Excuses Managers Give for Not Coaching

From BNET:

“These days you would be hard pressed to find a leader who does not know that a large part of his job is to coach his employees. Nor is it hard to find evidence that the companies with the strongest leadership cultures are those that develop people at every level.

And yet you don’t have to look too far to find managers who ignore this vital part of their job description. Why? The culture in which they work may not insist on it, and many managers also find the idea uncomfortable.  The idea of talking one on one to an employee about how she is doing and what she could be doing better makes them uneasy. So they develop rationales for not coaching.”

Click here to read full article

Helping Employees reconnect with their Sense of Purpose

From Tanveer Naseer:

“Have you ever worked on a team project where you had concerns that the limited efforts being made by some team members was going to negatively impact the final outcome?…Specifically, how a critical part to this process is enabling your employees to view their actions not simply in terms of how it impacts the team’s goals, but also from the vantage point of how it helps to serve their own sense of purpose”

Click here to read full post

Audio: The Hidden Demons of High Achievers

“Featured Guest: Tom DeLong, Harvard Business School professor and author of Flying Without a Net: Turn Fear of Change into Fuel for SuccessClick here for audio

Help wanted: Part-time Coordinator position – new CLiC Program

 

Job opportunity Program Coordinator Collaborative Leadership in Community Program

Free Nonprofit Webinars for June

Here’s June’s list of nonprofit webinars from Wild Apricot:

This month’s list includes:

  • Virtually Seamless: Online Networks to Offline Community Building
  • Creative Case Statements: Tell Your Story Effectively
  • Nonprofit Newsletters That Engage
  • A Trustee’s Guide to Nonprofit Finance: The Basics of Governance and Financial Management and Nonprofit Organizations
  • Making Volunteer Engagement Everyone’s Job
  • Ten Best Practices for Year-end Fundraising
  • Before You Seek A Grant: Checklist for New Nonprofits

As always, remember to check those time zones before you register!

News: Vancity becomes the largest organization in Canada to adopt living wage policy

From Vancity:

“VANCOUVER, BRITISH COLUMBIA–(Marketwire - May 24, 2011) – As Canada’s largest credit union celebrates its 65th anniversary, it is timely that Vancity sets a precedent as the largest organization in Canada to become a Living Wage Employer. A living wage is different than the minimum wage; it reflects an income a family provider must bring home in order to meet their basic living needs.

Vancity announced today that all of its employees and service providers will benefit from their commitment to the Living Wage policy. Vancity is joining a growing number of employers being certified under Metro Vancouver’s Living Wage Employer Program who have recognized the social and economic benefits of paying a living wage.

Approximately 25% of couples with children in Greater Vancouver live below the Living Wage level. The current minimum wage in British Columbia is $8.75 per hour, the current hourly living wage for Metro Vancouver is $18.81 per hour.”

Click here to read more

For more information on the Living Wage movement in Toronto area and to download 2008 study click here

Big Society or Collective Impact?

From SSIR:

“How are the UK and US addressing the third sector’s next challenges, and where they are failing?

In the old-fashioned Continental Europe, nonprofit professionals and researchers are arguing about two organizational approaches: 1) David Cameron’s strategy to relaunch the third sector, and to get people and communities involved in the provision of their own services (the so-called Big Society), and 2) U.S. organizations’ efforts—with the patronage of The White House Council on Community Solutions—to broaden the vision of local philanthropy toward large-scale impact, resolve the mismatch between the complexity of social problems and philanthropy’s focus on individual grantees (collective impact).”

Click here to read full article

Note to Staff: We’re a Team, Not a Family

From the NY Times:

“This interview with Linda Lausell Bryant, executive director of Inwood House in New York, was conducted and condensed by Adam Bryant. Inwood House focuses on teenagers’ health issues.  “Our culture reflected our work, which is to create a sense of family for our teens. So our staff would say: “We’re a family. We’re a family.” And I’ve actually said directly to everyone in all-staff meetings: “We’re not a family, because in a family you never can fire somebody like your Uncle Joe. You just can’t. You have to put up with him because he’s family. In an organization, if someone is taking the organization down, we can’t accept that because the organization is bigger than any one of us.” “

Click here to read full interview – over multiple pages

Measurement as Learning

From The Bridgespan Group

“Measurement is a hot topic these days in the social sector, as increasing numbers of funders want to know exactly how their money is being used, and as nonprofits undertake rigorous evaluations to prove their programs work and attract funding for growth. But one of the most important uses of measurement is too often overlooked, and that is measurement for the purpose of learning and improving performance, or performance measurement.

The benefits of performance measurement can be substantial. Among the upsides: Organizations that measure to learn often find that they’re able to do more for their beneficiaries with less money; they’re better able to adapt their programs to changing circumstances faster and more effectively; they also make better resource allocation decisions. The problem is that the idea of actually doing performance measurement scares many social sector leaders. The process seems daunting, the rewards distant and unclear.”

Click here to read full article and download papers in pdf

Four Ways to Remove a Board Member

From Blue Avocado:

“Occasionally, a board member needs to be removed from the board. In some cases, a conflict of interest or unethical behavior may be grounds to remove an individual from the board. In other cases, the behavior of a board member may become so obstructive that the board is prevented from functioning effectively.”

Click here to read full post

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