At Monitor Institute, a part of Deloitte Consulting, Anna leads the practice on how to drive large-scale social change through galvanizing networks around a shared agenda. She has led aligned action efforts for organizations such as New Profit, Skoll Foundation and Venture Philanthropy Partners. Anna is the author of GATHER: The Art and Science of Effective Convening; ENGAGE: How Funders Can Support and Leverage Networks for Social Impact; and most recently, “Wicked Opportunities” in Business Ecosystems Come of Age.
Nell: Is the idea of a network entrepreneur new in the world of social change? Or how do you think the use of networks is different now than it has been in the past?
Anna: The idea of an individual who works, often tirelessly, to mobilize diverse stakeholders to tackle a tough problem by developing a coordinated plan of attack is not new by any means. Funders and practitioners have been galvanizing networks to address large scale challenges for decades. But the term “network entrepreneur” is new. I heard it recently from two practitioners, David Sawyer and David Ehrlichman from Converge, who are working with network leaders in California.
Over the years we’ve used several terms to describe this type of person: network weaver, network CEO, system leader, tri-sector athlete, Chief Resilience Officer, ecosystem integrator, to name a few. What is changing, though, is the acceptance of why developing the capacity to lead and engage in problem solving through networks is important—as well as an appreciation for what it takes to do so. Increasingly, we’re seeing a shift from the organization as the primary unit of change to the network as a viable means of achieving social impact goals.
Nell: Why do you think nonprofit leaders should embrace the idea of a network entrepreneur? What makes this approach so attractive to social change efforts?
Anna: It’s not just nonprofit leaders who should embrace the idea of using networks to drive systemic change. The tough problems we face as a society have no consideration for sector or issue boundaries—and can’t be solved by leaders from any one sector. Business and government leaders have just as important a role to play in cross-sector social problem solving. And for companies, working through networks is becoming a powerful way to integrate social impact into their core business strategy rather than isolate it within a corporate social responsibility initiative. This is where a lot of exciting activity is happening globally.
We’ve identified five types of networks that create that intersection between social impact and business value—and in which companies are playing critical roles. There are those networks which can directly benefit a company’s core business and are designed for addressing strategic goals such as stewarding natural resources, enabling market-based solutions and raising industry standards. Then there are networks that tend to more indirectly benefit a company’s core business; and these focus on aligning solutions within local communities and mobilizing action around large-scale solutions. We are seeing bold cross-sector experiments in many arenas–where social impact networks are successfully engaging the private sector to tackle a range of challenges while also meeting specific business needs, such as: effectively stewarding the forests of the Santa Cruz Mountains in California; redesigning the global seafood supply chain to preserve fisheries; surfacing new market-based solutions for building a healthy and sustainable food system worldwide; improving access to new and underused vaccines for children living in the world’s poorest countries; and enabling communities to create local education ecosystems to support children and youth from cradle to career.
I don’t want to put an unrealistic sheen on the power of networks to solve all problems. Working in this way is one of many important tools in our collective problem-solving toolkit. What networks do, however, is allow us to pursue solutions that would be harder to attain in other ways. A network approach aligns the actions of a diverse set of stakeholders to tackle a larger piece of a problem than by working in isolation; diversifies risk and spreads bets across many experiments; enables innovation by building a platform where different voices can come to the table to shape new solutions; and ultimately, helps build a resilient problem-solving ecosystem where a dense web of relationships provides the resilience necessary to adapt to new challenges and opportunities as they arise. These qualities are harder to get through one-to-one partnerships or from the efforts of a single organization. A network builds a platform that can launch a portfolio of interventions and simultaneously pull many levers for change. That’s what makes them attractive for social change efforts.
Nell: Networks are often organic and can become ineffective if they are overtaken by a single person or entity, yet they also require leadership to be successful. How does a network balance the need for leadership with the need for organic growth?
Anna: Walking the right “leadership line” is certainly critical in a network context; but that’s not to say that networks don’t need focused and intentional leadership. Network leadership requires a different mindset than operating in a traditional organization. It’s more loosely controlled and emergent than top-down and planned. Decision making is shared rather than concentrated in one person. Insights come from the collective rather than from individual “experts.” Power and commitment come from trust among many not from mandates from the C-suite.
In this way, leadership is just one of the many attributes to factor into a network’s design. Through our own work with networks, we’ve identified eight particularly common ways that they can vary to suit different circumstances—and enable or hinder growth. Besides the important leadership attribute, network entrepreneurs need to consider others such as a network’s purpose, alignment, governance, sector, orientation, size and geography.
