Board of Directors
Over the past few years I’ve developed a Social Velocity library of books, step-by-step guides, and webinars. My hope is that these tools can make the concepts I use with my consulting clients accessible to smaller and start up nonprofits who aren’t ready for or interested in a customized approach.
The tools follow the methods I develop in my consulting practice (like creating a financing plan, growing the board of directors, designing a theory of change) so when my consulting approach changes over time, the tools must change as well.
Which brings me to the Design a Theory of Change Guide. I created this guide a couple of years ago, but I recently changed the Theory of Change framework I use with my clients. I used to follow a more traditional logic model approach, but over time I’ve come to realize that there are really five specific and complex questions that make up a Theory of Change.
And those are:
- What is the target population or populations you are seeking to benefit or influence?
- What relevant trends in or changes to the external environment are occurring?
- How and where are your core competencies employed?
- What changed conditions do you believe will result from your activities?
- What evidence do you have that this theory will actually result in change?
The completely revised Design a Theory of Change Guide walks you step-by-step through answering these questions and creating your nonprofit’s own Theory of Change.
A Theory of Change is a fundamental building block to everything that your nonprofit does. Because without a Theory of Change, you won’t know what you are trying to accomplish, how you will get there, or whether you are moving towards it, and you certainly won’t attract the funding necessary to get there.
A Theory of Change can strengthen your nonprofit in many ways:
- Guides your strategic planning process. If you understand your nonprofit’s overall Theory of Change and what you exist to do, it is much easier to chart a future course.
- Helps revise the vision and mission of your organization, making them stronger and more compelling.
- Gives a framework to prove whether you are actually achieving results and creating real social change.
- Provides a filter for new opportunities as they arise. Do new opportunities fit within your Theory of Change?
- Engages board members and other volunteers, friends and supporters in your work. If people understand the bigger picture, they will be more inclined to give more time, energy, and other resources to the work.
- Allows staff to understand how their individual roles and responsibilities fit into the larger vision of the organization. This can increase staff morale, productivity, communication and overall commitment to the organization.
- Provides the basic argument for a case for investment or other fundraising messaging. With a Theory of Change, you can articulate what you are working to achieve, in a compelling way.
A Theory of Change is so fundamental because you cannot chart a strategic direction if you don’t know what you are trying to change. And you can’t prove that you’ve changed something unless you have articulated what it is that you want to change in the first place. And you certainly can’t convince funders, volunteers, and key decision makers to support you if you can’t tell them what you are trying to change and whether you are actually doing it.
So to truly create long-term social change you must start with a Theory of Change, which is why I encourage every nonprofit engaged in social change to create one.
You can learn more about the Design a Theory of Change Guide and download a copy of it. If you downloaded the previous Theory of Change Guide and would like the newly revised version free of charge, let me know, and we’ll send it to you.
As always, you can see all of the Social Velocity books, guides and webinars available for download on the Social Velocity Tools page.
As I mentioned last month, the Leap Ambassadors (of which I am a member) recently released the Performance Imperative, a detailed definition of a high-performing nonprofit. Because I think the Performance Imperative is so important and every nonprofit leader should understand it and begin to use it, today I am kicking off a series to describe, one-by-one, each of the seven pillars of the Performance Imperative.
I think the Performance Imperative is so exciting because it can serve as a north star to the nonprofit sector, helping organizations analyze their own performance and create a clear roadmap for improvement.
As Lowell Weiss, one of the leading architects of the Performance Imperative, explained in my interview with him last month:
High performance is all too rare in our sector today. In fact, we don’t even have a commonly accepted definition of the term “high performance.” The Performance Imperative is our attempt to create that common definition and then start the process of creating guideposts to help nonprofits who are motivated to improve their performance for the clients and causes they serve.
So, first up in this series on the Performance Imperative is Pillar #1: Courageous, Adaptive Executive and Board Leadership.
