Engaging Your Board Members

As I shared in my last article, the number one question I am asked by nonprofit leaders is “Where do I find good board members?” You can read here that it’s not about finding good board members, it’s about finding the right ones for your organization. The next most often asked questions are “How do I get my board members engaged?” and “What do I do with these people?” That’s what we’ll chat about today. 

Contrary to what most organizational leaders hope for, you can’t just recruit a great board member, then expect them to know exactly what to do and what your organization needs. They may be good, but they are not psychic. There’s no easy way to say this, so I’m just going to put it out there. If governance volunteers are not engaged, it’s probably not a “them” problem. It’s usually a board problem or an organizational problem. 

Let me ask a few questions:

  • Do you/does your organization know what you need from your board?
  • Have you/the organization engaged volunteers in planning?
  • What do you/your organization provide for the volunteers, to help deepen their connection?
  • Who do you/your organization have focusing on the health of the board as a whole and the engagement of individual volunteers? 

If your answers are: no, no, nothing and no one – that is probably a very big part of your engagement problem. Building off of those questions, there are the four components that I believe will set you up for developing an engaged board. Let’s dig in.

Knowing What You Need

As was discussed in the article on finding good board members, different organizations have different needs. This goes far beyond passion for the mission and the time they can commit. Think about:

    • How they want to give their time
    • Their comfort level with ambiguity
    • Experiences that align with your future goals
    • Connections in the community
    • Specialized skills 
    • Their goals for how they give their time

I would argue that you shouldn’t even start recruiting volunteers until understand your organizational needs. Maybe not ALL your needs, but have an idea of what you are asking people to do. 

Get Volunteers Involved in Planning

A board retreat or strategic planning session is a good way to connect your volunteers to the organization. While many organizations conduct very elaborate strategic planning processes, it does not have to be like that. Smaller organizations can’t always afford the time and money that it takes for a complex process. However, any agency can benefit from taking time to have deep-dive conversations about the future of the organization. 

Holding a planning retreat soon after the induction of new board members can provide several great outcomes:

    • Relationship-building between new and veteran volunteers
    • Education for newbies on the mission, vision, values, critical social issue the agency addresses, and the unique solutions the agency provides
    • Culture can be shaped based on how this event is planned and delivered
    • Volunteers will be much more connected to the strategies and action steps that they are involved in developing, than they would be in ones that are simply presented to them

I have heard the concern about brand new volunteers coming to a retreat and not knowing enough about the organization, what’s going on, or how to contribute. My argument to this is that your volunteers do not need to know all about your organization. In most cases, what nonprofits need from their volunteers is an understanding of the community or constituents they serve, business and leadership skills, and lived experiences. If your volunteers are getting down in the weeds of operations, they are not focusing on the right stuff. 

After any good retreat, you should come away with strategies for advancing the organization. Some of the action steps from the strategies may end up being staff driven; however, the goal is to come away with work for the board to focus on. Those actions should be assigned to a task force, an ad-hoc committee, or a standing committee. Again, if the volunteers have been involved in the creation of these plans, they are going to be much more invested in carrying them out. 

Make It a Two-way Street

A Board of Directors is not just about what the organization can get out of the volunteers. It should go both ways. Absolutely, the organization should benefit from having great volunteers, no question. But if you are not investing in them, they will not stick around for very long. 

Some of the ways that I have seen organizations value their volunteers include:

    • Providing a thoughtful welcome and orientation to the organization and to the board
    • Training them on things like: how to be a great board member, the critical social issues the agency addresses, community dynamics, organizational structure, etc
    • Implement a mentoring system to help newer volunteers become acclimated and provide a leadership role for seasoned volunteers
    • Send them to industry conferences
    • Provide networking opportunities with the organization’s board, community leaders, other leaders in the industry, or thought leader on the cause
    • Help them to develop their leadership skills by supporting them in projects, presentations, and community outreach
    • Recognition for their service and contributions
    • Spotlighting volunteer contributors through newsletters or at events

You could also have a generative conversation at a board meeting around ways to help volunteers grow, support them in their personal goals, and recognize their contributions. 

