Grantmakers Who Get It: Investing in Leadership for Philanthropic Impact In a recent blog post in the Stanford Social Innovation Review, Ira Hirschfield, President of the Evelyn and Walter Haas Jr. Fund presents the case that foundations need to do more to fund leadership development. In the blog “Investing in Leadership to Accelerate Philanthropic Impact,” Hirschfield points out less than 1 percent of overall foundation giving from 1992 through 2011 went to leadership development. Leadership Advanced Milwaukee 2014 Fellows. Leadership Advanced is a foundation-funded, cohort-based, peer-centered, professional development program for nonprofit leaders. Why Funding Talent Matters Hirschfield states, “foundations ask a great deal of the organizations we support… we hope grantees will deliver transformational results for the people and places they serve. So it’s striking how seldom we back that up with funds to help organizations develop and strengthen the ability of their leaders to meet those high expectations.” He continues “People are not born with everything it takes to manage and motivate a team, build coalitions and lead change – and are certainly not born knowing how to be good board members….” The Haas, Jr. Fund views investment in leadership as a core strategy to accelerate their foundation’s impact and a formal evaluation of their Flexible Leadership Awards found the program boosted impact. Adding protein powder to grantmakers energy shake One Flexible Leadership Awards grantee shares her experience as “It’s like adding protein powder to your other grants. If you want your other grants to be successful—if you want your grantees to do the best job in meeting their deliverables and moving the ball forward in their movements—you have to invest in leadership development.” Hirschfield explains, “This is what leadership development is about – and to the extent that foundations decide it is important and fund it, then we and our grantees will be better positioned to achieve our goals for impact.” Read more at Hirschfield’s blog and check out SSIR’s entire Talent Matters series to learn more about philanthropy’s chronic underinvestment in leadership and innovative solutions for greater impact. Call to Action for Grantmakers Does your foundation want to accelerate its impact? And what does a leadership program look like? Check out Leadership Advanced Milwaukee, a collaboration of Vista Global and Spectrum Nonprofit Services. Would the nonprofit leaders in your city or region benefit from a similar leadership development program? Contact Vista Global Coaching & Consulting to learn more about starting a cohort-based, peer-centered, professional development program in your area.
Lessons from the Land Trust Alliance Rally 2014: Storytelling and Engaged Listening Recently I delivered a workshop entitled, “Using Coaching Skills to Build Staff Leadership” at the Land Trust Alliance Rally 2014 in Providence, RI. I arrived not knowing that the keynote speaker for the plenary was Andy Goodman. I heard Andy Goodman speak in 2008 in a small room at the CompassPoint Nonprofit Day so I was thrilled to hear him again talk about Building your Story as a nonprofit. This was a slightly different experience with 1,800 people, however still engaging and catalyzing. Change the story, change the world A few of Goodman’s key messages in framing your organization’s story: Numbers numb Jargon jars Stories get stored “Stories get inside our brains and act like software. Change the story, change the world.” He offered an easy structure to use to create our organization’s stories. Who is it about? (there has to be a protagonist) What is it about? What is the barrier? The more barriers the better, it draws people in! What does the protagonist do? And in the end… the moral, the call to action? Golden Rules of Storytelling The plenary flowed beautifully into the morning workshop that I attended by Heather Yandow of 3rd Space Studio entitled, “Telling Your Land Trust’s Story”. This workshop gave participants the opportunity to write and practice their organization’s story. Heather added her “Golden Rules” of Storytelling. Be clear about your audience It is not about you..but it is about somebody. (The protagonist) Drop the jargon Tell the truth Bring a tear to the listener’s eye (BTW, Goodman showed three video clips and they all nailed this one!) Make the “so what” clear Tell Your Organization’s Story It was a inspiring learning lab and I was hoping that some of the participants that attended Heather’s workshop would attend my workshop on Coaching Skills because the interactive exercise in the workshop asks for participants to “Tell your organization’s story.” Good fortune would have it that there were quite a few people attending my workshop that did have their story drafted and ready to tell. Learn to Listen Participants in my coaching workshop practiced listening- the foundational skill of coaching. I asked them to work on mirroring, paraphrasing and drawing out the speaker. Although it felt awkward to many, as learning any new skill does, it really raised the awareness about how well we practice fully engaged listening. So what does listening and coaching have to do with building leadership? Leadership is about motivating, inspiring, aligning and leveraging people’s talents. Your ability to understand what talents your team members can contribute is enhanced by engaged listening. Your ability to align and leverage the talents of your team members is enhanced by coaching skills. Are you wondering how coaching and listening can build leadership throughout your organization? Give me a call, let’s chat about it!
