Nonprofit November ~ Week 2

Week 2 of my Nonprofit November project is here! Each weekday in November I am interviewing a different nonprofit agency in our community. I am sharing what I learn with you, in hopes that you learn a little something, and maybe even get inspired to connect with a cause or agency that sparks your passion.

Thanks so much for reading! Please share with others who you think may be interested. Let’s spread the word about the impact these amazing agencies are providing to our community.

Stranded Motorist Fund

When we think of helping those in need we often think of housing assistance, meals or food pantries, or even clothing closets. A safe, reliable automobile is usually not the first thing that comes to mind. But in an area where public transportation is lacking, it can be a huge barrier to accessing work, school, community, and more. 

During the course of 2020, Dan Adam, owner of Adam & Son, saw this need skyrocket. That led to the creation of A&S Stranded Motorist Fund. Through partnerships, internal funding, and customer donations, Adam & Son is helping to make sure there are fewer stranded motorists on the side of the road. By assisting with repair costs and necessary maintenance they are helping low income individuals and families to keep their vehicles up and running.

Scott Gill, the Brand Manager for Adam & Son, shared that their biggest challenge right now is that their need outweighs their current capacity. There are just not enough funds to help everyone who needs it. They are constantly looking for additional funding sources. If you are interested in making a donation or learning more, go to: https://adamandson.com/smf. 

In addition to financial contributions, occasionally the Stranded Motorist Fund has had the opportunity to receive a car donation. They have been able to spruce it up and donate back out to someone with that need. Scott would be interested in visiting with anyone who would like to know more about the incredible impact they are having on our community. Connect with him here. 

 

Kids on Bikes

As a cyclist, I was super excited to learn more about this organization! Having a bit of an understanding of their Mountain Bike Camps and some of their partnerships, I thought I knew what the organization was about. I’ll tell you right now, I was wrong! 

Kids on Bikes was founded to address the childhood obesity crisis in our community. In El Paso County over 58% of kids get less than the recommended 60-minutes of physical activity per day. In fact, the 2015 Colorado Health Report Card indicated that kids average over 7 hours of screen time a day and only 7 minutes of active play outdoors. Childhood obesity has grown by 300% in the past thirty years as the number of kids walking or biking to school has plummeted from 50% to just 13%. 

Earn A Bike is the original, signature program for Kids on Bikes. Executive Director, Daniel Byrd shared their belief that all children deserve the opportunity to experience the joy, freedom and independence of riding and owning a bike. Additional programming that supports that vision includes their Mountain Bike Camps, Bicycling Education, the Pedal Station and community rides. 

With a goal of getting kids active on bikes for as long as possible, the biggest challenges they face are staff capacity and a shortage of bikes, equipment and parts. To donate, volunteer, or just learn more go to https://kidsonbikes.net/get-involved or reach out to Daniel directly.

 

Day Break ~ An Adult Day Program

I had the opportunity to tour this Adult Day Program, located in Woodland Park, a while back. I was so impressed with the amazing work they do and care that they provide, that I wanted to make sure I included them in this project. 

Founder and Executive Director, Paula Levy shared that Day Break serves to address two distinct, critical social needs. First, there are the clients aged 60 and older who cannot live independently. Through Day Break they connect with their community, access wellness and self-care services, attend outings, and maintain connections with their peers. 

The second issue they address is providing much needed respite for caregivers, giving them time to refresh, recharge, and regroup. By taking some of the pressure off caregivers, Day Break helps to postpone the transition to assisted living, prolonging health and life for the senior. 

Paula’s passion for serving our older community members is what drives the work of Day Break. Because of that, Day Break is so much more than “day care for seniors”. Staffed with CNAs and numerous volunteers, programming is designed to meet the needs of the aging clients and enrich their quality of life. Services are fee based and supplemented with grants and donations. 

The theme of the day seems to be – more need than capacity. Day Break is no different. As a state licensed care facility they are limited on the number of clients they can serve at a time. Paula and her board are currently working to find a larger space in order to expand their services. If you are interested in getting involved as a donor or volunteer go to: https://www.daybreakadp.com. Additionally, Paula is always seeking opportunities to get out and speak to the community about their work. If you have a speaking opportunity email her directly to set something up.

 

Hope Advanced

Tim and Brownie Richardson work with the Broken, Busted and Disgusted. They connect with folks who are down on their luck and surround them with the resources, support and connections that will help them move down the path of their best life. 

When asked how they do this, Tim said that it’s different for everyone. Everyone’s situation is different, so there isn’t one solution that will help them all. Through intense listening and empathy, clients are able to come to terms with their past, then leave it behind. The goal is to get them focused on their next steps.

For some people this means helping them to access services such as housing, clothing or food. For others they need counseling to help them determine their path. Still others need to surround themselves with people who will support them in a positive way. Hope Advanced provides all of this, with the focus on finding forward movement. 

The vision is to add programming to provide job opportunities, as well as to expand to a nationwide agency serving people across the country. With many funding and volunteer opportunities, you can get connected by going to https://yourhopeadvanced.com or reaching out directly to Tim and Brownie.

 

Becky Baker Foundation

In 2017, Becky Baker lost her battle with Breast Cancer. In her final week’s, Becky made the comment that she was disappointed that no one would remember her name. Since then, Becky’s husband Rick has been on a mission to ensure that no one could possibly forget her.

The Becky Baker Foundation provides access to mammograms and thermograms for low income women, eliminating the financial barriers that could cost them their lives. In the 3+ years since its inception, the Foundation has provided over 2,700 screenings, as well as prevention education programming.

The biggest challenge Rick sees is what he calls “Pink Washing”. Agencies, organizations, and products use this cause to make money, compromising the reputation and integrity of philanthropic efforts fighting breast cancer. Rick encourages people to do their research when considering a cause to support.

If you would like to learn more about the Becky Baker Foundation or get involved, please visit their website. I also encourage you to check out the fundraising efforts associated with #golf4prevention. Lastly, Rick wanted me to close with this plea:

“Please go get your screening!”

 

Want to learn more about how you can have a lasting impact on your community? Email me at kim@athena-coco.com to connect for a free 30-minute discovery call or check out this article on how to be a community superhero. In order to save the world, nonprofits need superheroes like you to help them have the kind of impact they exist to deliver. 

Kim Stewart

Kim is a mom, wife, lover of being active and the outdoors,
and helper of small businesses and nonprofits.
kim@athena-coco.com

Nonprofit November ~ Week 1

Here it is! The first edition of my Nonprofit November project. Each weekday in November I am interviewing a different nonprofit agency in our community. I will be sharing what I learn with you. My hope is that you learn a little something, and maybe even get connected with a cause or agency that sparks your passion.

Thank you for reading! Please share with others who you think may be interested. Let’s spread the word about the amazing impact these agencies are providing to our community.

 

Alzheimer’s Association – Colorado Chapter

Did you know that Alzheimer’s is the SIXTH leading cause of death in our country? RoseMary Jaramillo is our region’s director for the Colorado Chapter of the Alzheimer’s Association. She shared that the mission of the Alzheimer’s Association is to live in a world without Alzheimer’s and dementia. The main focus of this nation-wide agency is to find a cure for Alzheimer’s. 

