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Author: nonprofitchapin

My Big Dream for 2013: The Nonprofit Version

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I’m participating in the Nonprofit Blog Carnival this month. The prompt is what’s your big dream for 2013?

My big dream is much bigger than something that can be accomplished in the next year, but it’s something I hold very dear to my heart, and something I hope to advance in a big way in 2013, the last year before I get my Masters in Nonprofit Administration. I hope to advance the presence of the nonprofit sector in the public eye, and improve its reputation in all ways.

As much as I wish to believe everyone knows and loves the nonprofit sector as much as I do, that’s simply not the case. The public has a very small and often skewed perspective of what the nonprofit sector is. If it isn’t bleeding heart activists or starving children on television, it’s scandalous organizations that do things like Kony 2012 or stop funding Planned Parenthood. Unfortunately, like most things, people only hear about nonprofits when something out of the ordinary happens.

And for most nonprofits, ordinary is beautiful. Ordinary means uplifting people out of poverty, teaching children, caring for the sick, spreading awareness about being environmentally friendly, finding animals homes, and the list goes on and on. Spectacular things are happening every day. But people just don’t know about it.

And we know that people would care to know, because we know that the vast marjority of people give donations. Often, they are giving with blind faith, without knowing fully what the nonprofit is doing for the community. If they knew more, perhaps their involvement would grow.

It’s no one’s fault that the public isn’t fully aware of the sector. It just means that those of us who are its biggest champions have some work to do. We have to talk about our job more at parties, have open conversations with our friends about the organizations we know about, and continue to blog and speak about the sector. It’s a big job, but I know we can do it.

My big dream for 2013 and beyond is that the nonprofit sector is admired as a wonderful, professional, passionate subsect of our society that is contributing invaluable services to our community.

-N.C.

Dignity

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“Self-respect is the fruit of discipline; the sense of dignity grows with the ability to say no to oneself.” – Abraham Heschel

The other day, my grandmother told me something that made me feel really good: she told me I have dignity. It’s made me think about the ways I define dignity and how I carry it out in my life.

I looked up the definition of dignity, and it states:

  • self-respect: a proper sense of pride and self-respect
  • seriousness in behavior: seriousness, respectfulness, or formality in somebody’s behavior and bearing
  • worthiness: the condition of being worthy of respect, esteem, or honor
  • due respect: the respect or honor that a high rank or position should be shown
  • high office: a high rank, position, or honor

There’s a theme here… and it comes down to respect.

There are so many different forms of respect.

  • There is self-respect, which I’m happy is listed first in the definition, because I would prioritize it first as well. It’s about listening to yourself, not judging your feelings or emotions, and loving yourself for who you are. Which is truly the foundation upon all your future relationships.
  • There is respect for friends and family, making sure that instead of taking anyone in your life for granted, you appreciate and accept everyone for who they are and help them celebrate themselves… because that’s not something we do enough.
  • There is respect for others in the sense that leaders, and all of us, must respect everyone around them. This brings me back to a specific sentence when I developed my personal mission statement: “I incorporate leadership into my life by showing initiative, going for opportunities at full force, and always acting with respect for others.”
  • There is respect for the earth and where we have come from. We must take care of the world we are in, its plants and animals, as they cannot take care of themselves in the same ways we can.

Dignity plays a huge role in the nonprofit sector as well. We must always treat our clients with the utmost respect, to bring them up from challenging situations and instill in them the tools they need to thrive. In the office, we must treat our colleagues with respect. It can be difficult to always act with tact and grace when there are challenging personalities or differing opinions, but it’s critical for the success of your nonprofit.

My grandmother paid me a huge compliment by telling me that, and it’s something I will always remember. Dignity is not something to be taken lightly, and I appreciate that those I love believe I deserve it.

-N.C.

Why #GivingTuesday Is Important

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Since you’re reading my blog, you probably already know what #GivingTuesday is. But in case you live under a rock (or are new here – welcome!), #GivingTuesday is a response to the consumerism of Black Friday, Small Business Saturday, and Cyber Monday – a way to launch the upcoming giving season and celebrate the nonprofit organizations that make the world go ’round. You can learn more at the #GivingTuesday website here.

