Impact Leadership and Transformational Change in 2020- 4 Steps

Updated: Nov 3, 2020



As a former Funder for a large Foundation and Leader of Various Nonprofits, Marta Segura is now an Executive Change Strategist and Coach for Philanthropy, Nonprofits and Local Government. Segura suggests the following ideas to keep your organization moving forward:

  1. Identify What Needs to Change: This first step, while may seem obvious, is imperative to creating effective organizational change. Conducting a deep dive into the issues your organization is currently experiencing is a vital step in solving your problems and bringing positive change. Learning how your organization functions compared to national best practices is a great place to start.

  2. Develop a Plan: This step is all about action. Developing a well-crafted, multi-stepped plan is a great way to stay organized and on top of your future goals. This plan should detail goals, performance indicators, plan for stakeholder involvement, and employee response. This plan aims to prepare for any unexpected issues that could arise during your implementation process.

  3. Communicate Effectively: Acknowledge the apprehension that people will feel resisting change. Following your plan’s creation, you must determine the best way of delivering this change to your organization’s members. Often, failure is the result of poor communication. Therefore, providing clear, concise, and accurate communication is imperative for getting your organization on the same page. Your employees are the foundation of your organization. Make sure you listen to their concerns and explain how they will benefit from the change. You must provide an opportunity to hear their feedback. By doing this, you show your employees that you value their opinions, and as a result, this fosters a positive organizational environment.

  4. Continue to Review, Align and Revise Your Strategic Plan, Budget and Mission: Once you complete your organizational change initiative, it’s important to continue conducting analysis and listening for employee feedback when reviewing the changes and progress you have made. It’s okay to modify and change direction when needed.

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