Is it just me, or are all nonprofit organizations suckers for tradition?
The terrifying phrase “we’ve always done it this way” has haunted me at every single place I’ve worked— nonprofit or otherwise.
Now don’t get me wrong, I’m not an anarchist. I understand the need to look to the past to help guide our future decisions. I also get that some traditions remain in place because they work— like an annual fundraiser that always draws a crowd or a time-honored family recipe.
On the other hand, I’ve seen a lot of traditions that don’t work, and even a few that are counterproductive to what the organization is aiming to accomplish.
So, why are we so afraid to take risks? Especially when our current way of doing things isn’t producing the results we want?
I think that this reliance on tradition speaks directly to our sector-wide fear mentality.
Fear is a constant theme in nonprofit work: We balk at the idea of making changes to our core programming. We tiptoe around messaging to avoid getting political or ruffling feathers. Above all, we’re terrified that any deviation from the tried and true path will result in an instant and irreversible loss of funding from (rich, white) donors.
This piece on white supremacy culture by Tema Okun highlights the notion that there’s “only one right way” and names this type of thinking as a contributing factor to a toxic workplace environment.
As Okun explains, fear of risk is often accompanied by power hoarding, paternalism, either/or thinking, and other problematic behaviors that discourage friendly discourse and perpetuate extractive capitalist norms.
While unfortunately, I don’t have a solution to rid our workplaces of the root causes and symptoms of white supremacy culture, (that’s a long, uphill battle that we need to climb individually and as a collective) I do have a few ideas on how you as a conscious, caring nonprofit leader can go about seeking change in your organization.
1. Ask your community.
The root of true philanthropy is to be in service of one’s community. Period.
So, if your organization isn’t regularly gathering feedback from your community and using that feedback to make programmatic and operational decisions, then I regret to inform you that you’re kind of missing the point of nonprofit work.
There are many ways to gather this valuable feedback from your constituents:
elect a member of the community you serve to sit on your board (or at the very least, an advisory committee)
host a community forum
send surveys via text or email
gather anecdotal information
The methodology can (and probably should) vary, just be sure you’re opening channels of communication with the folks who will be impacted most by your work.
2. Use data to prove a point.
This suggestion may seem like a no-brainer, but data can be a really powerful decision-making tool, especially when you have an Executive Director, supervisor, or board that needs more than anecdotal evidence from your staff or community to make a change.
Philanthropy News Digest often conducts studies of the field that you can use as leverage. As an arts administrator, I love following Capacity Interactive, Aubrey Bergauer, and Colleen Dilenschneider, who each provide excellent insights and research on ticket-buying behavior and donor attitudes towards the arts.
3. Lean on your skills and résumé.
I think it’s important to remember that lived experience is often the best teacher. As I mentioned above, looking back on the past can be an immensely helpful way to learn from mistakes and do better in the future.
If you can’t find an exact case study to prove your point to leadership, consider writing one of your own! Draw from prior work experiences — or better yet — test your new idea and gather fresh data that may help sway others in your organization.
If you have a specialized degree or training in the area in question, use your educational background to help you build a case for change.
Each of these suggestions is powerful on its own, but they can certainly be combined to enhance your persuasive abilities. ✨
If you’re still running up against a brick wall when seeking organizational change, consider discussing your issue with a trusted colleague. They might be able to help you understand how things are being done currently and why. At the very least, they can offer support while you deal with the frustrations of the current situation (…and maybe look for a new job).
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Let me know if you have ideas other than the ones I’ve listed; I’d love to hear what’s worked for you and learn from your experience. You’ll be sharing your wisdom with other nonprofit professionals who read this blog too. 😌
Good luck with your change-making my friends, I believe in you!