accountability
A Great Way to Use $10,000 That You Don’t Have
By Guest Maven Beth Steinhorn
As a nonprofit leader, you likely know many people who are passionate about your mission. You hopefully also know that passionate people are more likely to share their time and talent (not to mention their treasure) with your organization.
How can you best tap into that passion so that these individuals can be involved in ways that are truly helpful in addressing organizational needs?
Start by generating a list of organizational needs. What skills or talents would benefit you and your department in achieving your highest priorities?
If that question is difficult, then try this “$10,000 Question”:
Imagine that an anonymous donor just contributed $10,000 to your department for the sole purpose of hiring a part time contractor for one project or activity over the next 12 months. Whom would you hire?
Amazingly, that question really gets the ideas flowing! And, what’s more amazing is that 95% of the time, there are passionate, skilled volunteers in your world who have the skills and interest to take on one of those tasks. Furthermore, they won’t require the $10,000 – though they will require an investment of time and support in developing and nurturing a successful staff-volunteer partnership.
Here are a few roles that volunteer partners can fulfill:
- Consultant: Provide professional skills and/or content expertise
- Coach/Mentor: Share wisdom, advice, and support in a specialty area
- Trainer: Impart knowledge and understand adult learning
- Evaluator: Assess results and impact for the purpose of quality improvement
- Project Manager: Facilitate a process from beginning to end
- Team Leader: Volunteers leading volunteers and creating team culture
What type of partner could help you achieve your goals, build your capacity so your job is easier, and make a difference for your organization and community? Reimagine what partnership can look like… and the possibilities are endless.
Are you registered for our “Powerful Partnerships: Creating High Impact Staff-Volunteer Partnerships” class?
If you work with volunteers, you know that the relationship is only as good as your expectations, communications and celebrations. But how much time are you putting into making that work? Whether your answer is “not enough!” or “too much!”, this online course will help you be more strategic and thoughtful in creating mutually satisfying partnerships that last.
Classes start March 30 reserve your spot by clicking here NOW!
Four Boundaries You Need to Set to Get Anything Accomplished
During a year-end coaching call, I was thrilled to celebrate one particular client’s 2015 victories: a long-awaited promotion, carving out more quality time on weekends to spend with his family, and a new exercise habit.
“Mazel tov!” I said to my client.
“And how do you think you did on your goal of making time for planning in your new role?”
He replied: “Yeah…that one didn’t happen.”
“Any chance,” I offered with a smile, “you mean that you didn’t do what it takes to make it happen?”
He smiled back, somewhat sheepishly. “Yes. I guess I mean that.”
“And what do you want for 2016?” I asked.
“To do what it takes rather than waiting for it to happen.” He responded.
And so we began…
Of course, as we all know, doing what it takes to set aside time for something that feels important (rather than urgent) is easier said than done. Somehow, I can always find the time to read the new Entertainment Weekly and binge-watch “Making a Murderer” and yet, finding the time I need to write my new book or get my office organized seems not to “happen”. Why? Because “hoping it will happen” won’t get it done. Making the time to do it AND setting four types of boundaries to honor that time will.
In her research paper, “Positive Psychology and Work-Life Integration: The Mutually Satisfying Relationship”, The University of Pennsylvania’s Katharine E. Comtois suggests that we need to set the following boundaries in our work and lives in order to focus on what matters most:
- Temporal – Being clear about what you will do and won’t do, and when.
- Physical – Setting a specific place and space for certain tasks and activities.
- Behavioral – Acting consistently in ways that are designed to get you what you want.
- Communicative – Letting people know your priorities and expectations, and sharing how they can help or might hinder the process.
In January 2015, I decided that I was no longer going to travel more than 25% of the time, which would effectively cut my travel schedule in half. It was something that I wanted, but wasn’t “happening”. Of course it wasn’t happening – I hadn’t set any boundaries to support it. With that aha! top of mind, here are the boundaries that I created:
- Temporal – I will be from home no more than 7 nights a month, period.
- Physical – Any activity that I could do virtually rather than in-person, I did (like webinars for teams and organizations when on-site facilitation wasn’t needed).
