Have you ever been in a volunteer or board meeting where one person suggests a course of action and everyone just goes with it, without really questioning the viability of the solution? Conversely, […]
Tag Archives | nonprofit management
It’s occurred to me that we spent a tremendous amount of time persuading others. And yet, we spend little time understanding how to do this well. Maybe it’s also time to figure out how to get better at “buy in.”
Gathering candid opinions from your volunteers will help you gain insights around what you need to improve. Despite our best efforts, however, sometimes our surveys raise more questions than insights and don’t help us understand the specific actions we need to take next. If that’s the case for you, here are some suggestions that I hope will help generate the rich, actionable feedback you need.
On this day of remembrance, I’m reflecting on how well (or poorly) we dare to dream and have the courage to share our deepest aspirations. Are our volunteer recruitment efforts failing to inspire?
The more I work with nonprofits trying to get the word out about what they do and what they need, the more I realize that the good old-fashioned news release has become obsolete. So, ditch it…instead of spending time trying to court the mainstrem media, generate your own buzz by focusing all of your energy on promoting positive word of mouth marketing.
I’m working on my eBook “the Volunteer Manager: The First 90 Days,” and because people struggle so much with time management, I’ve decided to include some tactics that have worked for me.
Through the interview process with my future boss and colleagues, I saw a bright light at the end of my tunnel. It seemed to be an innovation-friendly environment. I could grow, test new ideas, and make a big difference. All good. A few weeks into my job, my boss handed me a tiny little tome, Orbiting the Giant Hairball. “Read it, you’ll need it,” she said mysteriously.
As you may have noticed from my recent posts, I’ve become more and more fascinated failure and with how people learn from it. One way to become more resilient is help your team learn from their experiences by making it safe to fail. Supporting emotional safety is important, and you can do this by avoiding the blame game.