The only constant in life is change, and the same proves true at nonprofit organizations. As nonprofit leaders, we’re either preparing to launch the next program, initiating a fundraising campaign, or working with our boards to map out a strategic plan for the next five years. And those are just the changes we plan for.
There is an implicit responsibility embedded in every nonprofit manager’s job description: change leader. But what does it mean to be a change leader? How do we effectively lead transitions? How do we include all of our stakeholders in the process?
While successful change management requires utilizing a host of best practices, one important tactic dictates that you enlist a core group of staff, board, and other stakeholders to drive the change you’re seeking to make. In order to do this, you need a communications plan that details your vision, give people the chance to discuss concerns, then apply the change throughout your operations. Successful change management includes a plan that first identifies your organization’s stakeholders, and then outline strategic communication plans for each individual stakeholder group. Think about how you would want to be communicated with if someone else was leading your organization.
Laying the groundwork for a successful change takes time. As Seth Godin once said, “it takes about six years of hard work to become an overnight success.” However, it’s also important to celebrate small wins and acknowledge the hard work of everyone as they strive to make change.
Capacity Partners is ready to support you your nonprofit during your transition from facilitating meetings to developing comprehensive strategic plans.