Board Development Committee

In my opinion, one of the best ways to engage volunteers and ensure their energy is focused on appropriate projects, is to create a Board Development Committee (also called a Board Governance Committee). This subset of the board has their finger on the pulse of the health of the board. 

There are so many ways that this committee can impact the engagement of your board. Here are some examples:

    • Establish and nurture the desired culture
    • Plan meeting structure, layout, conversations, etc.
    • Troubleshoot when problems start to surface
    • Have peer conversations
    • Evaluate the effectiveness of meetings
    • Recruit and onboard volunteers
    • Evaluate the board as a team and as individuals
    • Create social opportunities to strengthen relationships

Ideally, Boards should be self governing. With a little direction, this committee can ensure they are moving in the right direction. 

The role of your board is to look out into the community and into the future to make the best decisions they can for the organization and those served. This should be the focus of the work of your board. So often, organizations do not know what to do with their board, so they give them “check-list” items. Tasks to do that they can check off a list.

Governance leadership is not a checklist. It’s engaging people who care about your cause in high level conversations, to shape the impact and the future of the organization. If, after these suggestions, you’re still at a loss for what to do with your volunteers, below are some more ideas. 

  • Conduct program quality evaluations 
  • Examine the impact of programs
  • Drive donor appreciation 
  • Friend-raise
  • Survey – participants, the community, stakeholder, etc.
  • Plan a retreat
  • Hold community conversations around the critial social issue you are working to solve
  • Get involved in board development
  • Host new member or new participant receptions
  • Serve on a future-planning task force
  • Examine organizational succession plans 
  • Review bylaws and policies

I could truly go on and on. There are so many ways volunteers can contribute their expertise of the community, the constituents, business, leadership, planning, and more. It takes a bit of guidance to keep them out of the weeds, but once the big-picture culture is established, boards usually keep themselves future-focused. 

Every nonprofit is different and has unique needs and challenges. Email me at Kim@Athena-CoCo.com, or schedule a Discovery Call if you would like to discuss ways to effectively engage your organization’s Board of Directors. 

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

Launching an Executive Director Evaluation Process

When I thought about this topic for an article, I was thinking it would be geared towards younger, newer organizations. That was until I recently spoke with the Board Chair of a nonprofit that has been around for 16-years. They still do not have a system in place for providing feedback to their Executive Director, or helping to ensure that the Exec’s work aligns with the goals and strategies of the agency. 

With that, this article is for any organization that does not have an executive evaluation system in place, or whose system isn’t really working for them. You may be wondering why a business would not have a system in place for evaluating their highest staff leader. The biggest reason I see occurs when the founder of the organization is the Executive Director. The board often does not know their role with providing feedback for them. It can also be hard and sometimes awkward to get started. 

Technically, the Board of Directors of a nonprofit organization supervises the Executive Director. However, the unique structure of nonprofits means that the Board and the ED have to work closely in partnership to effectively lead the organization. The challenge can come from the need to maintain a collaborative relationship, while also providing the leadership, guidance and growth opportunities of a supervisor. My recommendation is always to start this process in the same way that you lead the organization, as a shared project. 

Depending on the size of the organization and the number of employees, there may already be a system in place that the Exec has established for evaluating staff. If so, this is a great place to start. I don’t mean that the board should just take the tools that the staff is using, and apply them to the ED. What I mean is, if there is already an evaluation cycle or timeline, look at how to roll into it. Look at the tools that are being used to see if any of them make sense for your task. Get an idea of how the current process looks and feels. 

If no process exists, or the board doesn’t really like the one that is there, it actually gives you a lot more freedom. Here are some questions to think about as you start planning: 

  • What is the culture of the organization and how should it inform the evaluation process?

Is the organization formal and serious? Playful and fun? Relaxed yet determined? All processes and procedures should link back to the values and the brand of your organization. That’s not to say that if you have a playful culture you do not take the process seriously. Supporting your ED is important work. But your system may be relaxed and conversational. 