Without true leadership, at both the board and staff level, you will achieve little as a nonprofit. This pillar is about asking hard questions, pushing the organization toward excellence, continuously improving and taking nothing for granted.
You can read the full description of Pillar #1 in the Performance Imperative, but here are a few key elements present in nonprofits that exhibit this pillar:
- Boards “ask probing questions about whether the organization is living up to its promises and acknowledge when course correction is needed.”
- Executives and boards “know that great talent is a huge differentiator between organizations that are high performing and those that aren’t.”
- Executives and boards “know that they haven’t figured it all out and acknowledge that they still have a lot of work to do.”
- Executives and boards “are constantly assessing not only what the organization should be doing but also what it should stop doing…redirecting scarce resources to the highest opportunity areas.”
In other words, nonprofit leaders who embody Pillar 1 of the Performance Imperative, ask hard questions, build a stellar staff, seek continuous improvement, and put resources to their highest and best use.
There is no doubt that there are many examples of this courageous, adaptive leadership in the nonprofit sector. One of those, I believe, is Molly Baldwin, founder and CEO of Roca.
Molly founded Roca in 1988, and by 2004 it was a multi-million dollar teenage pregnancy and violence prevention program. But that year, Molly began asking some hard questions about the results Roca was achieving. She forced board and staff to take a huge step back and examine what they were doing and the ultimate effect that work had. She led her board and staff through a rigorous refocusing and pruning effort to limit their target populations and use data to drive their interventions. Instead of continuing a laundry list of services to many different populations that had limited effect, she helped her organization refocus resources on where they could create real change — transforming the lives of young men in the criminal justice system.
It was a challenging transition to lead, but the results are impressive. An internal study overseen by Harvard’s Kennedy School of Government in 2013 found that Roca reduced recidivism 65% and increased employment by 100% for the men in the program. And Roca was chosen as the lead provider in Masschusetts’ first pay for success effort.
Ten years ago Molly could have continued on Roca’s then current path, continuing to do “good work,” but failing to ask hard questions about whether that work was really resulting in change. But instead, Molly brought everything to a halt and forced board and staff to grapple with some fundamental and incredibly risky questions. In the end Molly’s leadership transformed Roca into an organization that is truly delivering solutions.
That’s the kind of social change leadership we need.
If you want to learn more, download the Performance Imperative and read additional case studies here.
Photo Credit: William B. T. Trego painting depicting George Washington’s army at Valley Forge.
We talked about:
- How broken fundraising is
- A more effective financing approach
- Nonprofit fear of money
- The passion of nonprofit leaders
- The need to articulate a nonprofit’s message
- Capacity capital
- Social entrepreneurship
- Nonprofit boards
- And much, much more…
I really enjoyed the conversation and hope you will too.
You can listen to the podcast below, or click here to listen to it on the Panvisio site.
Photo Credit: Makingster
There are many things that hold the nonprofit sector back, not the least of which is a lack of money. But perhaps a bigger impediment is the scarcity thinking that may actually contribute to that lack of money.
Most nonprofit leaders, their staffs, board members, and even funders automatically think that resources will always be scarce. It is such a profound psychological impediment because if your assumption is constant deficiency, then you will never try for more.
But shifting this nonprofit mindset from never having enough (scarcity), to endless potential (abundance) could transform the sector.
Scarcity thinking is dangerous because it demonstrates a destructive fixed mindset. Carol Dweck’s pivotal 2006 book, Mindset: The New Psychology of Success, describes two ways that people view their abilities, a fixed and a growth mindset, and I think her approach holds great insight for the nonprofit sector.
A person with a fixed mindset believes “that your qualities are carved in stone,” whereas a person with a growth mindset believes “that your basic qualities are things you can cultivate through your efforts.”