Locally the focus of RoseMary’s work is to support caregivers and families of those afflicted with Alzheimer’s. With her one additional staff and very robust volunteer team, RoseMary serves our 13 county region with education and state level advocacy. 

Helping families to secure an accurate diagnosis is key to providing local support. It helps families to understand heredity issues, appropriate treatment options, and relevant research. Additionally, the Alzheimer’s Association helps loved ones to understand the disease better and learn how to communicate with, and support their family member.

RoseMary shared that their biggest challenge is getting access to those who can benefit from their educational programming. Connecting with doctors, law enforcement, the military community, first responders and others who have the opportunity to interact with those struggling with the disease. Her programming can educate them on what to look for and how to get the individual much needed support. 

If you have connections that could expand the Alzheimer’s Association education, please email RoseMary. She would also love to visit with you if you are interested in volunteering. As you can see here, there are many opportunities to get involved and have an impact.

 

Connect for Health Colorado

Connect for Health Colorado is the state’s official health insurance marketplace. This state appointed nonprofit provides choice and transparency for Coloradans, who can view all their health insurance plan options side-by-side. This is the only place where you can find savings to make health insurance more affordable.

I met with Maria Adams, who serves as the agency’s Community Partnership & Outreach Program Manager for our Southeast region. She shared several stories of people who were paying way too much for their health insurance, or did not have the right coverage for their specific needs. Connect for Health Colorado has been able to help so many people lower their monthly premium costs. With over 700 contracted brokers and assisters in the state they are well equipped to help the uninsured become insured.

I found it interesting that 35% of the people they serve are 55 or older. These are often folks who want to retire, but are continuing to work primarily for their insurance benefits. Connect for Health Colorado gives them options. 

Since I didn’t know that this agency existed, I learned a ton from Maria! The biggest challenge facing Connect for Health Colorado is a basic lack of knowledge and awareness about who they are and how they can help. For anyone interested in seeing if they can lower their monthly health insurance expenses, please go to https://connectforhealthco.com or email Maria and she will help get you connected. 

 

Stable Strides

Before visiting the Stable Strides ranch in Elbert I had a fairly limited understanding of the kind of work they do. In addition to meeting some of their beautiful horses, I learned that Stable Strides is the largest therapeutic equestrian center in the area. They are also the only PATH Accredited center. 

Oftentimes when it comes to equestrian therapy, people (like me) think mostly of Adaptive or Therapeutic Riding. In addition to providing that service, Stable Strides also provides Mental Health Services and Hippotherapy. Hippotherapy is also known as POST which is an acronym for Physical, Occupational, and Speech Therapy. 

The agency has a brand new Executive Director, Jason Frazier. So I met with members of the Development team, Brittany Williams and Arrika Bales. They shared that in 2020 they delivered over 5,000 contact hours of service. 60% of that work was for mental health therapy with members of the military, active duty, and first responders. They serve clients ages 4 to 88 and help with dozens of different diagnoses. 

The biggest challenge facing Stable Strides, and their new Executive, is that there is more need than they have the capacity to provide. Every program they run has a 20+ person waitlist. Equestrian Therapy is often a last resort for people seeking services. That makes their waitlist situation even more of a challenge for individuals looking for help. To get involved and help, go to their website at https://www.stablestrides.org/get-involved. 

Hilltop Ranch

Every parent of a child with special needs worries about what will happen to their child once they are gone. Rich and Becky Caldwell are no different. With limited residential options for special needs adults in Colorado, the Caldwells felt a calling to create a new solution for families with similar needs. 

That’s how the vision for Hilltop Ranch was formed. Designed to provide a permanent, forever home for adults with intellectual disabilities, where they can live their lives to the fullest. The first phase has begun with the purchase of a lodge in Palmer Lake. Eventually the project will include an entire campus with housing, support services, a dining hall, outdoor sports areas, greenhouses, and more! 

Current challenges include funding, building a board, and getting the word out that there is an option for adults with intellectual developmental disabilities. The biggest need they have right now is for staff who can serve as “house parents” or “caregivers”. Ideally they would like to find two couples who can alternate living on campus in shifts. If you are interested, or know someone who is, please reach out to Rich. To learn more or to get involved in other ways, check out their website: https://hilltopranch.org. 

 

Southern Colorado Women’s Chamber of Commerce (SCWCC) Foundation

In full disclosure, I am a member of the SCWCC, and I did not really understand the difference between the Chamber and the Foundation. Thanks to Foundation President, Brandon Eldridge for visiting with me and helping me expand my understanding! The short answer to the difference is that they are two separate organizations that work very closely together. 

The Mission of the SCWCC Foundation is to support women by providing life-changing opportunities through leadership training and scholarships. The Foundation has a long history of providing scholarships for women in our community. Over the past couple of years they have been working to expand and deepen their impact by providing training and mentorship for what they call “nontraditional women” in our community. These are women who have unique challenges to completing a degree or establishing a career. The first round of programming is going to specifically target women who have been job displaced due to the pandemic. 

Brandon has a strong team of volunteers who have worked with him to shift and evolve the organization during the past two years. He’s very proud of the work they are doing to advance their impact on our community. The Foundation is in a very good place now; but like all organizations, they can use more funding and more amazing, engaged volunteers. To learn more or get involved, check out their website at: https://scwccfoundation.com. Something super easy you can do to help is to like and follow them on social media ~ Facebook and LinkedIn. 

Want to learn more about how you can have a lasting impact on your community? Email me at kim@athena-coco.com to connect them for a free 30-minute discovery call or check out this article on how to be a community superhero. In order to save the world, nonprofits need superheroes like you to help them have the kind of impact they exist to deliver. 

Kim Stewart

Kim is a mom, wife, lover of being active and the outdoors,
and helper of small businesses and nonprofits.
kim@athena-coco.com

Self-Advocacy is Self-Care

Recently a friend mentioned that she has been hearing from several people seeking advice on their jobs. Specifically, women are asking things like:

  • Are they being paid what they’re worth?
  • How should they ask for more money?
  • Is their title appropriate for the work they are doing?
  • How to ask for support when not being given the resources to do their job effectively?
  • Should they negotiate? How? 

This conversation got me thinking about self-advocacy as a component of self-care. While self-care is an extremely fast growing industry, only 32% of women and 39% of men report making time for it.

Self-care is defined as: 

The practice of taking an active role in protecting one’s own well-being and happiness, 

in particular during periods of stress.

Most people think of self-care as taking bubble baths with scented candles while sipping green tea. That is definitely nice and one way to pamper yourself. Today I want to talk more about protecting one’s happiness during periods of stress. 

Self-Advocacy can be defined as: 

The action of representing oneself or one’s views or interests.

Whether at home or work, if we’re not representing ourselves and our best interests, we are likely compromising our well-being and happiness. Not asking for (or insisting upon) what we need for our well-being or happiness is going to create stress. When we think about self-advocacy as a form of self-care, we see the importance of advocating for ourselves. 