  • How should the timing look?

Many organizations tie the executive evaluation to their fiscal year or the calendar year. Since you may be starting from scratch, it’s worth evaluating the best time of year to conduct the evaluation process. The end of the fiscal year can be a very busy time for nonprofit professionals. They may be wrapping up fundraising efforts, creating plans and budgets for the coming year, and measuring the impact of the work for the past year. If the fiscal year lands at the end of the calendar year, there are all the additional commitments that come with the holidays. Consider holding annual evaluations during a slower time of year, so it’s not one more thing for staff to commit to. 

  • Who should be involved?

This depends on the size of your board. If you have a board of three people, it may make sense for one person on the board to conduct the whole thing. If you have a larger board, the Human Resources committee should drive this process or an ad-hoc task force. Ideally, more than one person provides input about what will be shared with the Exec. Additionally, the meeting should be conducted with at least two representatives from the board. This communicates that the feedback is coming from a united front. At the same time, it’s not a huge group making the ED feel ganged up on. 

  • What are the preferred outcomes? 

Conducting an executive evaluation is not just about checking something off a list. It’s about deepening relationships, providing opportunities for growth and improvement, advancing the work of the organization, and respecting the staff leader of the nonprofit. Going into the process with this mindset ensures a positive outcome. 

Once you think through these questions for your organization, you come to the matter of starting the process. Often boards struggle here because they have not put any measurements or expectations in place. It begs the question – how do you evaluate someone when you haven’t really outlined their expectations? That’s a fair question. My recommendation is two-fold: 

  1. Start out as a two-way conversation, and
  2. Base the conversation on generally accepted executive competencies. 

Rather than going into the meeting with measurements and clearly defined deliverables, approach it as a conversation. Granted, it should be a conversation that both parties are well prepared for; however, it should be a transparent discussion. Acknowledge the fact that the agency has not had a system in place for evaluating the ED. Note that getting started is difficult, and you’re more focused on getting it implemented than ensuring a perfect process from the start. Share plans for improving it in the future. 

Base the conversation on general expectations of nonprofit staff leaders. This includes things like: 

  • Operational effectiveness
  • Team leadership
  • Community presence
  • Fundraising
  • Administration & Human Resources
  • Financial sustainability
  • Mission impact
  • Board of Directors leadership 

The unique needs of your organization may lead you to add something different or remove some of these categories. This isn’t an exact list, just a good place to start. Come to an agreement with the Executive Director on what items are relevant to their role. Both parties should take some time to think through the Exec’s performance in each category, documenting their thoughts. Then, for that first evaluation, it should really be a discussion where both parties compare notes and talk about any discrepancies. Document how the conversation goes, any action steps to be taken, and start planning for next year. 

As you prepare for the future, think about how this process went. What were the positives and what should be improved. Consider any concrete measurements that should be put in place for the coming year. Be sure to tie measurements to the big picture and strategies. Then communicate them to the ED right away, so they know what they will be evaluated on the following year. 

The last point that I would like to make on implementing an executive evaluation is to keep the conversation high level. If the ED made a mistake 6-months ago, it should have been addressed at that time. Did they learned and grew from the experience? Then there is no need to include it in the year end evaluation. If anything, they have shown that they are coachable and growth minded. The evaluation is an opportunity to look big picture at the effectiveness of the Executive Director and their role in advancing the mission of the organization. 

A journey of a thousand miles starts with the first step. Initiating an executive evaluation process is an important first step in ensuring effective leadership and organizational success. Approaching the task with the mindset of having a conversation, rather than needing to have a formal process can help to get the ball rolling. By establishing a framework for comprehensive discussions, feedback and support, boards can foster a culture of continuous improvement and promote the long-term sustainability of their organization. 

Every nonprofit is different and has unique needs and challenges. Email me at Kim@Athena-CoCo.com, or schedule a Discovery Call if you would like to discuss how to get the executive evaluation process started for your organization. 