- Behavioral – I actively sought out work opportunities that kept me sleeping in my own bed, which lead to a great teaching gig at Wharton Business School.
- Communicative – I told my clients, “I’ve used up all of my business travel for March and April, but I can travel to you in May. Would that work for you?” (And if it didn’t, I was happy to refer someone else!)
I couldn’t be prouder of how the boundaries I set – and continue to honor. I also found that setting these boundaries felt scary (what will happen to my business? Who will I be disappointing?) and living by them feels exceptionally safe and satisfying.
Here are some questions to help you strategize how you can use boundaries to stay focused on shifting what you “hope” will happen to actually and practically making it happen:
- How can you leverage other people to support you in honoring your boundaries?
- What technology can you rely on to help you set and keep boundaries?
- What decisions do you need to make that honor your values? (These can include decisions about what to do and what to stop doing).
- What habits can you implement that make honoring your boundaries automatic?
- Where can you create a physical boundary to separate the different roles you have?
- How can you use tangible items (like different phones or email addresses) to separate your work, life, self and community domains?
- What do you need to communicate to your stakeholders to establish boundary expectations?
- What can you plan (like a massage or vacation) so that you can take a short-term break from managing boundaries?
- Where will you allow for “fuzzy” boundaries?
- How will you handle boundary violations when they occur (because they will)?
Feel free to share any responses with me at headcoach@myjewishcoach.com. I’d love to hear them!
Are you committed to make Work-Life Integration a priority for 2016? Get a head start by downloading our insightful, informative and inspirational one-hour webinar here.
Hooray! Now What?
By all accounts, 2015 has been a satisfying year for me, personally and professionally. In addition to taking a wonderful family vacation to Israel, getting two kids off to high school, and cutting my work-related travel in half, I accomplished three goals that, as part of our family tradition, warranted a Carvel ice cream cake:
- I began teaching Management Communication at Wharton Business School.
- I was published in Harvard Business Review.
- I lost 25 lbs. (Trust me: I get the irony of celebrating this goal with cake).
What do all three have in common? Yes, they’re all impressive – but that’s not what I mean. And yes, they’re all the result of hard work – and that’s not what I mean either. What these three things have in common for me is that within 24 hours of reaching each of these goals, I thought to myself, “Now what?”
I gave myself a day (and probably only a few hours, if I’m being honest) to enjoy the achievement, and then had a sudden dip in interest, motivation and satisfaction as my mind began to scramble for what new goal I was supposed to be setting next. What could I do to get the next buzz? How could I top myself? What would make me happy next?
And all of a sudden, it hit me: The only thing that would “make me happy next” was slowing down my goal-driven behavior long enough to actually experience being happy. I knew what yearning felt like, and what accomplishing felt like, and what adrenaline felt like, but I had very little experience living with what just being satisfied felt like. For a professional coach who helps clients discover and lean into what’s already working well in their lives, and for a seasoned mom who teaches her kids to be grateful for what they have rather than always wanting more, I realized that I was out of alignment with my own integrity.
Eleanor Roosevelt said,
Happiness is not a goal. It’s a by-product of a life well lived.
My goal for 2016 (scratch goal, replace with plan) isn’t to want more, do more or have more.
It’s simply to be happy with what I already, blessedly have.
How to Give Feedback To Folks Who Don’t Want to Hear It
“I can’t wait to hear what I did wrong!”
“You’re frustrated with my performance? Do tell.”
“I’m failing to meet expectations plus I have a work habit that drives you crazy? Details, please!”
-Said nobody ever
Let’s face it: Getting feedback is hard. And so is giving it. But what’s even trickier is giving feedback to someone who is defensive, in denial or determined NOT to hear it.
So what do you do?
Drop it?
Force-feed them?
Send them a signing telegram?
None of the above — but you DO have to deal with it, and I’m thrilled to share my tactics and strategies for doing exactly that, published in Harvard Business Review “When Your Employee Doesn’t Take Feedback”.
When Someone’s Behavior Leaves You In the Dark
My daughter Sophie reported that climbing Masada (she ran up the Snake Path in 25 minutes!) was one of her favorite experiences of our recent family trip to Israel.
For my son Jacob, it was the Ayalon Institute, a secret bullet factory built underneath a kibbutz.
