Change is inevitable, but not always easy. Whether you are launching a new program, adopting a new technology, or restructuring your organization, you may face resistance, fear, or apathy from your nonprofit team. How can you get them excited about change and motivate them to embrace it? Here are some tips to help you lead a successful change process in your nonprofit.
The first step to get your team excited about change is to communicate the vision behind it. Why are you making the change? How will it benefit your mission, your clients, and your team? What are the goals and expectations of the change? How will you measure the progress and impact of the change? Answer these questions clearly and consistently, and use stories, examples, and data to illustrate your vision. Make sure your team understands the purpose and the value of the change, and how it aligns with your nonprofit's vision and values.
The second step to get your team excited about change is to involve them in the process. Ask for their input, feedback, and suggestions on how to implement the change. Invite them to share their concerns, questions, and challenges, and address them openly and respectfully. Empower them to take ownership and responsibility for the change, and assign them specific roles and tasks that match their skills and interests. Recognize and appreciate their contributions and achievements, and celebrate the milestones and successes of the change.
Involve your staff in organizational change for goodness sake! Chances are their involvement will yield great ideas and help you manage your blind spots. Just as importantly, their involvement can generate buy-in and support for the change. That will get you lower turnover, better morale, and better implementation of the change. If you've run into trouble involving your team before, that doesn't mean involvement doesn't work. It likely means that you need a new approach. Bring in a skilled third party to help you figure out what went wrong last time. From there, work with them to craft a new strategy to make staff involvement a positive experience for everyone that sets you and your nonprofit up for success.
WENNOVATE instead of INNOVATE The main reason why innovation projects get stopped is according to a linkedin poll: ‘LACK OF MANAGEMENT BUY-IN. That’s why in my experience as facilitator of 100+ projects you should better WENNOVATE instead of INNOVATE. Let me explain… Innovation is a long journey with high uncertainty. That’s why you should get all your internal - and external partners and the decision makers aligned as from the start, agreeing all on both your assignment and process. When you WENNOVATE in the way your project will be based on: - commitment, - trust, and - openness. Check out the FORTH innovation methodology, which combines design thinking with business thinking, which is based on this WENNOVATE principle.
The third step to get your team excited about change is to provide them with the support and resources they need to adapt and thrive. Provide them with adequate training, coaching, and mentoring to help them learn new skills, tools, and methods. Provide them with clear and timely information, guidance, and feedback to help them navigate the change. Provide them with adequate time, space, and flexibility to adjust and experiment with the change. Provide them with emotional and social support, such as peer networks, support groups, or wellness programs, to help them cope with the stress and uncertainty of the change.
The fourth step to get your team excited about change is to encourage innovation and learning. Create a culture of curiosity, creativity, and collaboration, where your team can explore new ideas, test new solutions, and learn from failures. Encourage your team to share their insights, discoveries, and best practices with each other and with external partners. Reward your team for taking risks, trying new things, and improving their performance. Foster a growth mindset, where your team sees change as an opportunity to grow and develop.
The fifth step to get your team excited about change is to model the change yourself. As a leader, you have a powerful influence on your team's attitudes and behaviors. Show your team that you are committed, enthusiastic, and confident about the change. Demonstrate the skills, values, and actions that you expect from your team. Be transparent, honest, and humble about your own challenges and learnings. Be supportive, empathetic, and positive with your team. Lead by example, and inspire your team to follow you.