How can you coach communication skills in non-profit organizations?

1 Assess the needs

The first step is to assess the communication needs of your organization and your staff. What are the goals, challenges, and opportunities for communication in your context? What are the strengths and weaknesses of your current communication practices and culture? How do your staff communicate with each other, with external stakeholders, and with the people you serve? You can use tools such as surveys, interviews, focus groups, or observation to gather data and insights on these questions.

2 Set the expectations

The second step is to set the expectations for communication in your organization. What are the standards, norms, and values that you want to uphold and promote? What are the behaviors, attitudes, and skills that you want to see and encourage in your staff? How will you measure and reward communication performance and improvement? You can use tools such as mission statements, vision statements, core values, policies, procedures, or feedback systems to communicate and reinforce these expectations.

3 Provide the resources

The third step is to provide the resources for communication in your organization. What are the tools, platforms, and channels that you need to facilitate effective communication? What are the training, coaching, and mentoring opportunities that you need to develop communication skills? What are the support, feedback, and recognition mechanisms that you need to sustain communication improvement? You can use tools such as newsletters, webinars, podcasts, workshops, peer groups, or awards to provide and enhance these resources.

4 Model the behaviors

The fourth step is to model the behaviors that you want to see in your staff. As a non-profit leader, you have a powerful influence on the communication culture and climate of your organization. How do you communicate with your staff, with external stakeholders, and with the people you serve? Do you demonstrate respect, empathy, clarity, honesty, and openness? Do you listen actively, ask questions, give feedback, and seek feedback? Do you adapt your communication style to different situations, audiences, and purposes? You can use tools such as self-reflection, self-assessment, or soliciting feedback to evaluate and improve your own communication skills.

5 Monitor the progress

The fifth step is to monitor the progress of communication in your organization. How do you track and evaluate the communication outcomes and impacts of your organization? How do you measure and celebrate the communication achievements and growth of your staff? How do you identify and address the communication gaps and challenges of your organization? You can use tools such as surveys, interviews, focus groups, observation, or analytics to collect and analyze data and feedback on these aspects.

6 Adjust the strategies

The sixth step is to adjust the strategies for communication in your organization. Communication is not a one-time event, but an ongoing process that requires constant learning and improvement. How do you review and update your communication needs, expectations, resources, behaviors, and progress? How do you incorporate new ideas, best practices, and innovations into your communication practices and culture? How do you respond to changing circumstances, needs, and opportunities for communication? You can use tools such as SWOT analysis, action plans, or pilot projects to plan and implement changes and improvements in your communication strategies.