There have been a crop of critics to the #GivingTuesday movement, and they are actually coming from inside the philanthropic sector. This one, an opinion piece in the Stanford Social Innovation Review, is what finally caused me to write this post. The author’s post argues that there is no concrete evidence that #GivingTuesday actually increases giving. In actuality, although it might spur people to give, it might mean that they won’t give their gift another time of year. He believes that because of this, #GivingTuesday won’t “work.”

The author is being too short-sighted in determining what success would look like for #GivingTuesday. You can even look to the mission of #GivingTuesday to explain this:

#GivingTuesday™ is a campaign to create a national day of giving at the start of the annual holiday season. It celebrates and encourages charitable activities that support nonprofit organizations.

While of course it would be good, I see nothing in that statement about increasing donations.

In fact, I would argue that the best part about #GivingTuesday is that the day’s conversation is about nonprofits, donations, and the change we wish to see in the world. While I whole heartedly believe in the nonprofit sector, I don’t believe that it has the respect it deserves amongst general society. The words philanthropy and donation simply aren’t uttered enough in the public eye. #GivingTuesday starts a global conversation about these important topics – it brings nonprofit organizations and philanthropy to the forefront – something that doesn’t happen often enough. The fact that we are talking about it at all is a win.

The author of that post said it himself:

I don’t think it will work. That’s not to say that I don’t think the idea will catch on. I think we’ll see a huge number of tweets and
Instagrams on Giving Tuesday. And I expect that the effort will grow each year. What I don’t think it will do is materially affect giving in any positive way.

I’d challenge him to think outside the box of what “affect giving” might mean.

-N.C.

Treading Water in a Sea of Smarties

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This past Saturday I participated in NGen: Moving Nonprofit Leaders from Next to Now, the pre-conference session to the Independent Sector conference. The NGen program’s goal is to “enhance the visibility, leadership capacity and professional networks of emerging leaders under age 40.”

If you don’t know what Independent Sector is, I strongly encourage you to visit their website and learn more. It’s an amazing organization that’s working to bridge the conversations that nonprofit organizations and philanthropic entities are having. We must have a larger, more inclusive conversation about what’s going on in the charitable sector.

I signed up to go because the conference was in San Francisco this year and I’m interested in what Independent Sector is doing. What I didn’t expect was how many amazing, intelligent, insightful people I would meet there. There were nonprofit rockstars from around the country sitting at each table discussing sector wide issues, potential solutions, and having incredibly provocative conversations around these issues.

I have to admit I was caught off guard. I’ve always admired this high level thinking, and have thought about it once in a while, but to be able to work for an organization that is advancing these ideals has never been something that’s within my reach. And while I consider myself to be a relatively well versed nonprofit staffer, being surrounded by all these smarty pants was intimidating!

As I listened to what all of them had to say, I soaked up their knowledge and passion, and didn’t pressure myself to have the perfect response or even the need to keep the conversation going. I have much to learn in my time in this sector, and there’s no rush. I just feel fortunate I was able to be in the company of such inspiring people – and one day, I hope to become one of them.

-N.C.

Autonomy’s Potential Pitfalls

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As an intelligent, skilled, professional woman (if I do say so myself!), autonomy is something I highly value in the workplace. I’ve spent my time researching best practices surrounding my job, and I feel the experience I do have allows me to be able to be a perfectly capable worker. I love autonomy – I love being able to do tasks I want to do with the freedom to explore the elements that interest me or that I feel are best for the organization. I love supervisors who allow me that flexibility in my job.

As great as autonomy can be, too much autonomy can actually have negative side effects. Watch out for these additional factors the next time you find yourself working with a great amount of freedom.

  • As tough as it is to admit, managers usually know more than you. Bosses are higher on the food chain for a reason. Maybe they have more experience, more skills, or better insight. Make sure you check in with your boss on a regular basis to ensure you aren’t dropping the ball on anything. It will be better for your project in the long run!
  • Beautiful things happen when you get a team working together. There’s nothing quite like exchange of ideas. No matter who you’re working with, that person has a different perspective on things than you do. Although you don’t simply want to be in meetings all day, it is exciting and valuable to get others’ opinions on your projects.
  • Where’s the praise? Working autonomously can mean working in a vacuum, which can make it hard for your boss to truly understand the effort and work you are putting in to something. Make sure when you’re in this situation you can show the work you’ve done, so that you are properly recognized and appreciated. Because we all need a little praise sometimes!