Our Axes of Collaboration (to the left) is a useful tool for any network entrepreneur as they think about the foundational DNA of a network—and how to design one to best match the type of problem it’s meant to tackle.
For instance, if you’re a network like REAMP, now with over 165 participating organizations focused on the ambitious goal of reducing carbon emissions 80% by 2050 across the Midwest, you won’t want to design a network that “lives” more on the left side of these axes: one with distributed leadership, informal governance, that’s more learning than action oriented, and has minimal alignment. You’ll never hit that goal with that kind of design. Leadership is a critical component of any network; but so are the other factors that will either help support or inhibit a network’s growth. Considering all these dimensions—and then designing appropriately—is essential.
Nell: When you look at some of the social movements active today — like Black Lives Matter and the protests on college campuses — how does your research on networks help inform your understanding of whether or how successful you think those efforts will be?
Anna: I won’t try to predict the future of these movements. But through our work helping design and launch networks, we know that we need to apply a different frame to evaluate a network’s success. We’ve been influenced by the work of Peter Plastrik and Madeline Taylor who are pushing the field’s thinking around how we measure the impact of a network. For a network, it’s important to understand—and to be able to measure—not just the effects, what a network achieves in terms of outcomes, but also to measure its operations, its “internal health” and how it runs.
We segment network effects into three areas:
- Beneficiary effects (the outcomes and impacts on the people a group aims to serve),
- Idea dissemination (the spread and adoption of language, concepts or practices a network supports) and
- Field building (changes we’ve promoted in the development of the fields in which we work).
We then segment network operations into its structure and health and measure things such as the network’s membership, connectivity, activities, resources, infrastructure and value proposition. Many years ago we developed a diagnostic tool to evaluate a network’s effectiveness. Many of the elements to consider may be highly relevant to those working more directly with movements.
Ultimately, a network’s—or movement’s—success depends on a variety of factors. And getting smart about how to track them in order to refine, recalibrate or redirect the network’s strategy is what matters. Unfortunately, there’s not one solitary variable to evaluate the multi-dimensional nature of a network that’s built to tackle deeply systemic and complex challenges. I wish it were that simple, but it’s not.
Photo Credit: Monitor Institute
I don’t really believe in new year’s resolutions, but I do think that the beginning of a new year is a good time to reflect on where your life is going and what course corrections you’d like to make. For me, as I reflected at the beginning of this new year, I realized that I was getting lost in the noise.
And by lost, I mean that I was losing sight of my core. I really believe that the path toward happiness, meaningful contribution to the world, connection to others, and making the most of the life you are given is by staying connected to who you are and what you are meant to do. I call this my “core.”
Steven Pressfield describes it like this:
We come into this world with a specific, personal destiny. We have a job to do, a calling to enact, a self to become. We are who we are from the cradle, and we’re stuck with it. Our job in this lifetime is not to shape ourselves into some ideal we imagine we ought to be, but to find out who we already are and become it.
But I find it really hard sometimes, as I know everyone does, to pay attention to my core when there is so much noise. We live in such a loud culture that seems to grow louder every day. Sometimes I get exhausted by the constant glut of information, ideas, opinions. And I particularly get tired of the noise when I feel like it is an artifice or it lacks true meaning (like Facebook humble brags or BuzzFeed click bait).
So the challenge I have given myself in this new year is to stay connected to my core — to not allow the noise and the fluff and the flashing lights that constantly swirl around us to move me off my path. And when the swirl starts to escalate and I begin to feel lost, I take a deep breath and remind myself of what, for me, is true and meaningful.
And perhaps Phil Buchanan from CEP would agree, given his recent post about quiet leadership. He suggests that perhaps it is the quiet, centered leaders (as opposed to the loud, hero leaders) who actually make the most progress toward social change:
There is a kind of quiet and collaborative leader who ultimately often gets results, in part because she (and sometimes he) recognizes that there is no miracle cure — that progress will be a slog and will need to involve and engage many diverse participants. Yes, to be sure, sometimes a high profile leader (or leaders) is necessary for success — and, very occasionally, leaders emerge who are both larger than life and elevate and amplify the voices of those around them (like Martin Luther King, Jr.). But often, paradoxically, high visibility for individual leaders makes meaningful progress tougher. It emphasizes the individual (or individuals) over the collective engagement of the many, including the intended beneficiaries. So it’s time for us to stop pretending there are easy answers that will be delivered by hero-leaders. And it’s time for us to roll up our sleeves and do the tough work that effectiveness requires.
