In the fast-paced world of nonprofits, it's easy to get caught up in the day-to-day operations and lose sight of the bigger picture. That's where an Organizational Health Assessment comes in. This powerful tool can be the key to unlocking your nonprofit's full potential and ensuring long-term success.

What is an Organizational Health Assessment? An Organizational Health Assessment is a comprehensive evaluation tool designed to measure various aspects of a nonprofit's operations. It covers key areas such as mission alignment, board effectiveness, financial management, program impact, and more. Think of it as a check-up for your organization - just like we go to the doctor for regular health check-ups, our nonprofits need regular assessments too.

Why is it Important?

1. Identifies Strengths and Weaknesses: The assessment provides a clear picture of what your organization is doing well and where there's room for improvement.
2. Guides Strategic Planning: By understanding your current state, you can make more informed decisions about future directions and resource allocation.
3. Enhances Transparency: It promotes open communication among staff, board members, and stakeholders about the organization's health.
4. Improves Efficiency: Identifying areas of inefficiency can lead to streamlined processes and better resource utilization.
5. Boosts Donor Confidence: Demonstrating a commitment to organizational health can increase trust and support from funders and donors.

How I Use Organizational Health Assessments. In my work with nonprofits, I've found the Organizational Health Assessment to be an invaluable tool. Here's how I typically use it:

1. Initial Evaluation: We start by having 1-2 key organizational representatives complete the assessment.
2. Collaborative Review: We then invite other stakeholders (board members, staff) to review and discuss the results, ensuring a comprehensive perspective.
3. Action Planning: Based on the assessment results, we develop a prioritized action plan, focusing on both immediate needs and long-term goals.
4. Implementation Support: I provide ongoing support to help organizations implement their action plans effectively.
5. Progress Tracking: We use the assessment as a benchmark, revisiting it periodically to measure progress and adjust strategies as needed.

The beauty of this process is that it's not just about identifying problems - it's about creating a roadmap for continuous improvement and organizational growth.

Get Your Free Organizational Health Assessment Ready to take the first step towards a healthier, more effective organization? I'm offering a free copy of my Organizational Health Assessment tool to nonprofit leaders who are committed to strengthening their organizations.

To get your free copy, simply fill out the form below. Once you submit the form, you'll receive the assessment tool along with instructions on how to use it effectively.

Remember, the journey to organizational health is ongoing, but it starts with a single step. Take that step today and unlock your nonprofit's full potential!

This month I'm starting the intensive 6-month certification process with the CoActive Training Institute (CTI) which will give me the qualifications to receive both my Certified Professional Co-Active Coach (CPCC) credential and my Professional Certified Coach (PCC) Credential. The CoActive approach has been nothing short of transformative, not just in terms of the quality of coaching I can provide, but in how I approach life and relationships in general. 

My Co-Active journey began last August 2023 when I started the process to receive 100+ hours of training focused on the core principles of CoActive coaching. Here's a brief overview of the five experiential, life changing three-day trainings:

1. Co-Active Fundamentals: Introducing the Co-Active Model and its essential contexts and principles. At the end of this course I felt able to say confidently for the first time in my life, "I am a coach!"
2. Fulfillment: Learning to help clients discover their unique values, identify self-defeating influences, and create a compelling vision for their life.
3. Balance: Assisting clients in developing new perspectives and creating action plans grounded in what's most meaningful to them.
4. Process: Exploring experiential coaching to help clients work through emotionally charged issues and embrace the vital role of chaos in achieving forward motion.
5. Synergy: Integrating all skills learned, elevating coaching to a higher level of professionalism and impact.

One of the most powerful aspects of CoActive coaching is its focus on the whole person. We work with concepts like the "saboteur" (that critical inner voice), the "leader within," and powerful allies that support clients in aligning with their values, vision, and life purpose. 

The CoActive approach also emphasizes the importance of being present and fully engaged in the coaching relationship. Through CoActive, I've learned to use my intuition, to be comfortable with silence, and to ask the questions that lead to profound insights from clients. 

Another aspect I love about this approach is its emphasis on action and accountability. We don't just talk about change; we design concrete steps to make it happen. This balance of introspection and action has been incredibly effective in helping clients create lasting transformation in their lives.

