Here's how you can build a resilient team in the social impact sector.

Meu maior aprendizado na lideran?a foi entender que as pessoas s?o diferentes e elas demandam e se motivam de forma diferente. Construir confian?a n?o tem uma única fórmula. Dedique tempo para conhecer e estabelecer confian?a individualmente, criando momentos (formais e informais) para criar uma conex?o com cada um.

I lead with vulnerability and transparency, sharing both successes and challenges openly. By being honest about my own limitations and asking for help when needed, I create a culture where team members feel safe to do the same. I ensure consistent, clear communication, so everyone understands our goals and their roles. I also prioritize one-on-one connections, taking the time to listen and understand each team member's perspectives and needs. By showing empathy and respect, I build strong, trusting relationships. This foundation of trust empowers us to navigate setbacks and challenges with resilience and unity.

As the Founder of Dreams For Life - TRUST is not only fundamental in your organisation but also across your entire beneficiary community. We have a TRUST Pact internally that unpacks what TRUST means to each individual to then gain a team consensus on the values that we will as a team be guided by. In our communities we must establish trust often with Village Heads first then the community and of course the children who become the largest beneficiary of FREE yearly Montessori education. Establishing TRUST as a foundation upfront is a must to ensure to all sides are clear in what they need to deliver and what will be received, effective communication is fundamental to link active listening to truly establish Empathy on both sides

Team success requires the ability to Embrace diversity. That said the practice of Communication to Actively Listen to Understand each individual is a habit that must be instilled in each person to ensure that Early in Career V's long tenure staff have an even playing field to creates a truly amazing melting pot of wide varying perspectives from multiple generations. Team that are offered this environment are far more open to working with others and the big change I have seen in applying this approach is a willingness to listen to our communities far more to understand their needs which establishes trust and growth of ideas and knowledge across groups of people rather than just the immediate team!

I prioritize diversity in hiring, looking for team members with varied perspectives and experiences. I create an inclusive environment where everyone feels their voice is heard and valued. By encouraging open dialogue and brainstorming, I ensure we approach problems from multiple angles. I celebrate our differences and facilitate team-building activities that highlight our unique strengths. When we face challenges, this diversity allows us to find innovative solutions and adapt quickly. By valuing and leveraging our collective wisdom, we build a resilient team capable of making a profound social impact.

People can often get tired of the same approach in the Non For Profit environment if the ability to develop is not an option provided by leadership. I've seen many teams and companies have increased attrition due to the employee just being a number, where education exists but is not attached to specific career development. This is so unfortunate however can be rectified quite easily! People Leaders who apply Empathic Curiosity (the skill of putting yourself in the shoes of others to truly understand their needs), tend to create Teams of Leaders but working together to develop their skills to support taking on greater responsibilities with their knowledge and individual / team growth attainment. Knowing People supports Growing People!

I foster a culture where learning is valued and encouraged. I provide opportunities for professional development through workshops, courses, and conferences. I also promote a growth mindset by celebrating both successes and failures as learning experiences. We regularly share knowledge and insights within the team, holding debriefs after projects to discuss what worked and what didn’t. I encourage curiosity and innovation, allowing team members to explore new ideas and approaches. By prioritizing continuous learning, we remain adaptable, resilient, and ready to tackle any challenge that comes our way.

Clarity in roles & responsibilities is critical for purposeful highly impactful execution of tasks and programs in a social enterprise. I've personally learnt the importance of setting clear goals through a number of project examples where clarity was non existent and therefore project timelines let alone the required outcome went so so wrong. People Leaders need to take the time (away from BAU) to talk with the team and individual level, discuss, agree & implement clear expectations of R&R however this only works when you then communicate to the team and regularly review and adjust where required. Our change to this approach accelerated our Montessori in a Box Program development and implementation progress exponentially.

I've found that Flexibility is another trait that you must first be comfortable with in order for it to manifest in others. An open trust & communicative environment must be in place to be able to offer individuals & teams the ability to self reflect on challenges that may have presented to consider crowd sourcing of ideas to pivot and change direction as part of an overall team approach to the dynamic world of change that is present in a Social Enterprise.