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

 

Board Member Accountability

I’m continuing my little blog project comparing leading a Board of Directors with leading a staff team. I meet so many great nonprofit leaders, who excel at developing and leading their team of employees. Yet they struggle with supporting their board in an effective way. So far I have covered the topics of Creating a Board Culture and “Supervising” Your Board. 

For this article let’s dive into holding your board members accountable. Or more accurately, creating the structure so that your board members can hold one another accountable. 

Board Expectations

Having clear expectations is foundational to holding anyone accountable. When it comes to staff, you establish the expectations through job descriptions, employee handbooks, performance standards and annual goals. Clearly communicating these expectations to your staff team will help set them up for success. 

As I shared in the article on “Supervising” Your Board, and went into more detail in here; creating board expectations establishes the foundation of a structure and culture of accountability. Your board has ByLaws, these define how the board functions and what they are legally obligated to. They also have Duties and Responsibilities, which are the generally accepted nonprofit board standards. The board expectations are more specific to the needs of your unique organization. 

In a perfect situation, board expectations will be developed jointly by the volunteers and the staff. I generally recommend looking at what the agency needs from its governance volunteers in the areas of: 

      • Attendance/Service Commitment
      • Executive Director/Staff Support
      • Community Connections
      • Fiduciary Governance
      • Intellectual Contributions
      • Mission & Outcomes
      • Fundraising & Storytelling

Once you determine the expectations needed to advance the work of the agency, the whole board should have the opportunity to review, debate and finally – to approve them. This piece of the process is powerful as it gives everyone the opporutnity to contribute, and ultimately, to commit to what the agency needs from them. Expectations are different from ByLaws in that they are not legally binding (more on that later) and they are easy to update as the needs of the organization change. 

Once you have clearly established expectations, use them! These should be included in your board recruiting process and/or packet. Being crystal clear up front about what you need from your board members ensures that you don’t end up with volunteers who don’t understand the organization’s needs or what is expected of them. This may eliminate some very attractive prospective board members. However, it’s better to do this in the beginning than to travel down a long frustrating road of unclear expectations and an inability to drive the governance work of the organization. 

Board expectations can be turned into a report card. This is especially useful if your board is working to transition to more accountability and productivity. Tracking attendance, board hours, committee involvement, friend-raising activities, and more will give a quick snapshot of who on the board is meeting expectations, and who is missing the mark. Some boards will even include the report card in the board packet at every meeting, providing for peer accountability. 

Since board expectations are not ByLaws, it is not a set of legal requirements. That said, if someone is not fufilling one or more of the expectations, it doesn’t mean you HAVE to do anything about it. Rather, it can be used to drive discussions around each person’s involvement. If a volunteer is really great at storytelling, inviting new people into the organization, and representing the agency in the community, but they struggle to attend board meetings due to timing; it doesn’t mean they need to be booted off. Tracking and knowing this information allows for the ability to have conversations about specific behaviors. 

I have one last point on board expectations. The Board Governance or Board Development Committee is a great place for this work to land. That committee can create the expectations, process it through the board, and manage the accountability report card. By proactively tracking and reviewing board engagement, this group can quickly address any issues. It also provides a structure for an annual board evaluation. 

Annual Goals + Board Meetings

Creating board expectations is not the only tool for holding board members accountable. Boards that do annual planning or strategic planning will usually come away with action plans and goals. Putting the goals into a tracking document, with assigned accountabilities can be used to monitor progress. Include this document in your board meeting packet and on your agenda. Using the action plan tracking document in combination with regular board meetings is an effective way to monitor progress towards your goals and to hold people accountable. 

To Do List + Board Meetings 

One last process that can be used to create a culture of accountability on your board is a simple “to do” system. This is also executed through the board meeting structure. When a volunteer commits to something, it is added to the “next steps” portion of the meeting agenda. Those “to do” items are reviewed at the end of the meeting and then included on the next meeting’s agenda and the group checks-in on their progress. This does two things:

    1. It creates peer pressure for volunteers to follow-through on their commitments, and
    2. If there are challenges to completing the task, it gives the whole board the opportunity to help problem-solve on how to move forward. 