The Great Resignation

We are in the midst of what has been called the Great Resignation. Employees throughout the country have become fed-up with their current situations. Whether it’s their pay, the culture, or they have visions of something more for their career, people are leaving the workforce at a tremendous rate. Employers are struggling. Businesses are being forced to reduce their hours, limit their services, or compromise the quality of services or products they deliver. Everyone is hiring and struggling to find the staff they need to run their business. 

As a result of the Great Resignation, employees are in a very good position. Employers do not want to lose the quality staff they have. While they may have previously been closed-minded when it comes to accommodating their employees, supervisors (who want to keep staff) are listening and compromising. 

When, Why and How

When it comes to advocating for ourselves, it’s worth considering these three questions – When does it make sense? Why is it a good idea? And how do we do it? Let’s walk through each of them.

When: Generally speaking, there are a few conditions that should exist before you start pushing for more in your job. These may not be true 100% of the time, but when they are you will have a better chance at success. 

  • You’ve been in your position for six months or longer. If you have not had the opportunity to prove your value, it might not be the best time to ask for more. Leaders who have a traditional mindset may look negatively upon those who expect more when they haven’t really “cut their teeth”. Those who have been doing quality, results-driven work for a while will be in a better position to negotiate. 
  • You’re delivering quality work that is respected. Employees who are struggling to meet expectations or manage their workload, need to focus on improving their quality of work before they start negotiating for more. Staff whose work is recognized and driving the business towards their goals are in a good position to advocate for themselves. 
  • You are providing skills or services that are valuable to the business. If the company could get along without your position, you’re not in a great negotiating position. In fact, in this situation, you may want to consider taking on more responsibilities. Seek out ways to make yourself indispensable. 
  • BONUS ~ You are willing, and able, to walk away if you do not get the response you are hoping for. This situation gives the employee all the power. Knowing you could easily find another job, or survive without one for a while, helps you become extremely confident. Confidence is a great tool when self-advocating. This is your ideal situation. 

Before asking for things like more money, additional flexibility, or position advancement, make sure the conditions are right. Otherwise you run the risk of appearing as if you are disconnected from reality. 

Why: When conditions are right, there are many reasons to advocate for yourself. We usually think of pay, position, or titles, but there are several reasons to start a conversation representing your views or interests. 

  • Speak-up for yourself – Now is a good time to start speaking up if you haven’t been. Share your ideas and push to be heard. Bring up the challenges that make it difficult for you to be productive and effective. Find your voice!
  • Gain access to information – It is also a great time to push for additional transparency. Having access to the right information can make a big difference in your ability to do your job well. Transparency empowers employees to be better advocates for the company, and strengthens their commitment. Ask lots of curious questions and push to expand your understanding. 
  • Gain additional support – Good employees often find their workload expanding. As they produce quality work and as other staff leave, more and more may be allocated to the ones who stay. This can provide the opportunity to demonstrate your skills and your commitment to being a team player and advancing the company. However, there comes a time when you cannot take on more or where you are being taken advantage of. Consider requesting additional staff, technology or outsourced services to help you manage your workload. 
  • Asking for help – There may be any number of things that could make your job more manageable. Flex time. Job sharing. Additional training. Mentorship or a sponsor. Skills development. If it’s going to help you to be more productive and happier at work, bring your ideas forward. 
  • Rally for advancement – Advocating for your personal advancement can be great for your career. It alerts leadership to your desire to grow with the company. Quality management develops a deep bench. It’s very helpful for them to know who is committed to being included in their plans. If you are ready for your next step now, this is an excellent time to state your case and gain a position on management’s radar.
  • Request a salary and/or title increase – There are a few conditions here that are key to a successful conversation. First, if the organization is struggling to make payroll, asking for a raise will make you appear out of touch with reality. A sinking ship will not be in position to give raises or promote their staff. Second, if you are already at the top of the pay scale or compensated better than your peers, you run the risk of presenting yourself as self-centered. On the other hand, employees not compensated consistently with others doing the same work can justifiably start these conversations. 

How: Once you determine that conditions are right and you have good reasons for self-advocacy, the next step is to process how best to move forward. 

  • Mindset: The very first step in advocating for yourself is knowing your worth. Challenge your own thoughts of self-doubt. Know that you are worthy and deserving of the things you are asking for. Additionally, know that everything is negotiable. Leaders expect these conversations. Lastly, realize that if you don’t get everything you ask for, that is part of the negotiation process. It’s a give-and-take. 
  • Organize Your Thoughts: Think through what will improve your situation. Process how the changes will also benefit the company. Organize your thoughts in a way that communicates both your needs and speaks to the needs of the organization. Leaders make decisions based on what is best for the business. That is their job. Help them see how your proposal is good for the bottom line. 
  • Practice: Practice with a friend if possible, and ask for feedback. At a minimum rehearse in a mirror. Along with practicing, think through the various scenarios that could arise. For example, if your boss is known for interrupting, practice refocusing the conversation. 
  • Focus on Facts: Women tend to tie our emotions to everything. This isn’t at all a bad thing; however, some supervisors view it as a weakness. By focusing on the facts we keep the conversation on track. 
    • For example: I have taken on X, Y, and Z, yet have not received a raise in 2 years. 
    • Rather than: I’m frustrated and don’t feel appreciated. 

If emotions do bubble up, it’s appropriate to ask for a moment to collect yourself, so you can refocus on the point of the conversation.

There is a lot that goes into self-advocacy. Frankly, there isn’t one right way to go about it. Every situation is different and everyone’s personality varies. The act of self-advocating is a success, regardless of the progress you make towards your requests. This content is meant to give you a framework for increasing your self-advocacy. And as a result, expanding your self-care. If you would like to read more about why self-care is so important for leaders, back in February I wrote this article. 

Want to discuss your opportunities for self-advocacy? I would love to help! Email me at kim@athena-coco.com to connect for a free 30-minute discovery call. Also, I am hosting a discussion on Women’s Self-advocacy on Wednesday, November 17th at 5:00 pm. Email me if you are interested in joining the conversation. 

Kim is a mom, wife, lover of being active and the outdoors,
and helper of nonprofits, small businesses and leaders.
kim@athena-coco.com

Communication Conduits

As I mentioned in last week’s article – communication is hard. Unclear communication obviously leads to misunderstandings. Unfortunately, it can also lead to hurt feelings, confusion, mistrust, and a loss of productivity. 

Two major communication pitfalls include: 

  1. The barriers to effective communication. 
  2. The components that make up an effective communication system. 

Last week I dove into the many ways that communication can break down due to internal and external barriers. You can think of this as the quality of the conversations that are happening. In this article we’ll look at structures that can be put into place to improve communication. This can be thought of as the quantity of communication occurring.

On a weekly basis I hear leaders and employees complain about the lack of communication in their company. This is almost always referring to internal communications between staff. Often this is not because of a lack of commitment to quality, intentional conversations. Rather, it’s because everyone is so busy, making it difficult to remember, or take the time to have those conversations. Once you are in a place where quality conversations are taking place, it’s equally important to establish conduits for regular and effective communication. 

