Though there are many forms of mediation, this resource is a tool for mediating entrenched but relatively low-level conflicts between individuals. Those are conflicts rooted in misunderstanding, miscommunication, personality differences, or active disagreement. This process is best used after other efforts such as direct feedback, supportive coaching, and courageous conversations have been unsuccessful. Mediation requires the consent and willing participation of all parties.
This resource is not designed for mediation related to harassment, discrimination, threats to individual safety, or any other activities that could fall under your organization’s Human Resource’s complaint or grievance processes.
To effectively support teams with diverse age groups, it’s essential to first recognize our generational differences and biases. How have significant cultural and historical events shaped my generation? How does belonging to a certain generation influence my communication style? How does it affect my leadership approach and decision-making? How have these factors contributed to the organizational culture and my own work experience? This resource is offered in the spirit of increased understanding of how a diversity of lived experiences impacts the workplace.
This resource includes a multi-part exercise to draft an organizational DEI commitment statement with staff input to be led by the Executive Director. It would also be the perfect project for a DEI committee facilitated by a DEI Lead. Through the exercises, you’ll explore why DEI is important to your organization and begin to outline your commitments to diversity and inclusion.
Organizations across the environmental sector and other industries have been implementing DEI strategies or have recently begun their DEI journeys to increase diversity and inclusion in the workplace and incorporate it into their mission and vision. There have been many studies that uncovered why so many organizations believe diversity and inclusion efforts are valuable and worth investing in for their long-term strategy. However, there is much less research on how the strategies are being implemented and how effective they are.This resource is a 3-part series of guided workshops to analyze research and data collected by Green. 2.0 to consider the effectiveness of DEI strategies at environmental NGOs and Foundations. It can be facilitated by a DEI leader for an organization or for the board as a part of the continued learning. DEI Committees could also incorporate it into their work to assess their DEI strategy and find opportunities to increase impact.
This resource includes three sequential exercises to understand and create greater DEI accountability. The exercises can be facilitated by an Executive Director or DEI lead for the full staff or the DEI committee across multiple sessions. Exercises #1 and #2 can also be used as pre-work for Exercise #3.
This resource is a two-part workshop on Inclusive Leadership- why it matters, how it benefits everyone, and the behaviors and traits of inclusive leaders. It can be facilitated by an Executive Director or another senior member of leadership for the full leadership team including all staff in supervisory roles. It can also be completed individually for a personal assessment.
Use this guide to assess and track the progress of cultural change initiatives that are guided by a DEI change team. It is organized in three common phases: the foundational phase, the experimentation phase, and the integration phase. In all three phases, it is critical to keep the staff and board informed of progress and to eliminate roadblocks. The Executive Director, senior leadership team, and Board of Directors must also sponsor and support in all phases.
This resource includes a pre-work activity and two exercises to foster a foundational understanding of environmental racism and the impact on the conservation and environmental movement. The exercises can be facilitated by an Executive Director or DEI lead for the full staff or the DEI committee across multiple sessions. It can also be completed individually.
Change teams designed to increase diversity, equity, and inclusion (DEI) require thoughtful planning and communication throughout the active lifecycle of the team: Launch, Management, Evaluation, and Relaunch. Change teams, like any other team, require management tools, skills, and processes to be successful. Use the following checklists to create the change team charter and core management tools and processes.
A written plan of action is essential for individuals or teams working to increase diversity, equity and inclusion (DEI). DEI team workplans or development plans bring clarity to expectations, enrich feedback and review processes, and help align each team member’s tasks with the DEI team goals. Once your goals are written, create a work plan using this sample DEI Development plan template to track activity and report on progress.
Everyone has a unique connection to environmental work. Awareness of your story and motivation to pursue D.E.I. can be grounding and uplifting when you are faced with difficult decisions, face barriers in your path, or need to be inspired by yourself! The following writing exercise helps you identify how you came to value the pursuit of D.E.I. in the environmental field, what keeps you motivated, and what you need to stay resilient when challenges inevitably arise.
The Sustainability Network has compiled some of the best resources specifically for nonprofits and in some cases specifically for ENGOs. They have not taken a line by line review of […]
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.
Decision-making practices reflect an organization’s equity and inclusion values. They also reveal how authoritative a.k.a. commanding power is distributed throughout an organization. Use this decision-making mode graphic to investigate how […]
TREC encourages groups to self-facilitate meetings because we believe it is an opportunity for everyone to step into leadership and strengthen their team. It is an opportunity to exercise, hone, and grow leadership skills learned through TREC trainings and other life experiences.
Use this guide to meeting facilitation and participation to have more impactful self-facilitated meetings at your organization.
¿Cómo es una organización saludable ? ¿Cuáles son los indicadores más importantes de la saludable organizacional en cada uno de los tres focos principales de su organización – programa, gente […]
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 […]
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.