We could also reward leaders with increased funding, etc for those who actively make sure their teams have work tech notifications off after normal work hours, etc. Companies and nonprofits should now be in the business of helping their teams with mental and emotional wellness as a result of tech and live to work culture. I think the pendulum’s swinging the other way. We can implement sensible solutions. It’s just a matter of will.
Great article. I would argue that in order put a stopper in the bucket, the volunteer leadership of the nonprofit needs to be on the same page. The 501c3 model is built of two primary columns: volunteer leadership and administration. Who are the volunteers if not high-achieving people themselves? Also, their schedules are often not aligned with ours. Many of them tend to their volunteer work in their "spare time," in the evenings, weekends and holidays. That's part of the issue. Are fundraisers 24/7 out of a desire to be, or because they have to be? Just another perspective!
Thanks for your continued insightful and powerful posts. A few comments. First deeply enjoy the questioning of what is perceived as normal in the fundraising field (I am not a fundraiser but have done some proposal writing) and think the challenges apply to many changemaking fields. Second part of the challenge as you know it not only structural in the philanthropy field but the insane priorities of how public policy is often made where so much work for impact remains to be done by third sector orgs so there is always a need to raise more. Third, I wonder what % of orgs are stable and sustainable enough where they they can breathe and know they have enough resources beyond a short time frame. I've served on quite a few boards and advisory boards and sometimes the CEO has so much stress wondering how to meet the budget goals for the year when they are only 6 months in. Fourth, I had a great chat recently where a colleague said I don't want to work more than I have to as long as I make enough. Is there a discussion of what is enough both at the organizational, societal and career level? And finally are things improving given the growth in remote work (of course there is a danger of being on call 24/7).
We could also reward leaders with increased funding, etc for those who actively make sure their teams have work tech notifications off after normal work hours, etc. Companies and nonprofits should now be in the business of helping their teams with mental and emotional wellness as a result of tech and live to work culture. I think the pendulum’s swinging the other way. We can implement sensible solutions. It’s just a matter of will.
Great article. I would argue that in order put a stopper in the bucket, the volunteer leadership of the nonprofit needs to be on the same page. The 501c3 model is built of two primary columns: volunteer leadership and administration. Who are the volunteers if not high-achieving people themselves? Also, their schedules are often not aligned with ours. Many of them tend to their volunteer work in their "spare time," in the evenings, weekends and holidays. That's part of the issue. Are fundraisers 24/7 out of a desire to be, or because they have to be? Just another perspective!
Thanks for your continued insightful and powerful posts. A few comments. First deeply enjoy the questioning of what is perceived as normal in the fundraising field (I am not a fundraiser but have done some proposal writing) and think the challenges apply to many changemaking fields. Second part of the challenge as you know it not only structural in the philanthropy field but the insane priorities of how public policy is often made where so much work for impact remains to be done by third sector orgs so there is always a need to raise more. Third, I wonder what % of orgs are stable and sustainable enough where they they can breathe and know they have enough resources beyond a short time frame. I've served on quite a few boards and advisory boards and sometimes the CEO has so much stress wondering how to meet the budget goals for the year when they are only 6 months in. Fourth, I had a great chat recently where a colleague said I don't want to work more than I have to as long as I make enough. Is there a discussion of what is enough both at the organizational, societal and career level? And finally are things improving given the growth in remote work (of course there is a danger of being on call 24/7).