Following on from the previous blog in my series of the 10 things you need to know about not-for-profit governance – about Succession Planning – this week we are going to explore the sixth area: People and Culture.
Organisational culture encompasses the way we treat each other, as well as the written and unwritten rules that guide our behaviour.
A healthy organisational culture forms the foundations that underpin a positive and supportive work environment, which is not only vital for our employees, but it also extends to our volunteers, our board members (who, in the not-for-profit sector, are often volunteers themselves), as well as the people we serve, and the broader community that interacts with our organisation.
Code of Conduct
I often say to organisations, if you want to overhaul (or establish!) your policy framework, start with your Code of Conduct. In my opinion, a Code of Conduct is probably the most important document for guiding and maintaining your desired organisational culture, as it describes how your organisational Values are reflected through behaviour. (Clearly defined organisational Values are the guiding principles that underpin everything you do as an organisation, so if you haven’t articulated those properly yet, you will obviously need to do that first).
A Code of Conduct provides your organisation with a clear framework for expected workplace behaviours, ensuring that interactions are respectful, inclusive, and aligned with your organisation’s Values.
Equally it provides us with a tool for addressing any behaviour that does not align with those Values, illustrating why it does not and how it needs to change.
And remember that people need to know what is expected of them. So make sure you profile your Code of Conduct at orientation, and regularly thereafter, so that people are regularly reminded of what is expected of them.
Leadership and culture
Leadership plays a significant role in shaping an organisation’s culture. Leaders must not only set an example but also provide the support and guidance to others across the organisation in order to nurture a positive workplace culture. The tone of an organisation really is set from the top, and as such leaders should exemplify the behaviors they expect from others. A healthy organisational culture starts with leaders who prioritise the desired behaviours, and hold themselves and others accountable to those standards.
Addressing and preventing poor culture
Stress and burnout can be indicators of a poor culture. Overworked employees, unrealistic expectations, a lack of support, and tolerating bad behaviour, can all contribute to a poor workplace culture.
As organisational leaders, it is essential we are proactive about stopping these things before they begin. Take steps to promote work-life balance, provide resources for mental well-being, and foster an atmosphere of support and collaboration within your oeganisation. Vulnerability and authenticity have become workplace buzz words of late, but there’s something to be said for leaders showing their own vulnerability and authenticity to build greater trust and compassion in the workplace. And if we do become aware that something is not quite right with our organisational culture, be sure to act swiftly to address it before it creates further problems.
At the end of the day, a vibrant and healthy organisational culture not only enhances the well-being of the individuals involved, but it also contributes to greater productivity, higher levels of engagement, and increased overall success for individuals and the organisation.
Stay tuned for the next installment in my 10 things blog series, where I’ll explore another essential aspect of not-for-profit governance – Understanding Legislation and Regulations.
And if you’d like to catch up on the original 10 things webinar that inspired this blog series, where I discuss all 10 of these essential elements of not-for-profit governance in more detail, you can check that out HERE – the passcode is 7A#AQMg*
If you think I might be able to help you or your not-for-profit with your good governance, do check out the supports and services I offer organisations HERE.
And if you would like to book a discovery call with me, to discuss how I might be able to help you with your particular needs, you can do that HERE – I’d love to help you achieve what is important to you!
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