Turcois Ominek is the chief operations officer of FreedomOrg.
Building a successful internal culture is a crucial element of running a nonprofit. I’ve found this to be true in my years leading one.
However, building a successful internal culture wasn’t an overnight process. When my two colleagues and I launched our organization in 2019, the culture consisted of the dynamic between the three of us. But as our organization grew and more team members joined, we had to be intentional about creating a strong culture. We had to listen to our team members, clarify our values and embed them throughout operations and reflect on how we could show up in more spaces.
Nonprofit leaders should take steps to build successful internal cultures at their organizations.
Why Having A Strong Internal Culture Matters
Building a strong internal culture at a nonprofit can be challenging, but it’s worth it. Why?
For one, when a nonprofit has a strong internal culture, team members will know they are working toward a common goal, which is advancing the organization’s mission and purpose.
Additionally, in my experience, strong cultures facilitate psychological safety. According to the American Psychological Association, “Psychological safety develops over time. When it exists, members of a team can be themselves, and they share the belief they can take appropriate risks.” The nonprofit world can involve high-stakes, high-stress situations, making it especially important that people feel safe to voice their concerns and ideas, regardless of their roles. In my view, workplace cultures where only leaders feel empowered to speak up fail to harness the diverse perspectives that drive progress.
I’ve also found that strong internal cultures boost employee morale and productivity. In turn, this helps nonprofits attract and retain talent. With high retention rates, nonprofit leaders can avoid scrambling to fill roles and figuring out how to distribute extra work to remaining team members in the interim.
Four Key Steps For Building A Strong Internal Culture
Nonprofit leaders can take four key steps to build strong internal cultures at their organizations.
First, they should define and live by their values. Leaders can say whatever they want, but if they move in a different way, their team members will see that.
Leaders should also invest in their team members by providing professional development opportunities, mentorship and wellness support. In my experience, when employees feel like their leaders are investing in them, they are more likely to reciprocate that investment, creating a positive and productive work environment.
It’s also paramount that leaders create a safe space for feedback and open communication, such as through holding town halls, one-on-one meetings or sending anonymous surveys. By gathering feedback and creating avenues for open communication, leaders can be in tune with what’s happening at their organizations and what they can improve.
Finally, nonprofit leaders should prioritize transparency, accountability and celebrating wins. Transparency keeps everyone in the loop. Accountability shows team members that leadership takes responsibility seriously and that everyone is held to the same standards. As for celebrating wins, leaders should recognize big and small achievements so that people feel valued, energized and motivated.
Mistakes Nonprofit Leaders Should Avoid As They Build Strong Internal Cultures
As they work on building strong internal cultures, nonprofit leaders should avoid making several mistakes.
The first mistake? Ignoring their team members’ input and feedback. It’s one thing to gather feedback; it’s another to act on it. Receiving consistent feedback and prioritizing acting on it gives leaders opportunities to make improvements in motion, as opposed to trying to put out fires.
Another mistake is neglecting culture during growth. As a nonprofit grows, the team’s dynamics will shift, making it vital for leaders to focus on the culture and make any necessary adjustments. Leaders should not assume that culture is static. It’s not—it needs ongoing attention.
Ultimately, Strong Internal Cultures At Nonprofits Help Team Members Stay Rooted In Purpose
A strong culture isn’t a nice-to-have at a nonprofit. It’s a must-have. It’s a strategic asset.
When intentionally nurtured, a strong culture can become the foundation for nonprofit teams to make a more sustainable impact and become more resilient. It helps team members stay rooted in purpose and show up to work because they are driven to make positive changes in the world, rather than just doing their jobs and leaving.
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