I would take Phil’s thoughts even further and argue that perhaps these quiet leaders he describes have been more successful because they eschew the hype and the noise and instead connect with their core, with what they are supposed to be doing, what they were put here to accomplish. By focusing on what is true, instead of the hype, they make a much greater contribution.
And perhaps there is something here for all of us to learn. Perhaps paying attention to the noise, following meaningless links on social media, or chasing the latest fad only serves to get us further away from our core, from what we are supposed to be doing and creating. As Callie Oettinger wrote recently:
While social media has made sharing easier, allowing us to connect with the rest of the world, I often think about what would happen if people stopped trying to connect with the rest of the world and instead spent their time 1) creating value and 2) sharing value, rather than…creating crap and sharing crap.
So for me at least — and perhaps for you as well — it’s time to turn away from the noise and reconnect with our core. It’s time to get back to becoming what we were meant to be and creating what we were meant to create.
Photo Credit: Lorraine Santana
Despite being the run up to the holiday season, December was a busy month in the world of social change. From arguing about new philanthropy, to looking back at 2015, to exploring America’s history of philanthropy, to analyzing the leadership of the Pope and the Red Cross’ Gail McGovern, to inspiration in grim times, there was lots to read.
Below are my picks of the 10 best reads in the world of social change in December. But please add to the list in the comments. And if you want to see a longer list of what catches my eye, follow me on Twitter @nedgington.
You can also see 10 Great Reads lists from past months here.
- Arguably the biggest news in December was Mark Zuckerberg (founder of Facebook) and his wife Priscilla Chan creating a limited liability corporation (not a foundation or nonprofit) focused on social solutions. Many, many, many people had something to say about it. Some liked it, others despised it, others found serious implications for the future of philanthropy, others were terrified by it. Amid all the hubub, the Zuckerberg/Chan’s chief of staff further clarified their plans. Perhaps we should just wait a bit and see what the actual effect is.
- And beyond the Zuckerberg/Chan investment, there was debate about new forms of philanthropy in general. Michael Edwards thinks the idea of blending social and profit motives has jumped the shark. And Andrew Means of Data Analysts for Social Good thinks Effective Altruism, the idea that you can use data to determine where to most effectively invest in social change, is flawed because it doesn’t account for different philanthropists having different preferences.
- Since December is the last month of the year, there was the traditional glut of posts looking back at 2015. My favorite among them were: The National Council of Nonprofit’s “5 Firsts” for the Nonprofit Sector in 2015,” Inside Philanthropy’s “Hot Topics and Trends for Women and Philanthropy, 2015,” The Nonprofit Quarterly’s “9 Important Nonprofit Stories of 2015 (And What They Can Teach Us),” Pew Research’s “15 Striking Findings From 2015,” Mashable’s “26 Incredible Innovations that Improved the World in 2015, and Lucy’ Bernholz’s “Philanthropy’s 2015 Buzzwords.” Whew!
- The Smithsonian’s National Museum of American History previewed an upcoming permanent exhibit on American philanthropic history. Fascinating.
- David Callahan provided some really interesting theories for why the percent of charitable giving in America has yet to climb beyond 2% of GDP. His proposed causes include: liberals, corporations, and even Ronald Reagan.
- Emmett Carson, head of the Silicon Valley Community Foundation, put forth an interesting idea for two of the most influential organizations advocating for the nonprofit sector: Independent Sector and The Council on Foundations. He thinks they should merge, as he explained: “The new entity could harness our entire sector to meet old and new social and economic challenges. Such a new organization could meet our sector’s higher collective purpose — to influence how this country meets its obligations to our most marginalized citizens, whether they are poor, sick, homeless, immigrants, disabled, or victims of systemic discrimination.”
- Writing in Forbes, Mike Perlis, argued that The Pope is an illustrative example of how leadership should operate in the 21st century.
- ProPublica’s ongoing series investigating the American Red Cross continued with an article about CEO Gail McGovern’s leadership and where she may have gone wrong. And Ruth McCambridge from The Nonprofit Quarterly found the problems at the Red Cross to be reminiscent of other nonprofits that have fallen victim to troubled leadership, like the founder’s syndrome that plagued the Susan G. Komen Foundation.
- Nonprofit blogger Vu Le argued that if we want nonprofits to act more like businesses, nonprofits should enjoy more of the benefits that businesses do: “Society needs to provide nonprofits with the same level of funding, speed of investment, flexibility, autonomy, and acceptance of risk and failure, or else stop trying to get us nonprofits to be more like for-profits. You can’t have your nonprofit cake and yet withhold your for-profit icing.” Amen to that.