Each business needs to decide who needs to know what information. That will be different for every single company based on the size, sensitivity of the information, culture, and more. This article couldn’t possibly explore all of the different scenarios for communication systems. Instead, I’m going to share some best practices that apply to most organizations. 

  • Direct Report Meetings

    On a regular basis, every staff person in a company should have conversations with the person they report to. This should be dedicated time where the supervisor listens, coaches, gives instruction, provides direction, and develops the relationship. 

Frequency varies based on the employee’s role, their experience, and their personal need for support. This is not a one-size-fits-all. I have had staff in similar positions, but very different meeting frequency. Some staff have a high need to process ideas or receive positive affirmations. Others like to be given marching orders and check-in when they come to a challenge. 

  • Regular, Effective Staff Meetings

    Most people hate staff meetings. This is usually because they are ineffective and a waste of time. Yet, this can be such an efficient tool for communication and driving work. If your staff meetings are a source of dread and frustration (or if you just want to make them the best use of time possible), check out this article. 

I want to be clear, a staff meeting should NOT be a time where everyone sits around and tells what they are working on. That isn’t what I mean by communication. Rather, all staff meetings should include a well structured agenda with components designed to provide appropriate communication.

  • Cascading Message

    Including this component in all meetings ensures that important messages and decisions are shared with the appropriate people. This practice can save a great deal of staff time. By using it consistently, you may reduce the number of people who need to attend each meeting. 

Dedicate a few minutes at the end of each meeting to determine what needs to be shared beyond the meeting attendees and who will deliver those messages. If necessary you can create a follow-up on those action steps in the next week’s agenda.  

  • State of the Company

    On a regular basis, company leaders should communicate to the whole organization about how business is going. A minimum of once a year is acceptable, quarterly is better. The entire staff team should know the current priorities and the progress being made. This is also a great opportunity to celebrate, recognize, educate, and build relationships.

  • A Two Way Street

    Quality communication includes gathering feedback from employees. While this can be built into Direct Report meetings and Staff Meetings, it’s a good practice to collect anonymous input as well. This is the best way to learn what staff are really thinking. Hopefully it goes without saying, feedback should not be collected if leadership is not going to address any concerns revealed. Collecting input and ignoring it is worse than not collecting it at all. 

Again, the above practices might not all apply to your company. But when it comes to communication, I always recommend implementing more, rather than less. You can always eliminate practices that are not effective or change things up down the road. 

While I’m on the subject of communication, I want to share a few practices for controlling email communication. Anyone who has email knows that it can completely consume your time and mental energy if you let it. The average employee spends just over 3 hours a day on email, and about two thirds of them are irrelevant! Multiply that by the number of employees in a business, and most leaders will be pretty motivated to make sure that the time spent on email is effective and efficient. 

  • Email Rules

    Critical conversations should not take place over email. Nor should sensitive information or important messages. Email is best for relaying facts, setting-up logistics, or sending out mass communications, like newsletters. A rule might be something like “Any email over 3 sentences needs to be switched to a live conversation.”

Leadership is responsible for creating an expectation for how email is used throughout a company. Telling people how to use email might seem petty. However, without established expectations, people will create their own norms. 

  • Email Coding

    Consider using a coding system for all internal emails. For example, the subject line might start with URGENT, THIS WEEK, FYI, or NO RUSH – letting the reader know how quickly they need to review the materials. With everyone using a similar system staff are better able to prioritize their time. 

  • Email Best Practices

    Here are a few more ideas on how to corral the email beast:

    • Train staff to be very selective when using cc:, bcc:, and reply all.
    • Discourage the drive towards a zero-inbox.
    • Provide staff with training on the lesser-known tools your email system provides. Things like automations, templates, folders, tags, etc. can save time and reduce busy work. 

Once communications systems are put in place, it’s important to monitor them. Otherwise, well thought out systems can deteriorate into annoying tasks. The intentionality of the structures put in place needs to be held high and team members need to be reminded of the purpose behind the process. 

Any business with more than a few people can improve their operations by focusing on communication. Quality communication involves clearly relaying messages back and forth. Creating systems for the appropriate quantity of conversations ensures the necessary communication has a platform. I believe any company that focuses on communication quality and quantity, will go far. 

Need help with creating a communication structure that works for your company? Email me at kim@athena-coco.com to schedule a free 30-minute discovery call to find opportunities for growth through improving communications. 

Kim Stewart

Kim is a mom, wife, lover of being active and the outdoors,
and helper of small businesses and nonprofits.
kim@athena-coco.com

 

The Problems with Communication

Communication problems

Communication is hard. A large majority of problems are created from a breakdown in communication. And communication is at the root of many, many organizational challenges including stress, strained relationships, low morale, frustrated staff and clients, and more. 

As I see it, there are two major communication pitfalls. I’m going to discuss the first one in this article and you can read about the second one next week. These are:

  1. Barriers that get in the way of sending and receiving messages
  2. Lacking the components of an effective communication system

First up – barriers. In every conversation there are Speakers and there are Listeners. Someone has something they want or need to share. Someone else may or may not want or need to hear the message. For the sake of simplification, this article is going to focus on two person communication; however, the concepts extrapolate out for larger conversations. 

In a two person conversation, where one person speaks while the other listens, there are 3 opportunities for the intended message to become jumbled. 

  1. What is articulated:

    The Speaker has thoughts or ideas in their head, and they want to share them with the Listener. When they go to share their thoughts, what they are thinking might not be what actually comes out of their mouth. Some of the reasons this happens could be: 

    • They may lack the words to articulate the ideas
    • The Speaker might mis-speak
    • If stressed, they may become confused or flustered and have trouble putting their ideas into words
    • Body language that is inconsistent with the verbal message being sent causes confusion and misunderstanding 
    • An accent, language barrier, or speech impediment might make words hard to understand
  2. What is heard:
     Even if listening intently, the Listener may not receive the message correctly. The game telephone is a great example of this. In the game, the barrier is the fact that players are whispering. In regular conversations barriers might include:

    • Surrounding noises
    • Distractions – both mental or exterior
    • Volume or hearing problems
    • If the conversation is taking place over the phone or via Zoom, there might be technical difficulties
  3. Listener’s interpretation:
     Even when the Speaker articulates their thoughts accurately and the message can be easily heard, there are still opportunities for the Listener to receive the wrong message. Some of the reasons a Listener might not receive the intended message include: 
    • They might not know some of the words being used
    • Words mean different things
    • Personal biases may prevent the Listener from accepting what they are hearing
    • If they are not mentally prepared to accept the message they might hear what they want to hear
    • The Listener’s mind might wander or they don’t give the Speaker their full attention and therefore not receiving the entire message

Now, if the Listener switches into Speaker mode with inaccurate information, this cycle of miscommunication continues to grow and become more complicated.

As you can see, in the delivering and receiving of messages, there are so many opportunities for errors. Assuming that we communicate with the intent of being understood, it’s important to close the communication loop holes.  Here are some simple techniques that can help do just that. 

  • Send a Clear Message

    When in the Speaker role, give thought to the message you are sending. Think through the best way to state it. If it doesn’t come out right, try again. Once your message is delivered, ask questions to gauge understanding. 

