Getting Trustees to change!
I'm CEO of a charity based in Lambeth, London. It's a traditional hierarchical organisation.
We are restructuring to revolve teams of frontline workers into neighbourhoods, and getting workers from our current services to work together differently. The longer term goal is to create a network of self managed teams. We're taking our time so that teams can start the conversations about self management. So far so good!
The challenge is my board, and my trustees. They haven't got the idea that they also need to consider whether their current ways of working are appropriate for either 2020 or indeed to serve our beneficiaries.
Has anyone done any of this kind of change work before? What kind of shape etc did you end up with?
Almost by definition, trustees are reluctant to change their modus operandi, with the statement, What would the Charity Commissioners say, ringing in their ears!
Any clues, anyone?
Three months ago, we announced the debut of our subscription model to the world. The response was amazing. Hundreds of pitch deck requests came in, 100+ follow-up calls were made, and 1,000+ new rebels have been (or will be) onboarded to the online Academy. At the same time, we learned a lot from the calls we received. For one, we've made a big change to our pricing structure. Time for an update.
Are you working your ass off? That's something to be proud of—hard work typically means putting in a lot of hours. At least five days a week, and a minimum of eight hours a day. And, of course, those with serious ambitions will not shy away from taking on even more hours... right?