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Category Archives: ORGANIZATIONAL CAPACITY
Characteristics of High-Performing Non-Profits (Doc)
- Leadership that envisions, enables and energizes.
- Clarity of and sharp focus on its mission. A strategic plan guides the mission delivery.
- Organization values identified and reinforced in all activities.
- High expectations combined with caring coaching and ongoing development of volunteers and employees.
- Processes are continually improved.
- Basic systems in place to ensure “product” delivery and consistency.
- Always seeking best practices but innovating when necessary.
- Alignment on key outcome metrics with root cause analysis when not met.
- Clients’ needs (and those of other stakeholders) are relentlessly focused on and delivered.
- Relationships are cultivated.
- Proactive partnerships with other organizations to create synergy in service delivery.
- Clients influence direction through leadership engagement.
- Organization design is renewed regularly to create a culture of respect, integrity, flexibility and learning.
- Mistakes are learning opportunities.
Open the document and download here:
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Organizational Capacity Strategy (Doc)
Typical Desired Outcomes
- Expanded organizational capacity with improved results.
- Sustainability (survive employee transitions).
- Empowered high-performance staff and volunteers.
Principles
- Every organization is perfectly designed to get the results it gets. If you want different results, change the design.
- Documented processes with clear owners leads to continual improvement and sustainability.
- You get what you measure.
- Give people good games to play. Volunteers and employees have hidden talents.
- Complement “demanding” expectations with quality coaching and mentoring.
Interventions Menu
Organization Design
- Design Principles for High Performance
- Tasks, People, Information, Decision-Making, Structure, Rewards Choices
- PACE (Process, Accountable, Contribute, Execute) Chart
Operational Excellence (see separate document with examples)
- Executive Dashboards
- Process Masterplan with Process Summaries
- Monthly and Quarterly Review Process
- Project Masterplan by Quarter
Volunteer Programming
- Vision
- Best Practices
- Metrics & Dashboard
Talent Management
- Recruiting and Onboarding
- Development Plans and Roles
- Mentoring and Coaching
Organization Design
Organization design is a strategic process that shapes everything about a non-profit’s work. Key elements include: tasks, people, information, structures, decision making and rewards.
Key Elements:
- Design Principles for High Performance
- Tasks, People, Information, Decision-Making, Structure, Rewards Choices
- PACE (Process, Accountable, Contribute, Execute) Chart
Principles:
- “Every organization is perfectly designed to get the results it gets. If you want different results, change the design.”
How LSN Can Help:
- Guide the development of organization design principles.
- Develop role clarity across processes and role interactions.
Click here to go deeper into Organization Design.
Organizational Capacity
The Organizational Capacity toolbox is intended to share ideas and tools with non-profit leaders.
Background:
Developing an Organizational Capacity Strategy may be the most important role for a non-profit executive. Capacity leads to improved mission delivery and includes elements of effectiveness, efficiency and sustainability.
LSN considers the following the key elements of Organizational Capacity include: Organization Design, Operational Excellence, Volunteer Programming and Talent Management.
Key Documents:
- Organizational Capacity Strategy.
- Characteristics of High-Performing Non-Profits.
- Operational Excellence.
- Strategic Planning Model.
- Monthly and Quarterly Review Process.
- Lead Volunteer Position Description.
- Create a Mentoring and Coaching Culture.
Key Messages:
- Make the time to document and lead a formal Organizational Capacity Strategy.
- Own a Volunteer Vision. This requires an understanding of your underlying beliefs about volunteers. LSN can host a Volunteer Vision Workshop for your Staff or Leadership Team. Volunteer management requires quality leadership…a capable volunteer manager and leaders with vision. They need to be trained and supported. Volunteer coordinators can be full or part-time, paid or unpaid…but there needs to be a designated role.
- Manage Work as a Process. Insist that Work Processes be established and assessed against Best Practices. LSN facilitates the development of a Work Process Masterplan and can train your organization to document and improve Work Processes.
- Understand and role model the characteristics of high-performing organizations. See Characteristics of High-Performing Non-Profits.
- You can strengthen your mission delivery with volunteer programming and other high-performance management tools (process management, organization design).