  • Find a Quiet Place

    Especially for important conversations, make sure you are in a space that is appropriately private, has good sound quality, and minimizes distractions.

  • Reflections

    As a Listener, reflecting back what you have just heard can be a valuable communication tool. Reflecting is not “parroting” exactly what was said. Rather it involves sharing what you understand the Speaker to mean. If you understand correctly, the Speaker feels heard and valued. If you get it wrong, it gives the Speaker the opportunity to clarify their message. 

  • Seek to Understand

    Again, as a Listener, ask follow-up questions. Work to understand their point of view. If a message comes across that puts you on the defensive, feels rude or attacking, or has a negative slant  – ask more questions before jumping to conclusions. When conflict arises, it can often be tied to miscommunication.  

Ensuring messages are sent and received accurately is key to quality communication. If your company has more than a few people, ensuring quality communication is key to smooth operations. On a weekly basis I hear leaders and employees complain about the lack of communication in their company. That is what I’ll tackle in next week’s article. 

Need help with improving internal communication? Email me at kim@athena-coco.com to schedule a free 30-minute discovery call to find opportunities for growth through improving communications. 

Kim Stewart

Kim is a mom, wife, lover of being active and the outdoors,
and helper of small businesses and nonprofits.
kim@athena-coco.com 

The “I’m So Busy” Competition

What is the deal with this? People compete to be the most busy, the most rushed, and the most stressed. Like it’s an Olympic sport. 

I really love the meme that has been popping up lately that states: 

“We need to stop glamorizing overworking. Please. 

The absence of sleep, good diet, exercise, and time with friends and family is not something to be applauded. 

Too many people wear their burnout as a badge of honor. 

And it needs to change.”

What if, when standing around the water cooler, we bragged about how much sleep we got last night? Or how great we’re doing keeping our lives in balance? Wouldn’t that be a cool paradigm shift?  

To be clear, I’m not writing this from the perspective of someone who has never slipped into this mode. I’ve done it. Especially as a young professional trying to do everything. And as a working mom keeping many balls in the air. As I’ve gotten older and maybe a little wiser, I see how I contributed to the chaos in my life.

This article is not meant to shame anyone who is struggling to keep it all together. Rather, I’m going to share my observations on the topic as well as the importance of balance. A while back I wrote about Self Care, which relates closely to this topic. I also want to look at what we, as leaders, can do to help make this shift. 

So Much to Do, So Little Time

I recently came to the realization that I have more books that I want to read, than I will ever be able to get through in my lifetime. At first I was a little bummed when I recognized this. Then I mentioned this to a friend and he had a completely different reaction. He said: “Isn’t that awesome! There are so many great books in the world and so many options.” The difference a shift in perspective can make! 

While I would love to read all the books on my reading list (and all the books I have yet to discover), I don’t HAVE to get to them. I will read the ones I really want to get to. And I’ll read the ones I need for work or education. Some will just present themselves at the right time and I’ll get to them. 

The book thing got me thinking about all the things we fill our time with. If we were to work 24 hours a day, seven days a week, 52 weeks a year, there would still be projects to do or tasks to complete. Just like the book thing. We have a limited amount of time to give and we each have to decide for ourselves how much of it we are going to commit to the different areas of our life. Making this a thoughtful decision is key to balance and self care. 

How to Spend Your Time

First let’s focus on our work time. And the first step in this is deciding how much time you will work – full-time, part-time, project based, etc. If you’re self-employed, clearly define how much time you will commit to your business. 

Next I like to think of our work time divided into three categories: NEED TO, WANT TO, and SHOULD. 

  • NEED TO: There are the things we absolutely have to do. Likely these items are outlined on our job description or they are directives from our supervisor. If our job is important to us, then we have to do these things. 

Items on the NEED TO list can sometimes be subjective. For example, if an employee has a need for perfection, they may triple check their work. Another employee who has the ability to run through a project accurately on the first try might not have that need. 

  • WANT TO: These are projects that we believe will improve the company, culture, product or service. They are initiatives that we want to pursue, but are not required to work on. WANT TO projects provide fulfillment and engagement. Often these are the reasons we enjoy our jobs and make us care about the company. 

Depending on the amount of autonomy you have at work, this might be something you need to negotiate with your supervisor. Being clear about the things on your NEED TO list, and how your WANT TO items will benefit the company will help with your discussion. Also, if the WANT TO projects are the only thing keeping you at a company, they may truly be NEED TOs. 

  • SHOULD: Items on this list are things that are not required from you, and you probably don’t really want to do them either. It’s best to avoid SHOULDing on ourselves. The SHOULDs need to be evaluated to see what’s really going on there. You clearly feel an obligation to the task. Consider why that is and if it really belongs on the NEED TO list. 

An example is a project that you don’t want to do, but that would make you look really good to your boss. If you are actively working to advance at work, then you might want to shift it to your NEED TO list. On the other hand, if you are new to a position and it makes more sense for you to focus on your primary responsibilities, then this item probably needs to be removed altogether. 

Too often we approach everything that comes our way as a NEED TO. By thinking through how to categorize the many demands on our time, we can make decisions that will keep us from becoming overworked. 

Not Just a Work Problem

While at work, the NEED TOs take priority, in our personal life there should be a better balance between NEED TO and WANT TO. Being overworked or overextended is not just a work problem. Homes, family, friends, hobbies, volunteering, and more quickly fill up our non-work time. The problem is usually amplified for women who tend to carry the majority of home and child care duties. 

Categorizing tasks and activities can be applied to our personal time as well. This process can be a useful tool for families to use in order to distribute tasks or to decide what is really important. Having a clean kitchen might be a NEED TO for one person and a SHOULD for another. There might be items on your SHOULD list that really need to be outsourced because no one wants to do them, but eventually they NEED TO be done (hello housecleaning!) 

Evaluating the ways you spend your time can also reveal opportunities for positive change. If you aren’t getting enough sleep, scrolling social media for an hour before bed could be the culprit. When we think intentionally about how we spend our time, we will probably choose quality sleep over looking at cat memes. 

Leading Change

As a leader the categories still do not change. The biggest difference is that you are the one making decisions about what NEEDS TO be done for the company or organization. With this difference comes the power to drive change. As I see it, there are four key areas where today’s leaders can help reduce the glamorization of the overworked: 

  • Create jobs that are manageable – evaluate jobs regularly to ensure that they can be completed in the allotted time. Avoid filling every minute of a staff person’s time. Encourage creativity and staff taking initiative. This can lead to new solutions and  processes, and energize staff. 
  • Ensure NEEDS TO are really needs – your role is to divide the many tasks and projects that it takes to operate your business. As time goes on, priorities change. The leader’s job is to make sure that tasks remain relevant and true NEED TOs.
  • Set a good example – monitor your own use of time. Nothing encourages balance like the leader making it a priority. If you do need to put in extra hours, don’t make a show of it. The leader’s behavior will create the culture.  
  • Encourage balance – beyond demonstrating work-life balance, talk about it. Tell staff why it’s important. Help them figure out how to manage their role in a healthy way. If you observe a staff person engaging in the “I’m So Busy” competition, have a conversation with them. 