My husband Michael and I told the kids that we adored visiting Yad Lakashish, a non-profit organization that empowers nearly 300 elderly Jerusalem residents on a daily basis by putting them to work as artisans. (Our real favorite part of the trip was how well the kids got along with one another, but we’re keeping that to ourselves.)
But one experience made it to the top of everyone’s list: our dinner at Nalagaat Blackout Restaurant. So awe-inspiring, in fact, that the lessons we learned there keep growing – and yes, this is my second article about it.
If you recall, our family had the opportunity to experience a totally dark dinner served by blind and visually-impaired waitstaff. What surprised all of us the most was that our eyes never adjusted. Not even a little bit. It was pitch black, all the time, with no relief.
When I finally came to terms with the fact that I was going to be completely in the dark until I left, I realized how many of us work with or know people whose behavior leaves us in the dark – and that far too often, we sit there waiting for something to shed light on their behavior. And that light never comes.
What do you do when you work with someone you don’t trust? Whose intentions you can’t see or whose behaviors blindside you?
Working with someone you don’t trust is like sitting in total darkness. You are desperate to see something – anything – that can help you figure out what to do next, say now, or even believe about yourself and your situation. You realize that you need to trade vulnerability for vigilance. You realize that you need to shrink your expectations from thriving to surviving. And all of that can impair the quality of your work as well as your confidence.
There’s no easy fix for working with someone you don’t trust, where you can’t see how to proceed next. But here’s what I did at Nalagaat to adjust my expectations and behaviors in the dark, once I realized that my situation wasn’t going to adjust.
I stopped blaming myself (and my eyes) for not being able to see in this situation.
I acknowledged that I had two options: 1) stay and figure out how to make this work to the best of my abilities or 2) get up and leave.
I adjusted my expectations of what I would be able to accomplish in the dark (from “enjoying a lovely meal” to “emerging without cutting myself or wearing my meal.”)
I asked for help from my team (family) for things with which, under normal circumstances, I wouldn’t need to ask for help.
I offered help, unsolicited.
I recognized that each of us was struggling – both together and individually – with the circumstances.
I made small movements and sought frequent feedback from my team and from the environment as to how I was doing.
I offered positive, reinforcing feedback to the team.
I gave myself positive self-talk throughout the meal.
I took all advice from the waitstaff, who were experts in how to manage this situation.
And probably most importantly, I reminded myself that the darkness wasn’t being dark to make me angry, endangered or frustrated. It wasn’t personal. The darkness was just being what it was, and I just happened to be there for it.
Could you use a little more light shed on how to create a culture that instills a sense of trust? Join us for our webinar on Creating a Culture of Trust.
Is Your Halo Hollow?
For the past two years, if you were looking for me on weekday mornings between 8 and 9 am, you would have found me at my local CrossFit – that workout regimen that combines Olympic gymnastic and weightlifting moves and high-intensity aerobic training with weeping, grunting and collapsing. This was going to be the habit that upgraded my physique! This was going to be the new activity that changed my life for the better!
Guess what? It didn’t work – and not for the reasons you might think. It didn’t work because I misplaced my halo.
For two years, I believed that if I exercised the way that professional athletes do, I could also eat the way professional athletes do. 50 pull-ups? 100 squats? 200 sit-ups? Surely that’s a recipe for carte blanche dining, right? As it turned out, it wasn’t. I had fallen prey to a behavioral halo effect bias that was hurting me both physically (100 squats!) and emotionally (feeling stuck at the same weight).
The “halo effect” is defined as the tendency for a person’s positive or negative traits to “spill over” from one personality area to another in others’ perceptions of them. My halo effect was behavioral – I was expecting the benefits of one overwhelming positive action (intensive exercise) to spill over into another area of my life (my eating habits). I thought that if I behaved beautifully in the gym, I could misbehave at the table. So maybe I could have gotten away with it a little bit, but I couldn’t get away with it nearly as much as I told myself. And as much as I tried to right-size my portions, I couldn’t shake that “halo” feeling that I shouldn’t have to work out so hard to still eat so little.