- And finally, to restore your faith in humanity, new Canadian president Justin Trudeau created a tremendous welcome for incoming Syrian refugees. And Barbara Bush and Jessica Mack from Global Health Corps would probably consider Trudeau just the kind of leader we need right now, for as they wrote in the Stanford Social Innovation Review: “At times like these, when the news is an endless litany of upsetting events, it is far too easy to let rage slide into violence, or allow fear to shut us down to the humanity of others. We have examples of that all around us. But leadership doesn’t entail taking the easy option. Instead, the most courageous stand we can take is against fear itself, by resisting the instinct to close up and push others away…It is within each of our abilities to decide how to parlay these grave moments into opportunities for resilience, inspiration, and hope.” Yes!
Photo Credit: hobvias sudoneighm
It’s that time of year again — to put work away, enjoy friends and family, and give yourself a chance to take a breath. I will be taking the next two weeks off from writing the blog. But before I go, as is my tradition, I wanted to leave you with a list of the 10 most popular blog posts from this past year, in case you missed any of them.
I hope that you all will find some space over the next couple of weeks to relax, to get away, to regroup, and to ready yourselves for the next chapter. We need you social changemakers now more than ever, so please find some time to take care of yourself before you get back to taking care of the rest of the world.
Thank you for being part of the Social Velocity community and for all of your hard work making the world a better place. I wish you all a very happy New Year. I’ll see you in 2016!
- The Problem with Nonprofit Events
- How Scarcity Thinking Holds Nonprofits Back
- 7 Questions to Guide Your Nonprofit Strategy
- 5 Myths the Nonprofit Sector Must Overcome
- How to Build a Stellar Nonprofit Staff
- How to Create a Compelling Fundraising Ask
- 3 Signs of a Bad Nonprofit Strategic Plan
- 5 Fundraising Delusions Nonprofits Suffer
- What Do Your Programs Really Cost?
- The Network Approach to Social Change
Photo Credit: Ethan R
I have been down lately. As I mentioned earlier this week, November was really rough. The recent (and increasingly frequent) terrorist attacks coupled with a shocking American response to the Syrian refugee crisis has made it feel as though the world is a very dark place.
But we must fight that darkness. And the nonprofit sector must lead us there.
Life is a constant interplay between dark and light. As actor Patton Oswalt wrote after the Boston Marathon bombing in 2013:
“You watch the videos of the carnage and there are people running TOWARDS the destruction to help out…Every once in awhile, the wiring of a tiny sliver of the species gets snarled and they’re pointed towards darkness. But the vast majority stands against that darkness and, like white blood cells attacking a virus, they dilute and weaken and eventually wash away the evil doers and, more importantly, the damage they wreak…So when you spot violence, or bigotry, or intolerance or fear or just garden-variety misogyny, hatred or ignorance, just look it in the eye and think, ‘The good outnumber you, and we always will.'”
Or as Mr. Rogers said, when there are horrific acts, don’t focus on the fear and the violence, but instead “look for the helpers.” Focus on those who are working to make the world a better place.
And those working to make the world a better place are the nonprofits. Indeed, one way the good outnumbers the evil is through the leadership of the nonprofit sector — the social movements that champion right over wrong.
And they must. As Rick Cohen so eloquently wrote in his last piece, it is up to the nonprofit sector to rise up in the face of fear and injustice. Indeed, this is playing out right now in my state of Texas where the head of the Texas Health and Human Services Commission is threatening to sue the nonprofit International Rescue Committee headquartered in Dallas because they continue to work with Syrian refugees despite the state’s refusal to take Syrian refugees in the wake of the Paris attacks. This nonprofit is fighting the fear and ignorance.
And isn’t that — at its essence — the critical role of the nonprofit sector, to, as Susan Ragusa put it, bring light to the darkness: “Every nonprofit, large and small, [has] a strategic role in bringing greater balance to a world that feels upended by horrific acts and the continued threat of more.”
One nonprofit, the Muslim Public Affairs Council (a client of mine) is doing exactly this. They work to improve public understanding and policies affecting American Muslims. They have been incredibly busy lately trying to convince Americans that ISIS does not represent Muslims. MPAC’s critical role is to be the voice of reason and understanding amid the terror and the backlash rhetoric. They are working tirelessly to show American policymakers how to turn away from the dark and embrace our better nature. As MPAC staff wrote recently:
“It is easy for us to pay lip service to America as the beacon of freedom. To be such an example to the rest of the world, yet not allow the world’s tired and poor to reach that freedom, makes our values mere slogans as opposed to truth. The home of the brave must not be scared to hold on to its principles, most especially during the times it is easiest to let them go.”