In today’s job market, leaders need to provide jobs that people want. This means work-life balance, opportunities for meaningful contributions, personal development, and a culture they will enjoy. Businesses that figure out how to do this will attract the best employees. 

Need help with creating a healthy culture? Email me at kim@athena-coco.com to schedule a free 30-minute discovery call to start creating a culture that celebrates work-life balance. 

Kim Stewart

Kim is a mom, wife, lover of being active and the outdoors,
and helper of small businesses and nonprofits.
kim@athena-coco.com

Avoid the Shiny Bunnies

Squirrels, shiny bunnies, kitten bombs, Facebook – whatever you want to call it, distractions are everywhere. There are the day-to-day distractions that get in the way of your tasks and responsibilities. Social media, a new show on Hulu, and mundane chores all distract you from the things you know you should be doing in order to effectively manage your life or meet your goals. 

While this type of distraction can be a serious issue for some of us, today’s article is going to focus on the larger version of this problem. Individuals getting distracted is one thing. Entire organizations that get distracted is a completely different problem. 

When an individual is distracted it leads to anything from messy houses to jeopardizing their job. However, it can be much more devastating when a business or organization becomes distracted. It can lead to profit loss, bankruptcy or even total failure of the business/organization. 

For a business or organization, this happens when the leadership loses focus on the mission, vision or purpose. Leaders become distracted in many ways. It could be a flattering offer that comes their way, pressure from partners or other community leaders, or a need to prove something. This article will look at:

  1. How to identify organizational distractions
  2. Strategies for keeping your business on track

Identifying Organizational Distractions

As a leader, you might not even realize when a shiny bunny is headed right for you. You’re going along, doing what you believe is best for your business. By being on the lookout for these distractions, you can save your organization money, time and heartache. 

  • Too Good to Be True: We all know that if something sounds too good to be true – it probably is. As leaders, whose focus is on growing revenue or impact, it can be tempting to chase after this squirrel. A new project, partnership, or endeavor might sound like a fast track to growth. 
  • You Need to Justify: If you find yourself justifying why something is a good idea, it is an indicator that you need to look more closely at your decision. Anytime it’s not completely obvious how a decision connects to your mission/vision/purpose, you might be pursuing a distraction.
  • Secrets or Hiding Things: Keeping secrets or telling different “stories” to different groups of people should be cause for reflection. This is an indicator that you are hiding something, or that you are moving in a direction that is not consistent with your core focus. 
  • Outside Pressure: Leaders from other businesses, agencies, or entities will always have an ulterior reason for wanting to partner with you. Even if they give you 100 reasons why they believe it would be a good move for your business, they still are pursuing the partnership for their own gain. 

To be clear, there are definitely times when new business opportunities make sense. This article is not meant to prevent growth and innovation. Rather, it’s meant to keep you from losing your focus on what is most important to your organization. Being aware of what these distractions look like is the first step. Next we’ll look at how to deal with and minimize distractions.

Maintaining Your Focus

  • Know Your Vision

The first step in maintaining your focus and minimizing distractions is to know your vision. This article goes into detail about the importance of having a crystal clear vision. Without it, you are much more susceptible to distractions. When your mission/vision/purpose are foggy, leaders grasp at straws. When we don’t know where we are going, we welcome (and sometimes even look for) distractions. 

  • Communication & Trust

In tandem with your vision comes building up your communication and trust. This involves sharing your mission/vision/purpose over and over, solidifying the importance and ensuring all staff, volunteers and stakeholders understand. In addition, creating open and honest communication systems builds up trust. 

  • Ask Questions

Building trust among your team members is key to this next step, which is to ask questions. Big decisions should not be made in a vacuum. Get input from those you trust, and who also trust you enough to be honest. Brutally honest if necessary. Ask tough questions about who has the most to gain, what is the downside, and how the opportunity might change the focus, culture, and direction of your business. 

  • Be Completely Honest

In order to make the best possible decisions for your company, you must be 100% honest with yourself about your motivation. Otherwise, ego can easily get in the way of taking action in the best interest of the organization. Making decisions that make you look good is obviously a goal, but it shouldn’t be the only goal. If your own self advancement is the primary factor behind a new endeavor, you need to be able to step back and objectively look at how it will impact the business. 

  • Strategy Screens

Creating strategy screens can be very effective in keeping your business on track. A strategy screen is a list of questions or criteria against which you can test potential new opportunities. By working with your board, stakeholders or leadership team to create a list of 5 to 8 criteria, you can proactively protect yourself from distractions. 

  • Operational Plans

Solid operational plans will keep you moving in the right direction. This includes annual goals, quarterly action steps, accountability, and regular measurements. By establishing goals designed to move you towards your mission or vision, breaking them down, assigning accountability and regularly measuring your progress, you stay on track. This structure can serve as an insurance policy protecting you from distractions. 

As leaders, you are constantly faced with opportunities and decisions to make. You absolutely do not want to be risk adverse or your business may become stagnant. However, at the same time, you want to focus your energy on opportunities that will help you meet your business goals. By being able to quickly identify organizational distractions you will be able keep the shiny bunnies at bay. 

Need help creating your vision, communication system, strategy screens or organizational plans? Email me at kim@athena-coco.com to schedule a free 30-minute discovery call to find out how to lock out the squirrels! 

Kim Stewart

Kim is a mom, wife, lover of being active and the outdoors,
and helper of nonprofits, small businesses and leaders.
kim@athena-coco.com 

 

You’ve Got the Power!

Choices

If you’ve been reading my newsletters for any amount of time, you may notice a recurring theme. I have written about several different topics. Something that comes up in a lot of them is the importance of choosing your mindset. In order to make positive changes in just about any aspect of your life, your business, or your career; it starts with the right mindset. Here are some examples: 

  • Building a Positive Culture = first you must decide that this is important to your business, READ MORE
  • Staff Leadership = this requires a leader who thinks about and genuinely cares about their staff, READ THIS or THIS
  • Effective Communication = starts with making it a priority for everyone in your company, READ
  • Problem Solving, Diversity, Equity, Inclusion, Self-Care, the list goes on and on!! 

Today I want to talk about the power you have to create a mindset that will take you where you want to go. 

So often in life things get busy and we just move along from one day to the next, handling all the things. It’s so easy to do! An article from Forbes on Brand Success states that we are exposed to 4,000 to 10,000 ad messages every day. In addition, experts estimate that we have between 35 and 55 thoughts per minute. So every second or two we have a new thought rushing through our mind. Think about that for a second! 

With all these messages coming at us and all these thoughts we’re experiencing, it’s hard to be focused and intentional. It’s much easier to go with the flow and simply react to what is happening around us.

Intentionality

Intentionality is defined as the act of being deliberate or purposeful. A good way to understand intentionality is to consider what the opposite looks like. Perhaps you have experienced a leader, coach or teacher who goes about their role in a way that seems almost accidental or unconscious.

