SMART OPERATIONS

 

To achieve lasting success, organizations must build and manage internal operations to carry out their mission. They must recruit and retain the right people, build a strong brand and culture and ensure necessary resources and procedures are in place to support day-to-day activities.

 
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HOW YOU MANAGE AND MARSHAL
ORGANIZATIONAL RESOURCES

HUMAN
CAPITAL

We recruit, develop and retain the right people to achieve our mission.

Nonprofits must be intentional about identifying the specific skills sets, qualities and attributes needed to build a successful team. It’s important to think strategically and creatively about how to attract and retain that talent, particularly in today’s competitive environment. This also means recognizing when certain staff are no longer contributing to the organization’s success and potentially having the difficult conversation to end their employment.

APPROPRIATE
RESOURCES

Our staff and volunteers have what they need to do their jobs.

Organizations must prioritize investing in the resources and tools that staff, board and volunteers need to carry out the mission of the organization. This may include the technology, facilities and more. Securing the proper resources for the team to deliver the organization’s mission must be prioritized when developing annual budgets and strategic plans.

INFORMATION
MANAGEMENT

We have practical systems to track important operational and programmatic data.

Nonprofits have increasingly come to rely on databases and other information management systems to track donors, volunteers, organizational and programmatic data. These systems should be integrated into day-to-day workflow, helping make their jobs easier. Systems should also allow for greater automation and enhanced consistency.

POLICIES &
PROCEDURES

We use written policies and procedures to support and protect our operations.

Well-developed policies and procedures help define and guide day-to-day operations, as well as enhance organizational stability. Financial, human resources, audit and whistle-blower policies also help to protect the organization from risk. Policies and procedures should be developed with and well-communicated to board, staff and volunteers.

BRAND

We have a robust organizational brand built through our strategy, marketing and communications.

Brand is a shorthand for the construct that stakeholders use to understand the identity of an organization. It includes all public perceptions about a nonprofit’s character, what it stands for, what it does, and its social impact. Building a strong brand requires an organization to clearly and consistently communicate its mission, vision and impact to the community across all channels.

CORE VALUES
& CULTURE

We have core values and integrate them to build a strong organizational culture.

Organizational culture is the way people communicate with each other, how they resolve conflict, how they celebrate, how they lead, manage, and do their work, and how they relate to each other. Shared core values should be developed in close collaboration with staff and board, and then integrated into day-to-day work.

WORK PLANS
& INCENTIVES

Staff understands their role in and have a clear path to achieving our ultimate impact.

Work plans should clarify employees’ expectations and how specific tasks relate to larger strategic goals. Staff and volunteers also need to know that the organization values their work and recognizes and rewards exemplary performance. Incentives can span the gamut but it is important to consider what your organization can make possible and what employees find valuable.

The Nonprofit Effectiveness Framework: Six Critical Elements to Nonprofit Work

Mission Capital Services and Resources

Organizational Structure and Culture Dynamics

Our consultants can assess your organizational culture and structure, and recommend practices that will help you create a cohesive, empowered and effective team.

 

DISC Assessment

The DISC is a personal assessment tool which is used to improve work productivity, teamwork and communication. Contact Amber for more information.

The New Nonprofit Workforce: Emerging Trends and Recommendations

This study includes which five major career trends in the evolving nonprofit workforce, along with recommendations for nonprofits and individuals.

 

Staff Performance Evaluation

This document provides a sample staff performance evaluation and tips to manage review sessions.

Other Resources

The Eight Building Blocks of Strong Nonprofit Brands

This article identifies eight key components in building a strong brand.

 
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Talent Matters

A series of articles from the Stanford Social Innovation Review which explores how to make talent a bigger priority in the social sector.

 
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A Culture of Care Without Compromise

Four ways nonprofits can better advance their mission by building respect, kindness, responsibility and honesty into their organizational culture.

 
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