Holding board members accountable can be a tricky thing. Afterall, they are volunteers; what are you going to do, fire them? Assuming positive intent, most people join boards to help advance the cause and make the world a better place. When they do not perform well as a board member, it’s often because they didn’t understand what was expected of them, or they aren’t being held accountable. 

By leading your board to create a culture of accountability and structures to support that culture, the great thing is – they hold themselves accountable. Unless your organization is very new, the role of having the “accountability conversations” should fall with the volunteers. Sometimes the Board Governance Committee will address issues, and other times the Board Chair needs to step in and drive the conversation. The Execuitve Director should not be put in the difficult position of “discipining” their board members (AKA – their bosses). 

Developing a Board Governance Committee or creating Board Expectations are great strategies for getting the most out of your Board of Directors. If you would like to visit about how to build up your Board of Superheros, email me at Kim@Athena-CoCo.com, or schedule a Discovery Call today. Let’s connect!

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

Everyone Should Have a Budget. Period.

Over the last year and a half, as I’ve been meeting and speaking with small business owners and nonprofit leaders, one thing has amazed me. I’m always surprised to learn how many businesses do not have a budget. Either they are small enough that they don’t see the point. Or they have never had one, so why start now? One for-profit business told me that their entire purpose is to make money and who needs a budget for that? Maybe most concerning is when the leader has a strong understanding of the finances, but they just keep it all in their head. 

Allow me to explain why I believe everyone needs a budget. This goes for nonprofits, for-profits, and even your home finances. A budget is simply a plan; with numbers. Most business leaders, whether they write it down or not, have a plan for their business. They know that they want to grow, maybe add a staff person, possibly expand into new markets, etc. In order to do all these things and more, you need a plan. And more specifically – you need a budget. 

Why Avoid Budgeting?

It seems that many leaders avoid the budgeting process because of a fear of numbers. People decide early on that they are “not good at math.” And that leads them to steer clear of anything with numbers. This is why it can be helpful to think of a budget as a plan that you assign numbers to. With modern technology, a simple Excel or Google Sheets workbook can be designed to do all the math for you! If that’s too techy for you, a piece of paper and a calculator will do the trick too. 

Another reason leaders disregard budgets is that they do not want accountability. A budget tells you what you should be bringing in and what you should spend. That creates stress and frustration for some. Keeping in mind that you’re the boss of your business can be reassuring. YOU are the one holding yourself accountable! 

Along the lines of accountability, people will forgo a budget because they think they need to be able to predict the future. Meteorologists can’t do that, and neither can you. Fortunately, no one actually expects that of you. However, based on your knowledge of your industry, of your business, and of trends, you CAN be expected to make educated assumptions. If you’ve been growing steadily for 3-years, it can be reasonable to expect that trend to continue. If you’re in a more volatile industry, you might have to work harder to see trends, or plan for ups and downs. It’s not predicting the future, it’s developing a plan based on your expertise. 

Creating and following a budget will empower you in the following ways:

  • Making sound decisions
  • Educating you on what is really going on in your business
  • Helping you control your spending
  • Identifying problems
  • Being proactive

Making Sound Decisions

Business leaders make decisions every day. Everything from the epic to the mundane. Your ability to make really good decisions will likely determine how long you stay in business and how successful you will be throughout your career. Fortunately, you have at your disposal a super-power-like tool that can help you to make great decisions. And, you guessed it, that tool is a budget. 

Think you need to add a staff person to improve production? A budget will tell you if and when you will have the finances to make that addition. Thinking about expanding a product line? Your budget will tell you if that’s a good idea or not. Want to give raises to your amazing employees? A strong understanding of your revenue and expenses will make it clear when and how much will be appropriate and responsible. 

If nothing else, the process of creating and monitoring a budget will give you a strong understanding of where your money is coming from and where it is going. With super-powers like that, confidence in your decision making abilities will go through the roof!