  • The leader runs the department or business, but they don’t think much about how they do it or why. They just think about the bottom line or the outcomes. 
  • The coach leads the practices, but doesn’t make adjustments based on the strengths of the individuals or the characteristics of the team. 
  • A teacher might be teaching the same curriculum they have taught for 20-years, not considering the need to change as society evolves or as the needs of their students change. 

The unintentional leader (or coach or teacher) leads from a point of status. Things are done a certain way because they are the boss, and so apparently they know best. In my observations, this is an example of ego getting in the way. Decisions are being made based on the leader’s ego rather than what’s best for the organization, the business, or the people involved. 

The intentional leader has a markedly different mindset. They make decisions based on what is best for the company or organization, even if it’s not necessarily what is immediately best for them personally. When making decisions the intentional leader considers the impact that it will have on the clients and staff. Additionally, this leader is keenly aware of what is going on in the community, the country or the world, and how those factors impact their decisions and the perception of those decisions. 

Selflessness

As stated above, an intentional leader considers how their actions affect others. But really, it’s more than that. It’s making the decision to be considerate of others; that the leader isn’t better or superior just because of their position. This comes from a leader’s mindset. 

A selfless leader sees everyone on their team as having the ability to contribute to the success of the business. They seek input from those at all levels of the organization. They see the power in the team as whole, rather than the power created by their leadership. 

Selfless leaders realize that by helping staff succeed they are supporting the company, and in turn probably reaching their own goals. To help staff succeed the selfless leader:

  • Supports each individual in the way they need to be supported. 
  • Creates an environment where staff enjoy their jobs and respect the company.
  • Learns about the goals of their team members and helps support achieving them.

Mindfulness

Intentionality and Selflessness are two key components to being a great leader. The question is, if those are not things that come naturally, how do you get to that point? That’s where mindfulness comes in. 

Here is a definition of mindfulness that I like. It comes from Jon Kabat-Zinn: “The awareness that emerges through paying attention on purpose, in the present moment, and non-judgmentally to the unfolding experience moment-by-moment.” This is a great definition when it’s all together, but it’s also interesting to look at it in chunks. Breaking it down helps us understand the value of mindfulness for leaders.

  • awareness emerges – The leader doesn’t have all the answers. (No one does.) 
  • through paying attention on purpose – By taking the time to thoughtfully observe, we learn.
  • in the present moment – The leader is fully engaged in the current situation, not what’s coming next or whatever happened before. 
  • non-judgmentally – There are no preconceived notions clouding our thoughts, we take things at face value.

With all of the messages and thoughts we have going through our brains all day, it’s not easy to remain aware, present and non-judgmental. We have to work at it. Just like you practice cooking or yoga or Portuguese, mindfulness takes practice. 

The good news is that you can practice anytime and anywhere. Here are 5 super simple activities for practicing mindfulness. 

  • 4-7-8 breathing: Breathe in for a count of 4. Hold for a count of 7. Exhale for a count of 8. Repeat 5 times. 
  • Mantra Meditation: Find a quiet place. Choose a word or phrase you would like to focus on (such as “peace” or “I am present”). Close your eyes. Take deep breaths and repeat your word or phrase (out loud or in your mind) with each breath. If your mind wanders, notice it and draw your thoughts back to your word or phrase. Practice for a minute or two.
  • Mindful Eating: While eating, pay particular attention to all of your senses. How does the food look? How does it smell? How does your body/mouth react to the smell? How does it feel when you put it in your mouth? How does it change as you chew it? Chew twice as long as you normally would. How does that experience feel? Practice this for the first few bites of your meal or snack. 
  • Nature Walk: You don’t have to be in the woods to observe nature all around you. Even in a city there is weather and wind, clouds, birds, bugs, smells and more. Take a few minutes each day to observe nature. This can happen while you walk from your car into your office building or by taking a fresh air break. Simply take the time to notice the natural world. 
  • Body Scan: Start at your toes. Wiggle them. Spread them wide. Flex and release. Move to your whole foot. Do the same. Work your way up your body. Moving, rotating, flexing and releasing each body part or muscle group. Finish with a few deep breaths. This can be done at your desk or anywhere.

Practicing mindfulness helps train our brain to stay present when we might otherwise want to be reactionary. It allows us to be intentional in our thoughts. Through mindfulness we decide how we feel about things and how we react. 

The kind of leader you are should be a conscious decision, not something left to happenstance. What kind of leader do you want to be? 

Want to explore mindful leadership? Email me at kim@athena-coco.com to schedule a free 30-minute discovery call to find out how you can Calm the Chaos by choosing your mindset! 

Kim is a mom, wife, lover of being active and the outdoors,
and helper of nonprofits, small businesses and leaders.
kim@athena-coco.com

Wanna Grow Your Business? Grow Your Staff

Staff Success

Unless your business is completely run by robots or other automatons, you likely rely heavily on staff. Employees are probably the ones creating your product, communicating with your customers, delivering your services, and managing your processes. Your staff are your direct connection between you and your customers. They are responsible for executing your vision for how your business serves your customers or your community. 

In many businesses staff salaries are by far the largest line item in the budget. Yet, oftentimes things like equipment, inventory, and facilities end up getting much more attention and financial resources than the staff. Think of the time, energy and money that goes into maintaining a company vehicle. This important resource likely receives regular oil changes, preventative maintenance, and routine TLC cleaning. Imagine if the same amount of planning, time, energy and financial investment went into our people! 

When a company hits a wall in terms of growth, or a nonprofit organization becomes stagnant in the impact they are providing, it almost always comes down to culture. A stagnant business can be traced back to a dysfunctional, negative, toxic culture. Changes to other facets of the business may deliver short-term improvements. However, in order to make real progress for lasting growth and impact, the culture must be fixed. 

Healthy cultures boil down to two things: 

    1. How a company treats their people 
    2. A commitment to clear and honest communication

A business that masters these two components is well on their way to success. Obviously, attention needs to be given to financial management, quality processes, strategic planning and more. But without a healthy culture, those other things will only take you so far. 

Benefits of Nurturing Your Staff

There are hundreds of benefits a company can reap from lifting-up, valuing and honoring their employees. This article will not list hundreds of benefits. Rather, it will focus on a few key benefits that will help your business grow or your agency impact to expand. 

  • Staff who feel valued become loyal team members. Nothing beats a loyal staff member! Loyal employees do more for the PR and brand of your company than any marketing campaign ever will. When someone loves their job, they tell everyone. They attract customers, potential employees, and prospective donors for nonprofit organizations. That kind of messaging is genuine and captivating. Thus appealing to people who otherwise may have never given your business a second thought. 
  • Another benefit of loyal team members is that they work harder, are solution oriented, and care about the quality of work they do for you. These folk have a vested interest in the success of the business. They embrace the direction you are taking your company or the impact your agency is striving for in your community. Loyal employees do their best and work with the company’s interest top of mind. 
  • Supporting your staff looks good on you. Companies that invest in their employees, foster their growth, and help them pursue their career goals are companies that people want to work for. Recruiting, hiring, and training staff can be extremely expensive. Imagine if prospective employees came to you because they want to be part of how you grow your staff! Additionally, the level to which you respect your staff comes right back around. Want to be respected at work, be the leader in demonstrating what that looks like. 
  • Valuing your staff creates a positive culture. As stated above, how a company treats their staff is foundational to creating a healthy culture. And nothing fosters growth and increased impact like a healthy and positive culture. If growth and increased impact isn’t motivational enough, great cultures are fun to be part of and to lead. Since most people spend at least half of their waking hours at work, a positive company culture will improve the collective and individual mental health of the entire staff team. 

