Carol HamiltonHost
recap don't make any big decisions on an empty stomach and make sure you feed your team too when your face was sorting through a challenging situation and make it a group affair whether you're pairing up with an accountability buddy hiring a coach or consultant as a guide or looking for your allies in the wider ecosystem you work within don't go it alone including when you're making decisions as michael said remember to ask what am i missing Matt encourages you to consider your expectations.

And both of these are another way of getting at Elizabeth's tip to uncover the assumptions you're working with and to figure out how to test those.

Kayla's question asks, so what? Also pushes you to consider more than your go-to or business as usual answers.

The questions and tips that Kat, Melissa, Matt, Michael, Elizabeth, and Kayla provide are all ones that you can enact individually and incorporate to your own practice.

Now, they definitely have wider impacts, yet the following questions and advice are squarely aimed at the organization as a whole.

What is your organization? And what is your organizational culture actually? My conversation with Julian Chender in episode 135, we focus on a topic that doesn't necessarily get a lot of attention in the nonprofit sector, organization design.
think the really fundamental question is what's my organization? I think it's taken for granted that the way they're designed is the way it's always been and the way it always should be.
And I think critically interrogating the design is the first step to understanding if it's matching to the strategy.
Yeah,
Right.
Because if you're not getting the results you want to get, I tell you, your organization is always designed to get the results it's getting.
off, look at the design.

Now another reason your results might not be matching your strategy is your organizational culture.

In my episode with Elizabeth Engel and Jamie Nodder, we talked about the intersection between innovation and organizational culture and the fact that despite all of the slogans, changes in how you do things will not stick unless they're supported by your culture.
All leaders should be asking themselves, what is my culture, actually? What is it? Well, not what I think, not what I want it to be, not the ideal, not the core values.
Like, you can have those things.
Those are fine.

recap don't make any big decisions on an empty stomach and make sure you feed your team too when your face was sorting through a challenging situation and make it a group affair whether you're pairing up with an accountability buddy hiring a coach or consultant as a guide or looking for your allies in the wider ecosystem you work within don't go it alone including when you're making decisions as michael said remember to ask what am i missing Matt encourages you to consider your expectations.

And both of these are another way of getting at Elizabeth's tip to uncover the assumptions you're working with and to figure out how to test those.

Kayla's question asks, so what? Also pushes you to consider more than your go-to or business as usual answers.

The questions and tips that Kat, Melissa, Matt, Michael, Elizabeth, and Kayla provide are all ones that you can enact individually and incorporate to your own practice.

Now, they definitely have wider impacts, yet the following questions and advice are squarely aimed at the organization as a whole.

What is your organization? And what is your organizational culture actually? My conversation with Julian Chender in episode 135, we focus on a topic that doesn't necessarily get a lot of attention in the nonprofit sector, organization design.
think the really fundamental question is what's my organization? I think it's taken for granted that the way they're designed is the way it's always been and the way it always should be.
And I think critically interrogating the design is the first step to understanding if it's matching to the strategy.
Yeah,
Right.
Because if you're not getting the results you want to get, I tell you, your organization is always designed to get the results it's getting.
off, look at the design.

Now another reason your results might not be matching your strategy is your organizational culture.

In my episode with Elizabeth Engel and Jamie Nodder, we talked about the intersection between innovation and organizational culture and the fact that despite all of the slogans, changes in how you do things will not stick unless they're supported by your culture.
All leaders should be asking themselves, what is my culture, actually? What is it? Well, not what I think, not what I want it to be, not the ideal, not the core values.
Like, you can have those things.
Those are fine.
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