Remove Activism Remove Collaborations Remove Organizational Change
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When Does Interim Nonprofit Leadership Make Sense?

Blue Avocado

The ideal attributes of the interim were carefully deliberated; this step enabled the chosen candidate to execute organizational change and, importantly, help build back the trust that was violated. Several best practices came into play here: The nonprofit engaged an interim only after a thorough investigation by outside experts.

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How to Transform Strategic Planning for Social Justice

NonProfit Quarterly

By providing human-to-human connection and space for staff to process emotions that resurface from the prospect of organizational change, staff were able to contribute from a place of real agency. In turn, the strategy eventually articulated in SiX’s strategic plan also lived within the organization’s people and work.

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Announcing the Mid-South Nonprofit Conference Speakers!

Momentum Nonprofit Partners

Creating a collaborative and uplifting workplace culture can help employees feel heard, acknowledged, and understood. These small changes build upon each other and can lead to increased productivity and employee engagement. These small changes build upon each other and can lead to increased productivity and employee engagement.

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Six Threats to Organizational Transformation

Momentum Nonprofit Partners

Whenever there is organizational change, those with power who are fearful that they will lose power will often exert unnecessary force to swat away potential changes. Echo Chambers One of the most dangerous phenomena during an organizational change is to make decisions in an echo chamber. What do I mean by that?

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Call for Speakers: 2023 Nonprofit Talent Summit in Memphis, TN

Momentum Nonprofit Partners

Managing organizational change : Managing organizational change is one of the most important aspects of nonprofit leadership, and no nonprofit has been left untouched in the wake of the seismic shifts to our culture in the last few years.

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Making Economic Democracy Work: How to Practice Shared Leadership

NonProfit Quarterly

By naming what is wrong, it becomes possible to begin a journey through organizational change. Once a problem is identified, the first necessary phase of change involves developing new alternatives. If drawn into these patterns, the liberatory organizational change the group was aiming for becomes fragile and tenuous.

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An Experimental Approach to Early-Stage Nonprofit Governance

Stanford Social Innovation Review

The foundation has also started a capacity-development program for nonprofits in collaboration with Root Impact , an intermediate support organization. After an open recruitment process, the board selected two as members who could both relay the concerns of each group to the board and actively contribute to policymaking.