As there are hundreds of benefits to nurturing your staff, there are just as many ways to lift-up your staff. The best way to do this is to use your unique personality and leadership skills to genuinely value your staff. Still not sure how to get started? Here are some tips to get the ball rolling. 

Getting Started

  1. Listen. Take the time to listen to your staff. Fully listen. Approach conversions with a listening mind-set. There is no greater gift you can give someone than to listen to them with an intent to understand. You can read more about this topic here and here and here. 
  2. Build real relationships. Just like “Employees don’t leave jobs, they leave bosses”, staff also stay with bosses they like, enjoy being around, and respect. Listening is a great way to start down this path. Couple it with asking really good questions and you’ve got this one made! 
  3. Give them what they need. There are the basics. Workstation. Computer. Stapler. These are the obvious things – you give them whatever equipment they need to do their job. Beyond that – training and a safe environment to learn is also expected. What about those employees who need a lot of positive reinforcement? Or the ones who need to chat with you for a few minutes each day? And what about those who need to check-in regularly to make sure they are on track? Do you give them what they need? Giving employees these things (essentially your time and acknowledgement) may be challenging when you’re busy. However, when you think about the value of a loyal employee, it seems less like an interruption to your day and more like a crucial part of leading people.  
  4. The Golden Rule. It turns out that your company’s human resources are made up of HUMANS! Who would have thought? And do you know what humans like to be treated like? You guessed it – humans. This one is very simple. When interacting with an employee, think about how you would like to be treated in that interaction. This usually includes values like respect, dignity, caring, trusting, and maybe fun. If team member interactions can be tied back to company values, it’s even better. 

Before closing this article, I want to be clear that I am not suggesting tolerating staff who are not a fit for your company, your culture, or the jobs you have available. I believe wholeheartedly in hiring slowly (to ensure a good fit) and firing quickly. Rip that band-aid off if that’s the right decision. Your job as the leader is to make sure you have provided everything staff need in order to be successful. If you are confident you have fulfilled your end of the bargain and it’s still not working out, decide and take action quickly. 

Need help elevating your organization’s culture? Email me at kim@athena-coco.com to schedule a free 30-minute consultation to discuss how I can help you create a culture that will grow your business and increase your impact! 

Kim is a mom, wife, lover of being active and the outdoors,
and helper of small businesses and nonprofits.
kim@athena-coco.com 

 

Board Volunteers:

Culture matters

10 Signs You Might Be Leading a Toxic Organization

I’m targeting nonprofit Board Volunteers with this article. However, anyone can read it. I’m really not that controlling. The “10 Signs” are good for anyone in a business or nonprofit to understand and be able to identify. They are also helpful if you are considering joining a Board. 

As a Board Volunteer, you have many responsibilities to the agency you are leading. One factor frequently overlooked is your role in culture and organizational effectiveness. This is often left to the Executive or CEO. When the leader creates a positive, functional environment, there isn’t a need for the Board to give it any attention. Problems arise when the Exec or CEO has not created a positive culture and dysfunction begins to take over. 

It can be difficult for volunteers to know when things are “off.” The Executive Director or CEO may be unaware of the toxic environment they have created. Or, if they are aware, they certainly are not going to tell the Board of Directors about it. That’s why it’s important to understand what to look for. As you read this list, note which indicators sound familiar.

10 Signs of a Toxic Organization

#1 Poor Staff Retention

Staff are leaving. A lot. They may say it’s for one reason or another, but we all know that staff do not leave jobs, they leave managers. It’s also a bad sign if there are constant layoffs or firings. This indicates the lack of a strategic plan or vision. 

#2  Morale is Low

There is a lack of motivation. Staff are just “punching the clock”. This is especially disappointing in the nonprofit sector. Staff are drawn to an organization’s mission or cause. When there is poor leadership or a toxic environment, even the most passionate employee becomes dispirited. Additionally, while not the cause, low morale is often exasperated by years with no staff raises.

#3  Poor Communication

There are constant changes in communication, or it’s unnecessarily vague. Staff are confused. Often leaders will “talk out of both sides of their mouths”. For example, in one breath they tell you how great everything is, and in the next one they tell you how they need you to raise more money because of the desperate state of the agency.

#4  Cliques, Exclusions, and Gossipy Behavior

It seems like there’s an “in” group and an “out” group. There is an emphasis on who is considered important in the organization vs. who is not. Staff are talked about in a negative and unprofessional way. Private conversations become known by everyone.

#5  Supervisors are Ill Prepared to Do Their Job 

Any boss who uses tactics such as intimidation, humiliation, playing favorites, false promises, micromanaging, not communicating, unsupportive behavior, or any of the many other outdated and authoritarian methods, should not be allowed to lead people. Supervising staff is a skill and it needs to be developed and nurtured, like any other skill. You can read more about this topic here and here. 

#6  There is No Work-Life Balance

Sometimes staff have to put in long hours, including evenings and weekends. This is common in the nonprofit sector. Especially when delivering programs or events. However, when this is the constant, normal expectation, it’s unhealthy for the employees and for the organization.

#7  Constant Drama

There’s always an issue or crisis to solve. Problem solving is inconsistent and may seem random. What could be minor disagreements escalate and are blown out of proportion. Relationship issues are not managed professionally.

#8  Dysfunction Reigns 

There’s a lack of trust among staff and an avoidance of accountability. Decisions are not made based on what is best for the organization. They revolve around benefiting a few individuals. Transparency is lacking. Often despite the leader believing they are being very transparent.

#9  Staff are “Kept In Their Place” 

As a volunteer you may have limited contact with anyone other than the leader(s). Interactions between Volunteers and Staff are controlled or non-existent. Staff have very little authority.

#10  The Organization Lacks Mission, Vision, and Values

This is not to say that these statements aren’t written down somewhere. This means that they are absent from decision making, strategic discussions, and staffing practices. 

These three elements should drive the work of the organization and should be present at every meeting and in every key discussion. They need to be more than words on a wall. They need to carry the organization forward and serve as the compass for the work you do. 

If any of this resonates with you, I suggest you share these “10 Signs” with your fellow Board Members. Here’s a pretty version you can print and share. Ask around to find out if anyone else sees reason to be concerned. If so, it is your duty to take action. You owe it to the organization you are serving. The community and your constituents deserve the best possible version of your agency. Help make sure they are getting it.

Need help evaluating your organization’s culture? Or do you already know you have issues to address. Email me at kim@athena-coco.com to schedule a free 30-minute consultation to discuss how I can help you create a culture that will grow your organization and increase your impact! 

Kim is a mom, wife, lover of being active and the outdoors,
and helper of small businesses and nonprofits.
kim@athena-coco.com