And that is the antidote — isn’t it — to the fear, the hopelessness, and the violence? We must pick ourselves up, gather our courage, and seek the light. We must strive, always strive, to find and embrace the better angels of our nature.
And nonprofits must lead us there.
Photo Credit: “S S Hope” by Herman Hiller, Library of Congress
Although I already mentioned (in my September 10 Great Reads list) a really interesting article about “network entrepreneurs,” I want to further explore the concept because I think it could be a game changer for nonprofit leaders willing to embrace it.
Writing in the Stanford Social Innovation Review in September, Jane Wei-Skillern, David Ehrlichman, and David Sawyer describe a “network entrepreneur” as different from, and much more effective at creating social change than a typical nonprofit leader. As they put it:
A network entrepreneur’s approach expands far beyond the boundaries of their own organization, supporting peers and partners across sectors to solve the problem. Not surprisingly, the potential for impact increases exponentially when leaders leverage resources of all types—leadership, money, talent—across organizations and sectors toward a common goal.
And this mirrors Wei-Skillern’s earlier article from 2008, “The Networked Nonprofit” where she described how a “networked nonprofit” builds alliances far beyond its own walls and is thus much more effective at creating social change that a traditional nonprofit:
Many traditional nonprofits form short-term partnerships with superficially similar organizations to execute a single program, exchange a few resources, or attract funding. In contrast, networked nonprofits forge long-term partnerships with trusted peers to tackle their missions on multiple fronts. And unlike traditional nonprofit leaders who think of their organizations as hubs and their partners as spokes, networked nonprofit leaders think of their organizations as nodes within a broad constellation that revolves around shared missions and values.
In essence, the network approach to social change is one of true leadership — leadership writ large. Because a true leader leaves their ego, and the ego of their organization, aside in order to assemble all the required resources (individuals, institutions, networks, funding) to chart a path towards larger social change. Instead of leading an organization, a network entrepreneur is, in essence, leading a social change movement.
A network entrepreneur understands that social change lives beyond any single organization. It requires someone (or a set of someones) to marshall all the necessary resources, create a larger change vision and lead people towards that vision.
This concept is so critical to nonprofit leaders who are often working with such limited resources. If instead of working to build an institution, a nonprofit leader worked to build networks, she could be much more effective at creating long-term social change.
So what does this network approach look like in practice for a nonprofit leader?
Instead of thinking just about your organization, your staff, your mission, your board, your donors, you must analyze and connect with the larger marketplace outside your walls. You need to analyze the other people and entities working on similar challenges, and not just in the nonprofit space, but also in other sectors, geographies and time periods (yes, history matters!). Determine how other places, other people, other organizations, both past and present, addressed similar problems. You need to understand the points of leverage for attacking the problem on a much larger scale than your single organization can. Figure out who the influencers are in the space and how to connect your work with those other individuals, institutions, networks.
The network approach also requires that nonprofit leaders move away from the resource-constrained, scarcity approach that keeps them from forging alliances with other entities that might be competing for the same limited pool of funding. Instead leaders must take an abundance approach that leaves fears behind in favor of a bigger, bolder approach.
And the network approach involves having the confidence to think that there is potentially a larger solution and that you might be part of it. The dysfunctional power imbalance present for so long in the nonprofit sector has bred a crisis of confidence that keeps nonprofit leaders focused just on their own work, instead of seeing the larger picture and envisioning a larger solution or role in that solution.
The network approach to social change involves taking a big step back from the work you have always done. It requires asking a much larger set of questions. And having the faith, confidence and leadership to plug into the network for social change.
Photo Credit: Wikimedia
I am back after an amazing three weeks away from the world of social change. Don’t get me wrong, I absolutely love my job and the ability it gives me to work each day with incredibly inspiring, passionate, and driven social changemakers.
But as I’ve said before, time away is absolutely critical to feeding your soul and making you a more complete, interesting and effective person. I am so grateful to the amazing guest bloggers who wrote incredible pieces for the blog while I was away (you can read their posts here).
One of the benefits of giving your brain a break is new insight. It occurred to me while I was away that there is a big difference between social change efforts that just exist and those that reach the tipping point of achieving real social change. I work at the nexus between the two because nonprofit leaders often come to me when they hit an inflection point. They desire a big change — to move out of the status quo and take a big leap — but they don’t know how to get there.
