change work. She gives workshops and presentations on managing stress and burnout, vicarious trauma and compassion fatigue, improving cross-cultural communication and counseling skills and setting boundaries for front-line employees. Her workshops focus on practical skills and engaged involvement of all participants. Beth on LinkedIn Click "Read More" for Transcript:  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. Links: https://rcmstrategicconsulting.com/ https://twitter.com/RCMStratConsult Click "Read More" for Transcript: A Buddhist monk, a leftist guerrilla warrior and a technology executive walk into a bar called Changes. “Ah the nature of change,” the monk says, “the world is always in flux, permanence is an illusion and attachment to permanence is the cause of suffering.” The leftist guerrilla replies, “But Mao said there must be a great leap forward.” The tech executive says, “Fast Company says change is happening faster than ever and we must always be the next big thing.” The bartender shrugs her shoulders and asks how each of them is planning to pay for their beers. “Everyone with ATM money again?” she says, “Go somewhere else to make your change.” Can you manage change? Sorry for the poor attempt at humor. People talk about change management and say that that is what they do. But can you really manage change? I believe you can be intentional about moving toward change. Yet saying you are managing change gives an illusion of control that I do not think is real in dynamic human systems. Organizations are human systems and are describes as “intelligent, creative, adaptive, self-organizing, [and] meaning-seeking” as Meg Wheatley described. While you can force change on people, I do not believe you can force people to change. A sparkThere typically is a spark that initiates the change. This could come from outside the organization – a crisis, a major shift in the market, a new mandate or regulation. Or it could come from inside the organization in the form of a vision championed by either formal leaders or through a bottom up effort of informal leaders. Focusing the effortWhen done well, the organization will take advantage of the spark by being intentional in focusing the change effort. Is the organization ready to change and makes the best of the challenge or opportunity? How will leaders choose to invest the time, energy and resources into envisioning and implementing change? What new structures need to be created to support the desired change going forward? Meaningful dialogueCreating organizational change intentionally means taking time to thoughtfully design and engage in meaningful dialogue. Does the past need to be mourned before a new beginning can be imagined? Is the environment safe enough for people to bring their whole selves to the endeavor? If not, what will increase those conditions of safety? Systems of supportOnce the change is implemented –whether it is new goals and aspirations envisioned in a strategic plan or implementing a new technology system or building a new program – ensuring you have systems in place to support the new change and allow it to take hold is key. Identifying, harnessing and sharing stories of success can be a powerful way to help the change stick.
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Grace Social Sector Consulting, LLC, owns the copyright in and to all content in and transcripts of the Mission: Impact podcast, as well as the Mission: Impact blog with all rights reserved, including right of publicity.
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