This certification isn't just about adding letters after my name. It's about committing to excellence in my craft and providing the highest quality support to my clients. The CoActive approach has already helped me tap into a deeper sense of purpose and authenticity in my own life, and I'm passionate about sharing these transformative tools with others.

As I embark on this next phase of my journey, I'm excited to deepen my skills, receive personalized feedback on real coaching sessions, and join a community of fellow Certified Professional CoActive Coaches (CPCC). I'm looking forward to the challenge of the 6-month intensive process, knowing that it will push me to grow both personally and professionally.

Here's to growth, transformation, and the exciting road ahead!

Are you curious about coaching or considering your own personal development journey? I'd love to connect! Schedule a complimentary 30-minute sample coaching call with me to experience the power of CoActive coaching firsthand. Simply email me at [email protected] to get started.

In March 2024, I had the privilege of completing an impactful 8-week program with 60 other nonprofit leaders - the Interim Executives Academy with Third Sector Company. This experience provided helpful and accessible insights around the transformation that is possible for organizations with an interim executive director.

The program emphasized the unique role and challenges of interim leadership compared to serving as a permanent Executive Director.  Having previously held an Executive Director role, I grew accustomed to playing the long game - developing multi-year strategies, building enduring relationships, and incrementally shaping the organization's culture.

In contrast, interim leadership is more of a sprint and the role demands both urgency and thoughtfulness because interim Executive Directors must quickly diagnose and address critical challenges while also ensuring that their interventions are sustainable and aligned with the organization's long-term goals. Striking this balance requires a strategic mindset, adaptability, and the ability to make tough decisions under pressure.

The program walked us through the key phases of interim leadership and provided participants with resources to support every step of each phase. These key phases are:

1. The Engagement Phase - This initial phase focuses on preparing both the interim leader and the organization for a strategic transitional leadership relationship. It involves due diligence, the interim interview process, negotiating the engagement terms, and setting up for a strong first day.
2. The Diagnostic Phase - During the first 30-45 days, the interim conducts an organizational assessment to evaluate the nonprofit's health and identify top priorities.
3. The Planning Phase - Armed with diagnostic insights, the interim develops a detailed 90-day workplan. This plan outlines leadership objectives, benchmarks, and support needed from the board and staff.
4. The Intervention Phase - This is where the rubber meets the road. The interim implements targeted interventions to strengthen program effectiveness, financial efficiency, organizational culture, community equity, diversity and inclusion, and board leadership.
5. The Succession Phase - Preparing the organization for the next permanent leader is critical. This involves creating a detailed job description, recommending an initial workplan for the successor, supporting the executive search process, and fostering ongoing succession planning.
6. The Pivot Phase - The graceful exit of the interim is as important as their entry. This final phase focuses on implementing a thoughtful executive onboarding process for the new leader and facilitating a smooth transition.

Beyond the mechanics of each phase, what made the Interim Executives Academy transformative was the emphasis on methodical, structured processes combined with innovative, adaptive leadership practices. We explored facilitative leadership models, change management approaches, and the power of servant leadership.

I'm excited to already be putting this learning into practice with my clients who are navigating challenging moments, helping them emerge stronger on the other side. The organizational assessment tools, as an example, I'm finding useful for all of my nonprofit clients in getting a good lay of the land for the health of their organizations.

The Interim Executives Academy has equipped me with a robust toolkit and a fresh perspective on leadership and I'm thankful for the experience. ​I highly recommend this program, not only for Interim Executive Directors but also for any nonprofit leader looking to round out their skillset and the tools they have on hand.

For growing nonprofits navigating constrained resources and increasing fundraising demands, effective program planning can take center stage.

A well-designed program serves as a guiding narrative, illustrating how your organization’s collective efforts - including staff, volunteer, partners, and donors - will make a meaningful impact. Documenting a program should be evidence-based, drawing insights both from your internal team and the communities impacted by your work.

Program narrative and logic models answer the fundamental questions of “what are we doing and where are we headed?” They should be widely shared across your organization to orient and align your board and staff. Furthermore, they are the basis for compelling grant applications and enable program evaluation and strategic program evolution. 

So, how does one embark on this journey?