Dweck describes the benefits of the growth mindset:
[In the growth mindset your] traits are not simply a hand you’re dealt and have to live with…In [the growth] mindset, the hand you’re dealt is just the starting point for development…People in a growth mindset don’t just seek challenge, they thrive in it. The bigger the challenge, the more they stretch…Sometimes people with the growth mindset stretch themselves so far that they do the impossible.
Isn’t that exactly what we need more of in the nonprofit sector, more seeing the hand you’re dealt as just a starting point, more doing of the impossible?
The growth mindset ultimately leads to “an ever-higher sense of achievement” and “a greater sense of free will.” Wouldn’t that improved sense of achievement and greater sense of free will be transformative to the nonprofit sector?
Nonprofit leaders can drive this shift by moving their organizations and supporters from a fixed to a growth mindset, in several areas:
- From Charity to Social Change
Instead of operating from the fixed charity mindset of “good work” that is tangential to and less valuable than the “business” of the world, move to a growth mindset that offers board members, funders, volunteers, advocates an opportunity to create meaningful, lasting social change.
- From Fundraising to Financing
Instead of focusing on a fixed ceiling of money you think you can raise, figure out what your nonprofit ultimately exists to accomplish and create a financial growth plan to realize that.
- From a Disengaged to a Productive Board
Instead of bemoaning an unproductive board, seize the opportunity to grow the skills, experience and networks you need on your board to accomplish your goals and build it.
- From a Burned-Out to an Energized Staff
Instead of only paying what you think you can afford for a skeleton staff, figure out what it would cost to hire enough and the best staff you need, then grow your financial model to reach that.
- From Constricting to Allied Funders
Instead of complaining about funders who make restrictive demands, enlist them as partners in the social change you seek, educate them about your true costs, invest them in your theory of change, and then work with them to build the resources you need to get there.
And the list goes on. The point is that there is tremendous opportunity in the simple act of shifting your thinking. By removing the shackles of a fixed mindset you can set your nonprofit, your board, your staff, your funders and ultimately your social change goals on a path toward what you once thought was impossible. That’s powerful.
Photo Credit: astridle
I’m really excited to announce today’s launch of the Performance Imperative. The Performance Imperative is a detailed definition, created by a community of nonprofit thought leaders, of a high-performance nonprofit. The hope is with a clear definition of high-performance we can strengthen nonprofit efforts to achieve social change.
As we all know, we are living in a time of growing wealth inequality, crumbling institutions, political divides, and the list of social challenges goes on. The burden of finding solutions to these challenges increasingly falls to the nonprofit sector. So “good work” is no longer enough. We need to understand — through rigor and evidence — which solutions are working and which are not.
The Performance Imperative was created by the Leap Ambassadors Community, a network of 70+ nonprofit thought leaders and practitioners of which I am a member. The group emerged from the 2013 After the Leap conference, which brought nonprofit, philanthropic and government leaders together to create a higher-performing nonprofit sector. The group is determined to lead the fundamental, and critical, shift towards a more effective nonprofit sector.
The Performance Imperative defines nonprofit high performance as “the ability to deliver—over a prolonged period of time—meaningful, measurable, and financially sustainable results for the people or causes the nonprofit is in existence to serve.”
The Performance Imperative further describes seven organizational pillars that lead to high performance:
- Courageous, adaptive executive and board leadership
- Disciplined, people-focused management
- Well-designed and well-implemented programs and strategies
- Financial health and sustainability
- A culture that values learning
- Internal monitoring for continuous improvement
- External evaluation for mission effectiveness.
Each one of these 7 pillars is fully explained in the Performance Imperative.
Over the next several months I will write a blog series that digs into each of these 7 pillars to understand what each one means for a nonprofit organization and to examine case studies of how other nonprofit leaders have approached the pillars. And next week on the blog I’ll interview one of the founders of this movement toward high performance.
Although the Performance Imperative is targeted toward $3M+ nonprofits, it can also be a benchmark upon which any social change nonprofit can measure itself. Nonprofit boards and staffs can use the Performance Imperative as a north star to guide their journey toward higher performance.