I am not alone. Have you ever worked for a manager who believed that her intelligence and talent gave her the right to explode at her direct reports? Behavioral halo effect. Do you know a major donor who thinks that the size of his gift permits him to boss other volunteers (as well as professionals) around? Behavioral halo effect.
And how about you? Do you:
- Treat your members and customers with incredible patience at work…and then come home and blow up at your kid for leaving his shoes in the hall?
- Give your undivided personal attention to your boss but keep one eye on your cell phone when a direct report wants to talk with you?
- Attend every board meeting but cancel your supervision meetings?
- Make sure your babysitter or nanny never wants for anything, while brushing aside your spouse’s needs?
- Take care of everyone else while ignoring your own health and happiness?
If you answered yes to any of these, your halo is hollow. You’re allowing one set of positive behaviors to cast an artificial glow on others that clearly don’t deserve a spotlight. How do you fix it? Stop granting yourself permission and excuses to behave carelessly, and start giving yourself credit for the fact that you clearly have what it takes to act responsibly, considerately, and like a mensch. If you can do it somewhere, sometimes, and with some people, you can do it (almost) everywhere, every time, and with most people. Especially with and for yourself.
So how did I drop the halo and its blinding effects? I quit exercising and eating like a linebacker and started working out like someone who needed to 1) have better balance and 2) be careful about what she ate. I no longer allowed one overwhelmingly positive action to grant me permission for excess or carelessness. By dropping the halo, I raised the bar for my behavior and dropped the excuses — along with almost 25 pounds — along the way!
The Best Way to Get the Worst Results
Last weekend, in an uncharacteristic burst of energy, I decided to tackle the piles of clutter that threatened to overtake our front entrance hall and my bedroom bookcase. Despite the fact that I knew this would thrill my (orderly and neat) husband, Michael, I decided not to announce that I was going to do it. I just did it. I managed to get the many non-book stacks of stuff off of my bookshelf and into my office/bathroom/garbage without anyone noticing what I was up to. I then went to tackle the front hall, where I had dumped everything from makeup and office supplies to spare keys and headphones (so that’s where they were!) and had promptly forgotten where they were.
This was where I got careless. I stopped being so quiet. And I got caught.
“Wow,” said Michael to me, eying surfaces he hadn’t seen in weeks. “You look like you’re on a roll!”
“Yup,” I said, “I’m getting my act together.”
And that’s when Michael committed the fundamental sin that partners, parents, bosses and co-workers make every single day:
Since you’re in an organizing mood, I have a great project in the basement for you when you’re done with this.
As Julia Roberts said in Pretty Woman, “Big mistake. Big. HUGE!”
What was Michael’s egregious error?
When is Climate Change a GOOD Thing?
“Because of our traditions, we’ve kept our balance for many, many years. Here in Anatevka, we have traditions for everything.
How to sleep, how to eat, how to work, how to wear clothes…
You may ask how did this tradition get started? I’ll tell you.
I don’t know.
But it’s a tradition!” – Tevye, Fiddler on the Roof
We all know that traditions can be sacred. We also know that traditions can be comforting. But when you think about some of the interpersonal and institutional “traditions” that our organizations uphold, they can feel crazy-making and soul-sucking.
Traditions like what? Like:
“We openly and honestly express our opinions…unless we’re talking to someone who can write a big check.”
“Supervision meetings are the first to get cancelled when something’s got to give.”
“We talk about the importance of work-life balance but reward those who come early, stay late, and are on e-mail ‘round the clock.”
We call these traditions our organizations’ “culture,” as in, “that’s the culture around here.” And we often say we want to change the culture, and then get defeated when we feel like it will take too long, or we don’t have the authority, or we can’t get the buy-in.
My take: stop trying to change your culture (“the way we do things around here”), and start working to change your climate (“the way I do things around here”). Think about how you speak, behave, and interact with others, as well as the messages you share about your colleagues, volunteers, organization, and community, and focus on contributing something powerfully positive. Ask that the people with whom you work directly do the same. You may not be able to create a massive shift in the well-worn traditions of your organization, but you can certainly make a healthy and helpful difference right now in the work and lives of the people you touch everyday.
After all, as David Ben-Gurion remarked, “Tradition must be a springboard into the future, not an armchair for repose.”
