I saw this term used the other day when describing the role of an Executive Director/CEO. It really got me thinking about how important it is that we, as leaders, stay aware of how we are carrying, externally, the weight of the organization. I have always believed in transparency with my staff, board, and contract employees within the organization. I think they deserve to know what the health of the organization is (trust me, not everyone has agreed with me on this point of view). I believe that everyone involved with the organization should provide input, have a say in direction, contribute to the culture. With that being said, sometimes that transparency can be a heavy lift. It can be daunting to have the knowledge of a deficit, or a lofty capital campaign fundraising goal, especially if it is not within their job description to be responsible for those things. This is especially true today, during this global pandemic, when organizations are grappling with how to keep lights on and people employed. How do we help manage expectations and honor transparency without sinking the morale on the ship?
We need to remember that we as ED’s think about these things ALL the time. We are also thinking about solutions to those challenges all the time, which brings some peace of mind. We are used to the weight. We shift the load when we need to, and have built up the strength and endurance to carry it for long distances. Others have not. They don’t need to. They shouldn’t be expected to. It is our responsibility to help balance that weight and make it a managable load to carry. This can be done by building a culture within the organization that fosters optimism and enthusiasm, rather than dread and that constant “survival mode” tension.
So, how do we go about building that culture? I believe it is important for everyone to be at the table. Take a look at how you are communicating with the other people in your organization. Are you providing opportunities to all sit in the same room together and look at the same information at the same time? Creating a safe space for transparency builds trust. Everyone hearing the same information, at the same time, levels the playing field. Everyone feels “in the loop”. Questions can be asked, and answered. Input can be given and received by all. As ED, you can share your insight and experience, and begin to move everyone forward together. You cannot expect alignment within your organization if not everyone is making decisions based on the same information. This is also your opportunity to serve as the “Chief Enthusiasm and Optimism” Officer. When you present as relaxed and optimistic, you will foster a culture that is confident, driven, and enthusiastic about the mission of the organization. Everyone uniting through the same data allows organic alignment.
Take a look at your current meeting schedule. Do you have a weekly staff meeting? Do you meet by departments? Is your staff at all of your board meetings? (They should be! We will talk about staff and board relationships in another post) I am recommending that this be a special monthly meeting with ALL of your staff, and should NOT replace your regular weekly staff meetings. If your board doesn’t meet monthly, make sure to extend the invitation to these monthly staff meetings to your board members. With the technology available now, virtual attendance can be an easy solution to accessibility. These meetings should be less formal than your normal staff meetings, and should definitely include coffee and carbs (I mean really….what meeting doesn’t call for bagels or donuts?). This is NOT the meeting for housekeeping discussions! Leave those discussions for your weekly meetings. Pick one or two big idea things to focus on. You will want people to come with ideas and input, so provide that list of topics at least a week in advance. After these meetings become part of the fabric of your organization, people will start coming to you with topics they want to talk about.
Don’t worry if in the first couple of meetings you feel a bit like the teacher in Ferris Bueller’s Day Off…… “Bueller? Bueller?”. It takes time to create that safe space. It takes time to create the trust to share. Come prepared with some “big” questions, and leave space to sit with the silence. It won’t take long for these meetings to become the favorite part of your month.
FUNdED 