In the long run, when you feel confident in your abilities, autonomy is one of the best elements of a perfect job. Just be sure to remember these elements too when you finally get there.

-N.C.

Setting Goals at Work

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I recently had my annual review at work, and we all know what that means: forming goals for the coming year. And while I’m all about setting high expectations for myself (and often surpassing them), I feel there’s a real art to forming professional goals.

Here are some things to keep in mind when you’re sitting down to draft your own professional goals.

  • Be realistic with your time. I put this first because it’s the trap I most often fall in. I have big dreams about where my job could be or what I could contribute to my nonprofit. Unfortunately there aren’t enough hours in the day to accomplish everything I’d like to. Really consider the amount of hours it will take you to achieve that goal, and if your current workload wouldn’t allow it, you have two options: talk to your boss about shifting responsibilities, or change the goal to be a little less hairy.
  • Think of what would make your job easier. While you need to be realistic about your time, you can dream a little about what your perfect department/job would look like. What’s something you wish you had access to but didn’t? For me, it is creating a technology plan for our development department. It’s something I’ve felt we need for a long time but didn’t have time to do one. And now, since that’s a professional goal written into my review, I need to prioritize making a plan and get to reap the benefits of learning from the process.
  • Consider the higher ups. What are some things your boss or her boss would like to see from you or your department? Think about some basic functions of your department that you know could be improved, and have working on improving them become one of your goals. The higher ups will appreciate that you recognized that need and feel good about you working on it.

Of course, these are tips for when you put together your own goals. Even if your boss would like to form goals with you, come with some suggestions or ideas beforehand. With a jumping off point, the conversation will flow better and you won’t be staring at each other trying to think something up. With more strategic goals, you’ll feel better about your work, and your boss will be happy with your performance.

-N.C.

Your Boss is Less Stressed Out Than You Are

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I recently came across this article about a stress study done recently that produced an interesting finding: higher level employees are less stressed than lower level employees. This finding jives with what I found when I did a study on the role of stress in the lives of nonprofit employees. My data was self reported, unlike the article’s data which measured biological symptoms of stress, but nevertheless, the outcomes were similar – entry level employees were some of the most stressed out ones.

This sounds counter-intuitive at first. One might assume that with more responsibility comes more expectation, more to do and more stress. The study actually came to the conclusion that with a higher amount of control – something that higher level employees enjoy – the level of stress decreases. This is a great argument for the power of empowering lower level employees and instilling in others a sense of responsibility and ownership in their projects.

I have another idea. I’m not saying I’ve proven this in any sort of research project, but it’s just my postulation. We know that stress is most often self-imposed. I’d like to argue that higher level employees have more life experience and more awareness about how to manage stress. They have tools in their toolbelt and can identify when things are getting sticky.

Not to mention the concept that Millennials – the group that is entering the workforce right now at entry level positions – is made up of overachievers, perfectionists, and ambitious workers. We put very high expectations on ourselves, and that is manifesting in stress. And that needs to stop now!

I encourage you to be proactive about managing your stress, no matter where you fall on the food chain. I thought this article was interesting because it’s causing us all to think differently about what stress is and the role it has in the workforce and in our lives. It’s turned our traditional definition of stress on its head. And since stress is such an abstract thing that should really be paid attention to and analyzed, that’s just where it should be.

-N.C.

Letting Go of Responsibility

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Like most things I write about on this blog, responsibility is a double edged sword. At face value, it’s a great trait – it proves you have the expertise, knowledge, and experience to manage projects. I’m definitely one of those people who strives to have more and more responsibility, even if I’m in a low level position. There’s something thrilling knowing you have total ownership of a project – that you did all the research, planning, and follow through for everything. You know every component inside out, and you can vouch for the project, no matter what.

Although it can be fun to have responsibility, it can also be exhausting. If anything’s wrong, your reputation is on the line. You have to take into account everyone’s opinions in your decisions, and answer to them when things don’t go their way. And you have to do the work! Responsibility can be very difficult.