The critical necessity of a high performing nonprofit sector is clear. We no longer have the luxury of benevolent good works that sit aside the business of our country. Now is the time to find solutions that really work and develop the leadership and sustainability to spread them far and wide.
As Mario Morino, founder of the Leap Ambassador Community has said, “If we don’t figure out how to build high performing nonprofits, nothing else matters. This is the last mile. Our nation depends on it.”
I have assembled a suite of tools to help you strengthen your board and make them much more useful to you. Because the good news is you don’t have to sit around and hope your board sees the light. It is within your power to make your board more effective.
To help in that endeavor, here are the board-building tools:
How to Build a Groundbreaking Board On-Demand Webinar
This webinar will help you develop a groundbreaking board that will: define what it should do and how, recruit the right people, drive strategy for the overall organization, use money more effectively, strengthen the organization, and open your nonprofit to greater support, awareness and connection in your community.
How to Build a Fundraising Board On-Demand Webinar
This webinar will help you create a system for getting each individual member involved, give them clear money raising responsibilities, provide them many options for bringing money in the door, and get them excited and engaged in the future of the organization.
10 Traits of a Groundbreaking Board Book
This book defines the 10 traits that characterize a groundbreaking nonprofit board and describes how to move your board toward becoming one. In creating a groundbreaking board, your nonprofit will enjoy greater financial sustainability, more effective use of resources, and ultimately more social change.
Build An Engaged Board Bundle combines all three tools (the two webinars and the book) into one bundle so that you can hit the ground running.
And below is a short excerpt from the “How to Build a Fundraising Board” Webinar to give you a feel for the on-demand webinars:
You can find all of the board building tools — along with the other Social Velocity guides, webinar, books and bundles — at the Tools page of the Social Velocity website.
Photo Credit: pixabay
I’ve been leading several strategic planning efforts lately, and I am always amazed at the nonprofit sector’s general fear (borderline hatred) of strategic planning. I get it, strategic planning has traditionally been done so badly that many have just given up on the idea altogether. But that’s a mistake.
Without a long-term strategy for what your nonprofit is trying to accomplish and how you will marshal people and money to reach it, you are just spinning your wheels.
Rather than be a feared and misunderstood exercise, strategic planning can actually be distilled into 7 key questions. Now granted, these are really challenging questions, but they can be the impetus for some thoughtful strategic decision-making among board and staff. These 7 questions must be tackled in the following order because they build on each other.
The 7 questions are:
- What is Our Marketplace Map?
As a nonprofit you will be most successful when your 1)core competencies (what you do better than anyone else) uniquely position you to address 2)a community need, apart from your 3)competitors or collaborators. So the first step in strategic planning is to map those three areas and figure out where your nonprofit lies. But because you cannot create a strategic plan in a vacuum, you need to do market research to see how future trends might impact your place in the market.
- What is Our Theory of Change?
A Theory of Change is an argument for why your nonprofit exists. It helps you articulate who your target populations are and how you employ your core competencies to change outcomes for them. It is a fundamental building block to any strategic plan because if you don’t know what you are ultimately trying to accomplish and for whom, how can you possibly chart a future course?
- What Are Our Vision and Mission?
These two statements are NOT feel-good rallying cries. Rather they are instrumental elements of your future direction. Your nonprofit’s Vision relates to the “Outcomes” section of your Theory of Change and describes how you want the world to be different because of your work. And the Mission relates to the “Activities” section of your Theory of Change and describes your day-to-day work to move toward that Vision. Any good strategic plan takes a hard look at the two statements and revises them as necessary.
- What is Our Mission and Money Mix?
Once you’ve articulated your Theory of Change you need to analyze your current programs to understand how well each one contributes to 1) your Theory of Change, and 2) the financial viability of your organization. This allows you to understand where to grow, cut, or restructure programs to align with your strategy.
