Managing Up, Down and Across: Clearer Communications for Strong Volunteer Boards Lauren Grattan YNPN National Conference May 18, 2013

INTRODUCTIONS

Lauren Grattan Chair, YNPN San Diego A bona fide fundraising and management geek, I read anything I can get my hands on to empower emerging leaders and drive social change through philanthropy and better linkedin.com/in/laurenkgrattan

Workshop Purpose Many feel they need more from their managers to achieve success This is even more acute in nonprofits and volunteer organizations like YNPN I want to help create a culture of personal accountability, clearer communication, trust and effectiveness

Workshop Objectives Show value of strengths-based leadership Examine “victim mentality” vs. accountability Share how to communicate and manage up, down and across

STRENGTHS-BASED LEADERSHIP IN A VOLUNTEER CONTEXT

Fear Bias Report card SWOT analysis Backpacking Olympic athletes

Invest in Your Strengths You can spend all the time in the world correcting your weaknesses, you’ll just end up average - Marcus Buckingham

Invest in Your Shining Stars

Managing with Strengths If your manager…The chance you will be actively disengaged is: Ignores you40% Focuses on your weaknesses 22% Focuses on your strengths 1%

JFEBLLBBBTCSJKKHLGJRLFSRAMM Achiever x x x Activator x x x Adaptability x Analytical Arrangerx x Belief x x Command xx Communication x xx Competition x Connectedness x x x Consistency Context Deliberative x Developer xx Discipline Empathy x x x Focus Futuristic x x x x Harmony x x x Ideationx x x Includerx x Individualization x x xx Input xx Intellection Learner xx Maximizerx x Positivity x Relatorx x Responsibility Restorative x Self-Assurance x xx x Significance x x Strategic x xx Woo x xxx YNPN San Diego 2012 Board Strengths

CREATING A CULTURE OF ACCOUNTABILITY

Back to the Fear Factor

First Steps to Accountability SEE IT Build awareness of yourself, your team, your environment OWN IT Understand what unique strengths you contribute

Which would you rather be? Someone who makes things happen? Someone who watches things happen? Someone who wonders what happened? Someone who never knew anything happened?

Take Initiative SOLVE IT What else can I do? Stay engaged/persist Think differently Stay conscious

Make It Happen DO IT Embrace full responsibility for your results Don’t excuse situations with stories Focus on action you can take Recognize you can’t do everything

COMMUNICATION TACTICS

Practices to Employ Bring it back to the mission Know & accept strengths/weaknesses/pet peeves of your team Be honest and trustworthy Be gracious in defeat Show team solidarity Understand how to nag appropriately

Avoid at All Costs Focusing on yourself Whining and blaming Airing dirty laundry/speaking about your team less than professionally Surprising your boss, staff, team Holding back from asking for feedback Putting in the bare minimum

How Do You Change Your Speech? Frame questions: How, What, What else? Not: Why, Do? Affirm the subjective feelings, then address objective facts

Scenarios Communicating with a challenging person Asking for clarity without seeming whiny You’ve got one foot out the door, but don’t want to/can’t afford to burn bridges here… Every time you talk to a particular individual, you’re asking for help or a favor

linkedin.com/in/laurenkgrattan