You don’t have to work harder. Work happier!
Let’s shift your organizational culture
As a nonprofit leader, you’re stuck between higher-up expectations and your staff’s savvy. You hold the vision, but your staff isn’t aligned on how to deliver the mission – creating real conflict. You’re stuck in the weeds of micromanagement.
Fights are breaking out in staff meetings and employees are making up stories, resulting in gossip. You’ve got your pro bono labor attorney on speed dial, fearful of another worker’s comp stress claim.
This all relates back to culture, but you still feel like a “bad” leader. You wondered if you hired the right people if you’re the right fit for this job, and why your team just can’t get along.
Let’s build a plan to resolve and prevent burnout at your organization.
We can work together on …
#1: Coaching newer leaders on emotional regulation as part of succession planning
#2: Rewiring a culture entrenched in burnout into one rooted in health, wellness, and success
#3: Learning to manage up (to a board or executive leadership), managing self, while also managing a team
#4: Bringing in additional revenue because your processes and interdepartmental workflows are seamless
#5: Facilitating collaboration between departments by breaking down siloes, so you can all work together towards common strategic goals
#6: Freeing up your time for visionary strategic work and relationship building, instead of being stuck at your desk
#7: Ensuring every team member understands expectations, outcomes, and how to get there – resulting in a happier, healthier environment
What happens when we work together?
- Based on your Needs Assessment, we’ll develop a strategic staff wellness plan to achieve your objectives through culture building.
- Now comes the real work. We’re going to use Emotional Connection Process (EmC) to truly understand where the divide lies and get to the root of workplace tension. We’ll identify the emotions, triggers, and negative cycles perpetuated in your current culture so we can transform it.
- Over weekly accountability meetings, we’ll teach your team foundational leadership skills, emotional intelligence, and self-regulation to build organizational maturity and a healthy culture.
- Quickly, you’ll begin to realize the benefits of a staff wellness plan that aligns with your strategic plan. It’s a foundational way to get everyone on the same page before embarking on a fundraising or strategic plan.
- Optionally, you can add on fundraising planning or strategic planning in conjunction with organizational coaching.
Schedule a complimentary 30-minute pressure-free consultation.
Frequently Asked Questions
What’s the time commitment?
This is a three-month process with additional coaching available for leaders, as needed, to help manage deep rooted conflicts that may continue to present.
During the three-month commitment, the Executive Director and management team will spend two hours per week on this process. This includes the initial assessment, identification of needs, and working through the interventions (i.e. managing emotional triggers, practicing effective communication and collaboration) together.
This sounds touchy feely. Is this really for my organization?
If you are unwilling to step into uncomfortability by addressing the bubbling emotions that continue emerging as: fights, gossip, not getting work done, staff turnover and burnout – it will continue in a perpetual cycle.
But if you are willing to get vulnerable, your new emergent culture will drive your mission forward in a way that almost feels magical. You can get rid of the invisible (yet, always present) tension or begin to talk about the issues and address them with organizational maturity.
We’ve tried so many things before, like removing the “problem child” and bringing in an expert to train our team. What will be different this time?
Remember, the problem usually isn’t a person … it’s systemic. A one-time workshop or training won’t unravel deep problems, either.
Instead, we discover the root of the issue and develop individualized, tangible action steps. You’ll also have a long-term container for accountability to prevent conflict from bursting up. You’ll also have hands-on tools, techniques, and resources for your entire team to increase their collective emotional intelligence and create a healthy workplace culture.
How do I know this is right for our organization?
Do any of these sound familiar?
- Your staff experiences frequent sickness and unexpected absences that prevents individual and organizational growth
- The high turnover rate means your organization can’t experience the fruits of people’s labor (especially for Directors of Development and relationship-driven roles)
- Your employees are not using their sick time or benefits, therefore not serving as great models and mentors for the community you serve
- Departments butt heads when they come together, especially externally facing and internal teams (i.e. fundraising vs. programs)
- Talking in circles during meetings. Or, you might develop action steps but nothing actually happens in between report-out meetings.
These are all symptoms of an unhealthy workplace culture that’s rife for burnout. Even if one of them resonates, organizational coaching may be right for you.
You can proactively prevent workplace conflict and create a culture where your community thrives.
Take the first step and book a complimentary 30-minute consultation.