Sometimes they make the leap, and sometimes they don’t. And the difference often comes down whether or not they possess (or cultivate) these traits:
Those nonprofits that make it have someone (or a handful of someones) who are the cheerleaders for the change they seek. These are the people who are constantly reminding board members, staff, donors about why change is necessary and all of the great things that will happen if they continue with the hard work. To achieve true change you must have a leader who can see the ultimate goal and rallies everyone together to get there.
To take a big leap (scale your solution, rebuild your board) you must have the confidence that you can do it. And you need the confidence to convince others to join you. You have to “fake it ’til you make it.” Some leaders are really good at this, others are not. It amazes me how important confidence is and how many in the nonprofit sector often lack it. You must fight the fairly normal state in the nonprofit sector of supplication and instead make confident demands for what it will take to achieve the change you seek.
Related to confidence — but different — is a necessary fearlessness. A nonprofit leader I worked with several years ago wanted to dramatically grow her services, and she knew she needed a bigger, more networked board to get there. So she had to get over the fear of asking for new connections. It is terrifying to ask someone to help you in new ways, or to ask for something you’re not sure the other person is willing or able to give, but you don’t get anything unless you ask. The path of change may be really difficult, or it may force you to make hard decisions. But if you want real change you have to face those uncertainties head on.
Changing minds, changing systems, changing habits is really hard work, and you must be dedicated to seeing the change through to the end. I know that the daily work of your nonprofit is already hard work. But I’m talking about a different kind of hard work. It is the hard work of explaining to ineffective board members why they have to resign, or letting poor performing staff members go, or educating donors about how they are holding your organization back, or creating new performance management systems. I have found that those nonprofit leaders who are constantly fighting the urge to settle back into the status quo are the ones who succeed.
It’s not enough to want a bigger, better, more effective organization. You must cultivate the vision, drive, confidence and fearlessness to get there.
Photo Credit: Stuart Anthony
Because they are often incredibly driven by ambitious social change visions, tremendous empathy for the plight of their clients, and an overly developed gratitude to their board and donors, nonprofit leaders push themselves extremely hard.
In fact, nonprofit leaders are really quite excellent at self-denial. I see this all the time in my coaching practice.
But nonprofit leaders you must give yourselves permission to breathe. And I don’t mean an afternoon off, or a weekend without checking email.
I mean a real break. A break where you start to find yourself again.
Not yourself as a nonprofit leader, but yourself as a human being with interests, connections, and passions outside of your organization. Someone who explores the world around you. Someone who realizes that you are on this earth for a very short time and while your role in social change is absolutely necessary, it is not your only contribution, nor is it the only place you can (or should) find meaning.
Because let’s be honest, the only way a pace like yours ends is in complete social change burnout. By existing only on the unending treadmill of work, work, work and ignoring your very human need to reconnect with your passions, your spirit, your family and friends you are setting yourself up for eventual breakdown. And make no mistake, without you as leader at the helm, your nonprofit’s work will grind to a halt.
So during these summer months when things are perhaps a bit slower, give yourself permission to take an extended period of time away.
And I mean really away.
Turn off your phone and your email. Step back from social media (believe me it will still be there when you get back).
Without the constant deluge of information and demands on your time assailing you, you are free to hike the mountains, get a massage, take in an art exhibit, watch your children or your grandchildren play (and join them!), explore your hobbies, read an amazing book. It really doesn’t matter what you do, just that you do something different and meaningful. Embrace the parts of yourself outside of your social change job, those things that make you fully human.
You may even consider taking it further, as philanthropic thought leader Lucy Bernholz did recently with a “digital sabbatical” where she went offline (no email or social media) for six weeks. She found the experience incredibly rejuvenating: “Without the addictive stimulation and distractions of digital life it feels like my brain grew three sizes.”
As the daily glut of information continues to increase, it becomes more important than ever to take a breather, to embrace the quiet. There is tremendous value in reconnecting with what makes us human, not machine.
And let me assure you that I am giving myself this same advice. I know how hard it is to step away from the email and social media beasts. I’m as concerned as you are with letting people down or not making enough progress.
But I am slowly coming to realize that sometimes progress is found in the quiet. And sometimes it is enough — more than enough — to just be. To sit and watch the world in all its beauty float by and have absolutely no effect on it other than to appreciate it.
If you need help finding the space to do this, check out the Coaching I offer nonprofit leaders.
Photo Credit: pixabay