3 Reasons You’re Not Making a Difference 😳

Did you know that 30% of nonprofits don’t make it beyond 10 years? This was the statistic before the pandemic, so it’s likely even worse today.

 

So truly - congrats if you’re still standing. 

 

I commend you because these are truly challenging times to be leading due to all the uncertainty and instability. 

 

However, it’s during these times that there’s an opportunity to take stock of what’s working and what’s not.

 

You likely entered the social impact space because you wanted to make a difference, be it advocating for reproductive rights to getting Medicare for All to more green spaces in our cities.  

 

Whatever drew you to the work, do you feel that you’re making a difference? Making progress towards the things that matter?

 

Or do you feel like you’re stuck or lacking motivation? At the end of the day, you wonder where the heck the day went because you didn’t get anything crossed off your to-do list?

 

This can be a deflating feeling because if we don’t feel like we’re having an impact, then we may choose to stop trying and leave the sector. 

 

We have a high turnover so let’s reflect and be open to what leads to this outcome of overwork and overwhelm for yourself and your team.

 

Here are 3 reasons why you may not be making a difference and questions to reflect upon about how to go about changing it. 

 

 

  • You think you’re being productive, but really you’re just doing busy work. 

 

 

When’s the last time you looked at your calendar with discernment? Are you saying yes to meetings because that’s your default or is your presence needed to move things forward?

 

Are you working on the tasks that will move the needle or simply doing the tasks that are easy but not impactful?

 

Are there tasks that you’ve been avoiding because it is more time and brain intensive? So easier to respond to an email.

 

We live in a time of decision fatigue - the notion that our decision-making becomes poorer as the day wears on. 

 

And this goes for the daily functions of figuring out what to wear, what to eat all the way to making a decision on whether to apply for a grant, whether to hire a new development staff. 

 

Decisions big and small are still taxing on the brain.

 

So when our brain is fatigued, then it’s easier just to focus on the busy work, instead of the bigger tasks.

 

What to explore instead: 

 

Plan, plan, plan. 

 

Get clear on what your priorities are, and then break them down to 3 items on your to-do list each day. 

 

I already hear you now … “What, I have sooo many things on my to-do list, I can’t narrow them down to 3.”

 

My invitation again is to really look at your list with discernment. 

 

I remember having items on my long-running to-do list and kept putting them off because of time constraints. 

 

But then after a few weeks, they simply became moot and didn’t matter anymore so crossed them off without having done them. 

 

Has this ever happened to you?

 

So again, look at your priorities and ask what are 3 tasks that I can do today that’ll really feel like I’m making progress.

 

 

  • You don’t have a clear vision about how to achieve your mission. 

 

 

This is related to the first point above. Maybe it’s difficult to prioritize your to-do list because you don’t have clarity on what the ultimate needle-moving tasks are.

 

“Urgh, I hate strategic planning.” 

 

Ok, I hear you because they do take time and can require lots of resources - resources you may not have now. 

 

I remember getting so stuck in the jargon - “what’s your theory of change? What are your short, mid, and long-term goals?”

 

 “I don’t know - I just want to do the programs!”

 

However, let’s take a step back. 

 

A dream written down with a date becomes a goal. A goal broken down into steps becomes a plan. A plan backed by action makes your dreams come true. - Greg Reid

 

This quote resonates because it clearly shows why having a plan is so important if we ultimately want to achieve our dreams, i.e. our mission. 

 

What to explore instead: 

 

Take the time to reflect on the vision.

 

In the daily grind, we tend to lose focus so you may need to continually repeat and emphasize the vision - as a north star - so everyone knows what it is we’re all working towards and to feel part of the vision. 

 

What is the mission? Does it still resonate? Does everyone understand what the organization is trying to achieve?

 

Do your programs align with the mission? How do your programs currently serve your constituents? Have you asked for their feedback on whether it meets their needs?

 

Do you have the right people on your team? Are they clear on the vision? 

 

Do you have the resources to support the work? Do you have a clear plan to fundraise? 

 

Do you know who your partners are in the field who you can collaborate with to amplify the work?

 

Keep this inquiry simple and without judgment. If something or someone is no longer working, be ok with ending the program or parting ways with the person.

 

 

  • You already know what’s not working but avoiding the tough conversations.

 

 

We all know when there’s tension in the air, even if it’s via zoom. The frustrations are mounting with the work product of a team member, but instead of directly addressing the person, we talk with others about the situation. 

 

We hide behind our emails or texts, instead of having a conversation. And yet, emails lack nuance and are more likely to deepen the miscommunication. 

 

And more mental and actual time is spent discussing ‘the situation’ instead of being focused on the work - a real energy drainer of motivation and progress.

 

What to explore instead: 

 

Ground yourself first in how you want to show up in the conversation - what are your guiding principles. 

 

By entering the conversation with clear intentions, then you’re less likely to fall into defensiveness, and instead, you’re working towards building a positive outcome.

 

The team member also likely knows that they’re underperforming and have their own feelings and stress around it. So instead of approaching them with a negative stance, have a positive role model mindset. 

 

Regardless of the outcome of this conversation, I see this person’s humanity and will treat them with respect and integrity.

 

Be ready to hear their feedback because they may need to vent about the situation. There may be circumstances that you’re not aware of that are contributing to their ‘poor performance.’ 

 

These conversations take courage from all involved so don’t rush them and let everyone share their needs and expectations.

 

The outcome may not lead to agreement but at least there's transparency and more understanding about the current situation, instead of assumptions and miscommunication.

 

So these are 3 reasons you may not be making the progress towards the things that matter: too much busywork, lack of clear vision, and avoidance of tough conversations. 

 

And in order to tackle all of these reasons, the ultimate ingredient is your own self-leadership - are you taking the time to self-regulate so that you can meet these challenges head-on. 

 

Hope these prompts serve!

 

Until next time, as always, be gentle and kind to yourself.

 

Shalini

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