- What Are Our 3-Year Goals?
Given your long-term Theory of Change, you then need to determine what 3-5 broad things (goals) you want to accomplish in the next 3-years. A strategic plan is too limited if it only charts 1-2 years out, and 4+ years is so far ahead that it’s probably meaningless. Typically those 3-5 goals break down like this: 1-3 program-related goals, 1 money goal, and 1 infrastructure (board, staff, systems) goal.
- How Will We Finance The Plan?
A strategic plan is not effective without an attached financing plan because there is no action without money. So as part of the “money goal” of your strategic plan you must project how revenue and expenses (and capital investments if necessary) will flow to your nonprofit over the timeframe of the plan. This becomes your financing plan.
- How Will We Operationalize It?
So many strategic plans have started out strong but withered on the vine because they had no implementation or monitoring plans attached. You have to include a way both to track the tactics necessary to achieve your goals and to monitor regularly whether the strategic plan is coming to fruition. Do not overlook this most critical (and often forgotten) piece.
There is a smart way to create nonprofit strategy. But it requires hard questions and the time and effort necessary to thoughtfully answer them.
If you’d like to learn more about the strategic planning process I take my clients through, visit the Social Velocity Strategic Planning page.
Photo Credit: pixabay
A couple of board members approached her to ask what she needed to continue to move forward. They wanted her to be blunt about the obstacles in her way. She was equally honest, telling them she could really benefit from leadership coaching on how to manage a staff, grow an organization, continue to develop the board, build financial sustainability. The board didn’t bat an eye. They told her to figure out how much it would cost so they could foot the bill.
How amazing is that?
A group of board members not only recognized that their executive director might have challenges that she wasn’t expressing, but also listened to those challenges and invested in their solutions. What a dream scenario!
How great would it be if more board members, and even some donors, did that?
There is some hope. A small subset of funders are recognizing and investing in the tremendous need for leadership development in the nonprofit sector.
But a nonprofit leader who is really struggling doesn’t have the luxury of waiting for her board (or donors) to wise up and ask her about the challenges she is facing. So in lieu of a truly enlightened board of directors, here is what you can do to encourage your board (and close donors) to become capacity builders:
Identify a Few Allies
As executive director you probably have at least one or two board members, and perhaps a couple of donors, who are very supportive of what you do. They strongly believe in the work of your organization and your ability to effectively lead that work. Meet with them one-on-one to discuss the challenges you are facing – not in order to vent your frustrations, but rather to explore proactive solutions.
Describe the Capacity Challenges
Really analyze what is holding you and your organization back. Where do you struggle? Why are you hitting your head against the wall? Describe in an honest (but not whining) way the capacity constraints (lack of adequate staff, effective technology, long-term planning, verified program results) and how those issues keep you from delivering more social change.
Quantify the Capacity Building Solutions
Figure out what it would take to clear those hurdles. How much would a Development Director cost? Or an evaluation program? Or a strategic plan? Then break those costs into investable amounts. A single board member or donor may not be able to fully fund a $50,000 evaluation program or a $75,000 Development Director. But if 3-5 board members made their own investments and then identified a couple of other people who could also invest, you would quickly get there. Show your allies how achievable, with their (capacity capital) support, the solution is.
Create Champions in the Cause
But don’t let them off the hook when they write that check. Enlist their help in convincing others inside and outside the organization why you need to invest in capacity building. Have them articulate to others how important this next step is and the potential return on investment to the organization, and the social change you all seek. Create an army of champions who will advocate for your capacity building cause.
The challenges you face as a nonprofit leader are very real. But they won’t get any better unless you become proactive. Find partners among your board and donors to help you remove those obstacles standing in your way.
If you want to learn more about the leadership coaching I provide nonprofit leaders, click here, and if you want to learn more about raising capacity capital, download the Launch a Capacity Capital Campaign guide.
Photo Credit: Paul Keheler