building a 21st century nonprofit: a change management roadmap on how to create a fully integrated,...

BUILDING A 21ST CENTURY NONPROFITA CHANGE MANAGEMENT ROADMAP ON HOW TO CREATE A FULLY INTEGRATED, CUSTOMER FOCUSED ORGANIZATION

Mark Climie-Elliott CFRE, hjcDebbie Comuzzi, President and CEO Children’s Health Foundation

Mark Climie-Elliott, CFREMclimieelliott@me.comSenior Advisor/Consultant, HJC

Debbie ComuzziPresident and CEOChildren’s Health Foundationdcomuzzi@childhealth.ca

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Remember – Participating in today’s Turning Point Webinars earns you CFRE Education Credits!

SESSION OUTCOMES

Participants will:• Determine their current reality• Learn the process to identify leverage• Uncover keys to successfully transform• Hear first-hand how an organization has

set the path for transformation

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A Successful Transformation Includes:• Full Participation• Solid Preparation• Open Minds• Feedback• A safe environment

– respectful and inclusive

• + Tension!

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Tension is Good!

Organization Type ATension Behaviour Outcome

Fear Blaming Burnout

Anxiety Self-interest

Stagnation

Political Downgrading

Organization Type BTension Behaviour Outcome

Innovation Cooperation Achieve Goals

Creativity Teamwork Success

Productive Rewards

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Where is your organization?

Step 1:Release the Fear and Anxiety• To create change – you need a process

– a System– Input– Challenge

• Three Drivers of Change– People– Technology– Knowledge

• The System:– Systems Leverage

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The Systems Leverage Model

Shared VisionShared Vision

Shared RealityShared Reality AssumptionsAssumptions

FeedbackFeedback

LeverageLeverage

OptionsOptions

Dialogue

Quantum Learning Systems

Shared Reality

• Your organization as it is today.– How you see it – your reality– How others see it – their reality– No right or wrong – simply respected

observations

• Collectively, this becomes your “shared” reality.

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Reality is something you rise above.Liza Minelli

Shared Future

• Shift ahead and articulate a shared vision or desired state of what you want to look like in 3-5 years

• Can be applied to any timeframe – short, mid and long-term

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Dialogue vs. Discussion• Dialogue encourages participation

– Usually facilitated– Sets an atmosphere of respect– Encourages “safe” participation

• Surface Assumptions– Enables Sharing

• Discussion– Unstructured– May lead to “right” and “wrong” statements– May lead to competitive– Often leads to fragmentation

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Leverage

• Through the dialogue… – Surface assumptions– Options appear– Leverage is identified– Testing Action– Feedback

• Changes your Shared Reality

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Success Factors for Transforming from Good to Great!

• Alignment – Strategy– Structure– Organizational Culture– Skills

• Alignment – Strategy– Structure– Organizational Culture– Skills

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Strategy

• Leveraging the resources to meet goals• Means by which you achieve your vision• Plan – sets out the timelines, resources or

specific activities (tactics)• Integrates across organization

(Information Technology, HR, Functional Priorities, Process Improvement, …)

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Structure

• Organizational Design• Work Processes• Decision-making• Information Systems• Rewards and Incentives• Communications

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Culture

• Practicing what your are…– Vision– Values– Brand– Behaviours– Traditions– Leadership

• Alignment with Structure is key

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Skills

• The fuel that drives the strategy, culture and structure– Technical– Analytical– People– Organizational– Communications

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A Shared Reality

• Surpassed New Building Campaign Goal– Donors completing pledges

• New Hospital Opening in Dec 2010 – full completion Spring 2011

• Currently at $8M

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Desired State

• Next • Keeping FR Streams diversified• Setting up Ask

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Next Challenge• Planning for CHRI (Research Institute) going National• Grow Revenue to $15M by 2020

• Regenerate Support– 8 Campaigns– Major Gifts– Mid-Level Opps– Monthly Giving Focus

• Lead Generation– Target Communities– Integrated Channel Marketing– Leverage E-Phil Ops

• Diversified Revenue Streams

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Alignment

• Structure– No Director of Development or Annual Giving

• All Sr. Functions reported to CEO

– Functional Silos apparent• Although Integrated – needing enhancement

• Skills– Talented/Highly Skilled

• Retooling required to meet future objectives

• Culture– Donor-centred– Highly team-oriented

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Outcomes

• Restructured– Director of Annual Giving

• Restructured Again– Director of Resource Development

• Annual• Major• Donor Migration

• Result – Enabling CEO to focus externally, growing CHRI Nationally & Capacity Building with Key Stakeholders

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Keys to a Successful Transformation

• AlignmentStrategy Structure Culture Skills

• Dynamic Integration– People– Technology

• Identifying Leverage– Aligning with Strategy

• Board and Leadership Buy-In

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Embrace Change

• Take Personal Responsibility – #1 Mistake is to “decide not to change.”

Thanks for joining us today!

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