Evolving Work Culture at a Mid Size Nonprofit
EXECUTIVE SUMMARY
In the wake of executive turnover, a mid-sized nonprofit wrestled with growing trust deficits and spreading tensions. Working to uncover root cause and develop and implement root solutions helped get the organization on track.
The Challenge
The organization was at a crucial moment of transition as a new executive director stepped in to take the reins. An ambitious four-year strategic plan was being finalized and distrust was beginning to peak, especially during decision-making. In spite of leaders’ invitation to staff to bring issues forward for resolution people met offers of open doors with silence, and rebuffed attempts to engage in problem-solving. They chose to engage in gossip instead. And work quality was in decline, friction on the rise in teams.
The static pointed to pressing need for institutional renewal. Suggested it was time to engage in sensitive, potentially charged conversations without further depleting trust and camaraderie. It was imperative to figure out how to bring everyone together and shore up a foundation of trust and mutual respect.
INDUSTRY
Nonprofit
WORKSHOP
Resonant Leadership: Harmonizing the Rhythm of Inspired Teams
Situational Backgroud
After the founding Executive Director (ED) resigned the management team was left with troubling pockets of distrust and a fractured team. The former ED was described as having caused harm and introduced toxicity during her tenure.
Our Solution
We shepherded the organization through a discovery, renewal, and transformation journey that included facilitated restorative conversations, conflict literacy workshops, leadership re-skilling, and new co-created norms to govern behavior and communication.
Key Action Items:
Conducted comprehensive culture audit
Developed psychological safety index
Launched leadership development program to sustain growth mindset and heightened awareness
Defined and incorporated culture impact competencies in annual performance evaluations
Defined clear issue-escalation path, process, and mechanism
Implemented “rotating leadership” for employees at all levels, to foster ownership and enhance leadership skills
Introduced radical transparency to build trust and empower employees
+42%
Employee Engagement
30%
Decrease in Turnover
60%
Decrease in Conflict
Project Scope
Excavate: In-person surveys and focus group discussions revealed challenges and core issues
Assessment and Recommendations: Reviewed feedback, data, key themes, and mapped action steps
Change Communication and Implementation: Reviewed and discussed findings with leaders and in focus group discussions.
Coaching and Strategic Direction: Conducted conflict navigation and communication workshops and re-aligned teams.
“What a transformative process and experience this has been. Wendy shifted our workplace dynamics into a much healthier place. The culture is now unrecognizable”
ESTEBAN V.