Educating You on What’s Really Going On

As stated above, a budget puts your finger squarely on the pulse of your money’s comings and goings. It will tell you which product lines are kicking butt and which ones are under-performing. The amount you spend on staffing will become crystal clear; not just in terms of salaries, but also taxes and benefits. You will understand the true cost of doing business. You can even break it down so you know how much it costs to produce each item or service you sell. 

Over time you will be able to see if your business is going in a positive direction or a negative one. As you develop your budget you will be able to see how things look for your year. From there you can make decisions that can help make your year look better. If your budget for the year doesn’t show revenue covering expenses, you know this up front and have the ability to change plans. You can also build-in decision-making check-points. For example: If things are still trending up after the first quarter you may want to plan for additional investments. 

Helping You to Control Your Spending

If you are not tracking your expenses, you are definitely losing money. There’s an old saying: What gets measured gets managed. It might not be much. A few dollars here, a few there. Not knowing where your money is going can really add up. A great example is the daily coffee many people indulge in. Even if you go econo-coffee from the local convenience store, this likely amounts to $5 to $10 per week. Left unchecked, that’s over $500 a year! What would it look like if you saved or invested that money instead? 

If a daily coffee is important to you, keep it in the budget. This is not intended to anger the coffee drinkers! The purpose of a budget isn’t to take away things you need or really want. Rather, it shows you where your money is going. You are likely spending money without realizing how quickly it adds up, or considering what you can do with that money with a little bit of planning and intentionality. A budget brings bad habits to light and allows you to do something about them.

Identifying Problems

In addition to teaching you what you are spending money on, a budget can help you find problems. This is how embezzling is discovered! Does something seem off, but you can’t put your finger on it? The power of a budget will help you figure it out. By comparing the amount that should be coming in with the actual revenue you can find discrepancies and dig in. If spending seems off, your budget will help you root out the source of the added expenses.  

As this suggests, it’s not enough to just create a budget. You have to put your eyes on it. A monthly review is best. Once a month look through and see if your actual revenue and expenses are on track with the plan you created. If so, do a little happy dance! If not, you will be able to make decisions that will get you back on track. (This monthly comparison also allows you to monitor changes in trends so you can make great decisions.)

Being Proactive

Finally, a budget gives you the power to be proactive about the future of your business and your life. Whether this is in the area of saving for emergencies or planning for your retirement, a budget makes saving possible. A survey from Bankrate.com revealed that over 80% of people are not saving enough for retirement and 20% are not saving anything at all. 

A mistake often made is that people “plan” to save “whatever is left over” after all expenses are paid. As you may have guessed (or experienced), that’s not a plan at all. With that approach, nothing will ever go into your savings. And when there is an emergency, your business may not survive. By putting together a budget, and planning to save for emergencies and retirement, you are much more likely to invest in your future and the future of your business. By including ALL of your expenses in your budget, you will know what it really costs to run your business and support your life. 

Numbers do not lie. They are not there to make you feel good or feel bad. Using a budget makes you knowledgeable and in control of your business and your life. Wield it as such. 

I am not necessarily a “numbers person.” But I do love a good plan and a solid spreadsheet. I also love making good decisions with as much information as possible. This is why I’m a budget superfan! If you are interested in receiving a budget template, email me at Kim@Athena-CoCo.com. I can also help you to transfer your plan into numbers and set you up with a budget that works for YOU. Let’s connect!

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 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

The Problem with SMART Goals

SMART Goals

Here we are! Summer is winding down, kids are back in school, football is in the air and crisp mornings are telling us that fall is almost here. Mother Nature is about to switch out her palette of brightly colored flowers, grasses and trees for the more muted earth tones that come from the changing foliage. I hear many people say that fall is their favorite time of year. And who can blame them! 

In addition to the relief from the heat of summer and the beauty that comes with fall, I have another theory on why we all love fall so much. With fall comes a return to normalcy. We get back into routines. And it gives us a chance to dust off goals and projects that got lost in the busy-ness of summer. It’s similar to New Year’s Resolutions, but without all the hype and dead-of-winter-gloom. 

