In my recent conversations with nonprofit leaders, there is one thing they are recognizing for sure: working remotely is here to stay! More and more organizations are creatively finding ways to blend working from home with working in the office or the field, and this isn’t all a bad thing…
Many people appreciate working from home—if nothing else, the time savings from no commute is a boon. With the leaders I’ve talked to, they value prolonged periods of concentration—with often increased productivity—away from the office. They appreciate greater flexibility in managing their professional and personal lives, though some grapple with distractions and maintaining a healthy boundary between work and home life.
Thankfully, video conferencing and similar platforms have made the continuation of business and program delivery possible for many, despite very real “ZOOM fatigue” and the sometimes unexpected mishaps of home life intrusion. One chief operating officer of a mental health agency for youth described being on an important call when her two-year-old son appeared behind her in his diapers. We had a good laugh about that one—and she got a nanny!
And, as I’m sure many readers can relate, seeing people on the screen just isn’t the same as warm bodies in a room. For example, a regional director of a national Jewish advocacy agency shared that, although she appreciates the ease with which she can connect with groups all over her region, she misses the schmoozing, where so much magic can happen!
An executive director of a bleeding disorders patient advocacy organization was happy to report that he and his team successfully pivoted to deliver all their summer programming virtually, and in fact added new services with the aid of the Internet. Their programs produced equal—if not better—results in attendance and revenue. Interestingly, this group decided to proceed with a well-COVID-managed, in-person golf fundraiser. Participants were required to sign a carefully crafted liability waiver. The participation and financial results were better than the previous three years! My colleague observed, “People want to get out!” Still, he expressed concern for 2021. Can he keep his staff, stakeholders and funders engaged? Will he and his team be able to stay dynamic, think out of the box and continue to provide good experiences in this new reality of social distancing? And, can he personally sustain the added challenges without stressing out or, at least, not showing the stress because—as he rightfully observed—people follow the leader. He gets that his actions set the tone for his work environment whether in the office or out!
Above all, there is a shared concern about keeping staff connected, productive and motivated. The director of administration and finance of a local community services and advocacy organization for families affected by homicide talked to me about developing a remote work policy to clarify expectations and re-establish norms. For example, she cited a situation where an employee was conducting meetings from her car, which raised the eyebrows of some team members. For her, the question is: Is the work getting done, and done well? Home, office, car…park…what is an appropriate parameter? Within this hybrid work context, she emphasized the heightened importance of consistent and thoughtful communication. She stated the issue very well: “Communication is critical. It allows the organization to have your back!”
I find it remarkable how resourceful people can be when faced with the unexpected. From my point of view and experience, the nonprofit sector is typically deft at dancing on its toes, and these days those dancing skills are in full demand and display! With patience, creative solution-finding and consistent, authentic communication, the sector and its leaders will make its way.
Yours on the Journey,
Martha
