What does a heathy organization look like? What are the most important indicators of organizational health in each of the three main foci of your organization – program, people, and […]
If you are dedicated to increasing diversity and representation at your organization, you’ll need solid practices and good tools for collecting and interpreting demographic information about your staff and Board. We recommend inviting all staff and Board members to fill this survey out, then including this form as part of your on-boarding for any new staff and Board members who join the organization. Once completed, it joins your personnel files.
This resource serves as a guide for discussion and self-reflection for the webinar Colonialism and the History of Conservation
This resource serves as a guide for discussion and self-reflection for the webinar Crafting a DEI Case for Change and DEI Statement.
This resource serves as a guide for discussion and self-reflection for the webinar Developing an Inclusive Culture.
This communications checklist will help your organization communicate effectively during an executive director transition.
Feedback isn’t about “once-and-done.” An effective organization strives to create a feedback-rich culture which takes both organizational systems and leadership behaviors that are applied consistently over time. Systems support and sustain behaviors. Behaviors bring systems to life. Use this list to see where your organizations thrive and identify where you might need to focus on improving.
How feedback is delivered (and received) is as, or possibly more, important than what is communicated. If feedback is given effectively and clearly, it is much more likely to result […]
As leaders, facing challenging conversations is an essential part of our role. While addressing disagreement can be uncomfortable and require courage, doing so with respect invites trust, improved outcomes, and engagement. The resources below offer frameworks and tools to prepare you to step into courageous conversations.
Individual Development Plans are a crucial tool to support employee growth and learning, which leads to greater personal effectiveness and fulfillment. A Development Plan is different from annual job goals though it ideally would complement a workplan and can be done at the same time – or even included as part of the Annual Plan. This template can be adapted to fit your organization’s needs.
Managers who want to support the development and growth of their staff can benefit from some helpful perspectives, approaches, and skills from the field of coaching that are described in this resource. While managers/supervisors should not present or see themselves as formal “coaches” they can be more “coach-like” where appropriate.
Our emotional state impacts both ourselves and others around us through a complex set of largely unconscious, primal biology-driven signals. Both our emotions and moods impact other people, though in different ways. Because moods are a longer-term phenomenon, their impact can have more power. This article lays out strategies for managing mood contagion–a critical leadership skill.
POPP is a simple tool that helps focus and clarify the essential elements of a meeting: the purpose, the desired outcome, the people involved, and the process that will be used.
Engaged staff feel connected to their work and valued. They innovate and push the organization forward. When we’re in it, we bring our full selves – our creativity and innovation, our potential and sense of purpose, our hearts, and our motivation. We want this for ourselves, and for our staff and colleagues. Use these survey tools to check in with yourself, your team, and your organization on Staff Engagement.
This resource reviews successfully implementing 360-feedbacks in your organization, when to use it for performance evaluations, and effectively using it for professional development. It’s a recommended read to all leaders who are considering or using 360-degree feedback.