It’s been tough for me to learn this, but I believe I have – responsibility is not something I need to go after all the time. Especially working in a nonprofit, the more responsibility you volunteer for, the more you’ll have. And it won’t necessarily reflect in your title or your pay. Before you know it, you’ll be working on very complex projects from start to end and won’t have anything to show for it. Of course, you are gaining experience, which is priceless. But honestly, I’m at the point where experience just won’t cut it. If I’m going to take responsibility for something, I need to be compensated for that.

Don’t get me wrong, I love what I do, and I’m happy to help in any way I can. But I’m learning the lesson that I can’t kill myself working when I don’t have a higher title or higher pay. It just isn’t worth it. All I can do is what I was hired to do, and do it the best I can. And go home at night knowing that I won’t have to answer all the critics the next day.

-N.C.

Feeling Better by Doing Less

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On Sunday I participated in an all day silent mindfulness meditation retreat. I’ve been doing a weekly mindfulness class for six weeks now, and this was part of that program (I wrote a little more about mindfulness in this post). Each week we’ve learned a different form of practicing mindfulness meditation, whether through mindful eating, yoga, the body scan, or sitting with awareness. The class, and learning about mindfulness in general, has opened my eyes to what being present is, and how living in the moment can truly help bring everything in balance. It’s really helped me with my stress management.

Before the retreat, I was very curious about how the day would go. We were instructed not to speak or even make any eye contact for six hours. The facilitator guided us through the day, giving us a suggested schedule to follow. The longest we had ever practiced in class was for 30 minutes. I couldn’t imagine participating in mindful meditation from 9:30 – 3:30 on my precious Sunday!

Well I did it, and it actually wasn’t too difficult. I was worried that my overactive mind would be running the whole time and I was scared of the idea that I would be trapped with my thoughts. Actually, over the course of this class, I have trained my mind to be a little less overactive and a little more intentional. The point of mindfulness is not to clear your thoughts, it’s about the ability to see them as temporary and impermanent. So you can move on to the next. And nothing feels like a crisis.

My biggest lesson? That I probably could have achieved the same feeling that I got from six hours of practice during a thirty minute stint. I think that’s a good lesson for most things in life as well, and a great reflection on why perfectionism is never necessary. You can do your best at work and still be a stellar employee. You can prepare for a presentation for two hours instead of six hours and still knock it out of the park. You can have a glass of wine, a piece of chocolate, or a cookie without going overboard. Balance with moderation is the key.

Perhaps that is the secret to a happy life. Not always doing more, carpe diem, living out loud. In fact, it’s doing less – more mindfully.

-N.C.

Success By Way of Empowerment

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“As we look ahead into the next century, leaders will be those who empower others.” ~Bill Gates

Each of us are very different – we have different personalities, skills, and values. We all bring something different to the table. That’s why it is so important for us to acknowledge our differences, celebrate them, and bring them together. Empowering others is the key to success.

Here’s a few key things to remember in empowering others.

  • Practice humility. Before going to battle in a competition with a colleague, take a moment to think subjectively about your opponent. What qualities do they have? What skills have they acquired? What do they bring to the table that you don’t? Take your pride out of the equation. The simple fact is that the best way to work together is to enhance everyone’s strengths, no matter what. Once you do that, true success will be easy.
  • Strike a balance. When thinking about why I’ve been successful in my career, I automatically think about other people. Whether supervisors or colleagues, my peers have truly been a huge part of my journey. I have developed a system to know when to rely on myself and when to turn to others. And that delicate balance is the key to success in the workplace.
  • Expand your definition. Don’t take empowerment to only pertain to subordinates. You can empower your boss just as easily. No matter how confident we come across, we all have insecurities from time to time. It’s important to assure your boss that she is a valued member of the team on a regular basis. It can be lonely at the top.

So often we are taught that it’s a dog eat dog world – everyone’s out for themselves, hoping for more money, influence, or power. Throw that thought away. Especially in the nonprofit sector, collaboration is key. Collaborate strategically by empowering all members of the team to bring their strengths to the table. That is when you will be truly successful.

-N.C.