As we refocus our attention on our goals, I thought it would be a good time to talk about the issue I have with SMART Goals. Before I do that, I want to give credit where credit is due. Many of you have probably heard of SMART Goals and possibly used them in planning. It’s been around long enough that we may forget that someone originally coined the phrase and started using it as a framework for goal setting. 

SMART Goals are coming upon their 40th birthday this November. Happy Birthday, SMART Goals! George T. Doran is credited with originally writing about the acronym. George was a consultant and Director of Corporate Planning for Washington Water Power Company in Spokane. He published a paper called “There’s a S.M.A.R.T. Way to Write Management’s Goals and Objectives.” You can read the original article here if you would like to continue your history lesson. 

SMART Goals

In case you are not familiar with this concept, here’s a brief overview. The letters serve as an acronym for five elements that go into setting good goals. The original letters represented the following word/concepts: 

  • S – Specific = area for improvement
  • M – Measurable = quantity or progress indicator
  • A – Assignable = who will be accountable 
  • R – Realistic = reality check on whether the goal is achievable 
  • T – Timely = when results will be achieved 

As with many acronyms, the words have changed a little over time. In this case the two words that have gone through an evolution are the “A” and the “R”. In today’s application the “A” usually stands for Achievable or Attainable. The “R” fluctuates between its original word and Relevant. These are good changes. It has allowed the system to be used in many different areas of life, rather than just applied to the business world. 

As for the “R”, I’m fine with either Realistic or Relevant. When coaching a client on their goals, I prefer to use Realistic. It leads to some really good conversations about how the person is going to make their goal a reality in their life and how the changes will fit with everything else they have going on.

The problem I have is really with the “A”. Set right in the middle of the acronym, it has so much potential! Unfortunately, all the words that have been assigned to the “A” fall short of really helping people reach their goals. Let me give you an example.

The Problem with the “A”

I’m going to use weight loss, because it’s an example many people can relate to. If I want to lose weight I can set a SMART Goal that states something like this:

I will lose 5 pounds in the next 8-weeks. 

This statement fulfills all the requirements of the SMART system:

  • S – Specific = area for improvement = lose weight
  • M – Measurable = quantity or progress indicator = 5 pounds
  • A – Assignable = who will be accountable = me!
  • R – Realistic = reality check on whether the goal is achievable = definitely achievable 
  • T – Timely = when results will be achieved = 8-weeks

Do you see the problem? Nothing changes by simply stating that I’m going to lose 5 pounds in 8-weeks. Wishful thinking will not make this goal happen. Even if you change to the more modern “A” words. The goal is achievable and attainable, but it’s still missing something. 

We need some movement or change in order to reach our goals. We need to do something different than what we’ve been doing. Otherwise everything stays the same. The evolution of SMART Goals acronym that needs to happen next, is the “A” needs to become Action. What is the Action that is going to lead to the outcomes we want? 

In the example above, adding action makes all the difference. And the more specific, the better:

I will lose 5 pounds in the next 8-weeks, by riding the exercise bike 4 days a week for 30-minutes, and eliminating late-night snacking. 

This is a goal that I can hold myself accountable to! I am crystal clear on the behaviors I will be changing in order to reach my goal. As far as the words we are sacrificing, Achievable and Attainable are both addressed when we consider whether or not the goal is Realistic. This new structure gives people the power to create goals that will take them where they want to go. 

As you pull out your sweaters and sip on your pumpkin spice treat, consider what a great time this is to refocus on your goals. Hold them up against this new SMART system and make sure they include the Action that will move you forward. 

I love helping people clarify, strategize, and achieve their goals. Email me at kim@athena-coco.com to schedule a free 30-minute discovery call if you are interested in setting and reaching your goals!

Kim Stewart

Kim is a mom, wife, lover of being active and the outdoors,
and helper of small businesses, nonprofits and leaders.
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