What Can Coaching Do for You? The International Coaching Federation defines coaching as partnering in a thought-provoking and creative process that inspires you to maximize your personal and professional potential. Coaching can help you: Discover, clarify, and align with what you want to achieve Encourage your self-discovery Guide you in generating solutions and strategies Hold you responsible for achieving your goals Improve your outlook on work and life, while improving your leadership skills and unlocking your potential. Vista Global can help you expand your horizons with customized coaching. Using the industry’s leading assessment tools and a field-tested coaching process for optimal results. Find the coaching package that is right for you! Learn more about Mary’s coaching process and approach. Get started and contact Mary today for your introductory assessment.
What’s the difference between coaching, counseling and consulting? Consider the “riding a bike” metaphor to understand the differences between coaching, consulting and counseling. In Coaching you might hear: “You (the client) get on the bike and I will walk along side of you until you can do it.” In Counseling you might hear: “What has your past experience been with bikes, how does that affect you now? In Consulting you might hear: “I (the consultant) will get on the bike and then write procedures on how to do it.” Is coaching or consulting right for you? Read more about Vista Global’s coaching and consulting services and contact Mary for your complimentary introductory sample session today!
How Coaching Shifts “Me to We” Recently I attended the Global Co-Active Summit in Napa, CA. Being in a space with 650 coaches for nearly three full days is a powerful experience in itself. To add to that, talking about what we individually and collectively do to shift the world from “Me to We” was mind-bending at times. We learned a lot from each other, a lot about ourselves and shared how the work that we do with individuals collectively makes the world a better place. I have always recognized that coaching is a powerful vehicle for leadership development but have not been able to articulate this transformation in a way that felt adequate or comprehensive. I would say, “Coaching helps individuals reach their full potential so they can contribute their greatest gifts in meaningful ways.” That didn’t quite cut it. So when Karen and Henry Kimsey-House unveiled a new paradigm of leadership, it finally felt like I had some language to express the power of coaching. This new paradigm confirms what I always say when working with coaching clients and nonprofit leaders. “Everyone is a Leader”. It is a matter of identifying and reaching that untapped potential. This new Co-Active® Dimensional Leadership™ (CDL) model demonstrates how “Everyone is a Leader” in 5 dimensions. Leader from Within: It has to start with “you”, your core set of values and purpose in the world. We strive to always lead from within, aligning with our values, living authentically on purpose, with integrity. When a leader is not living in alignment with his/her values, energy that could be directed toward creating a better world is wasted. Leader from Behind: This is the predominant dimension that coaches embody. In this dimension, your intention is to develop the leadership skills and competencies of others. This dimension is also seen in mentoring. Leader from Beside: This happens in true partnerships. When you are in this dimension the focus is on how you form an alliance with your co-leader to make sure that you share a common intention. This is the experience of mutuality, flowing with others. Leader from the Front: This is the dimension which traditionally is identified as “leader”. The person most visible, whose voice is heard, who stands front and center. However in this model, leader from the front has a collaborative element. Leader from this dimension provides vision and inspires others to take action to move toward that vision. Leader from the Whole: This dimension was the hardest for me to grasp and I am still internalizing its meaning. This concept goes beyond vision, purpose and focuses on the BIG PICTURE, the meta-view, the energy, spirit and other elements that are in the space. It is tuning into the intuition, what else is present? Like a tuning fork, there are vibrations to tap into and fold into our awareness as leaders. After hearing about this Co-Active Dimensional Leadership Model, we were placed in groups and had a task of a treasure hunt throughout the two days. Through this team focused activity, ten of us moved around the dimensions of the model at different moments. We learned from each other how each dimension presented itself. We saw the dimensions in each other and ourselves. It was a powerful action learning experience. Each of us learned about our natural tendencies and where we needed to stretch as leaders. So what dimensions are natural for you? Where do you need to stretch to reach your full potential?
Nonprofit Leaders: Are You Prepared to Pass the Torch? Over the past 10 years, leadership development and succession planning in the nonprofit sector has been gaining increased attention. In 2006, a national research study of nonprofit executive leadership found that 75% of leaders planned to retire in 5 years. In 2011, the study was conducted again and although the pace of transition was dampened by the recession, executive turnover remains high. While the economy’s recovery is still in question, the need for more nonprofit leaders is irrefutable. The current prediction? Approximately 640,000 nonprofit leaders will be needed by 2016. What are we as a sector doing to nurture the next generation of leaders? Is your organization prepared for a turnover in leadership? Stay tuned for an upcoming informative webinar this spring! Webinar participants will explore strategies to strengthen nonprofit leadership and commit to the next generation of nonprofit sector leaders. Can’t wait for the webinar to get started on succession planning? Email me today.
