By Maria Turnbull, Associate Executive Director at Vantage Point

Just 2 months before the COVID-19 lock-down, I was away in Phoenix, Arizona, for the Nonprofit Lifecycles Institute’s annual conference. While my family, back on the unceded and ancestral lands of the Skwxwú7mesh (Squamish) Nation, experienced arctic flows and heavy snowfall, I was learning about a different aspect of winter – the period of hibernation often associated with nature’s coldest cycle.

The analogy the conference consultant shared stuck with me – the striking water lily. Water lilies, like many other plants, need periodic “wintering” to experience a dormancy, or a period of rest, to build back strength and resources for their next blooming cycle. As a non-profit leader and capacity consultant, how to apply the concept of building in structured pauses into our demanding non-profit work was at the forefront of my mind as I traveled home. Perhaps I would have had a more immediate opportunity to apply the learning if the pandemic hadn’t soon shifted us into an entirely different cycle.

Vantage Point’s work ebbed and flowed through the initial pandemic “shutdown” and the gradual “reopening”, until midway through 2022 when the pace shifted into a renewed growth phase, bringing with it revitalized momentum for our mission. With increased demand, the work has since required a sustained intensity of effort that I don’t think I’ve encountered since joining the organization back in 2006.

Late last year, as we grappled with the challenging impacts of not having enough time, we began to acknowledge the pace wasn’t going to slow down unless we began to make some changes. Finally, 4 years on from hearing of the water lily’s lessons, and with encouragement and modeling shared by Impact Organizations of Nova Scotia (IONS), we are now incorporating planned and intentional seasonal pauses into many aspects of our non-profit education and consulting work to build more rest, relationship-building, and, ultimately, more impact into our work.

In our commitment to being a “living lab,” I outline below some of our initial objectives in these seasonal pauses and look forward to sharing our learnings a year from now:

1. Reflect on what we have learned to innovate more (and react less)
   • We have identified at least a week, 4 times over the course of the year, when we will take a break from direct client engagement work, to make space for individual and team learning and reflection, to assess opportunities to re/develop programs or adjust our course, set new goals, and gain important perspective.
   • We know we are more creative and innovative when we are in a more relaxed and open state of mind. We hope our seasonal breaks will allow us more time to connect, share, and adapt.
2. Relationship, relationship, relationship
   • As we have learned along our journey to strengthen equity, diversity, and inclusion at Vantage Point, we know building meaningful relationships are key to deeper non-profit community impact. Through stronger relationships with colleagues, volunteers, clients, funders, donors, partners, and other collaborators, we can do so much more – and encounter more joy and fulfillment in our work.
   • The seasonal breaks are intended to bring more space to our days for ad hoc and structured relationship building time, both internally and externally.
3. Resist damaging fatigue (aka burnout) and improve decision making 
   • I spoke with a leader just this week who has experienced deep and exhausting burnout, and learned just how long it can take to return to a healthy balance.  
   • Our team attended the Crisis Prevention Institute’s Nonviolent Crisis Intervention Training this past week. In the course workbook, an article outlines some of the key attributes of a “calm mind” including greater emotional intelligence and better decision making.i These are essential skills required by non-profit leaders today, to deepen relationships, navigate change, and increase impact. Our minds and bodies truly are better when calm and cannot take the steady overload that many of us in the sector are experiencing. Even those who seem resilient in the face of stress and heavy workload are at real risk of burnout and will likely see the evidence show in their own decision-making.ii  
   • As I learn to lead more diverse individuals, I am grateful to be part of a collaborative team that is committed to slowing down, often against significant pressures, to build more consistent breaks into our busiest periods to proactively address fatigue and move from stressed, to calm minds.

Thank you for taking the time to pause to read about our journey. We hope you may reach out to share your own experiences in building intentional breaks into your work in service of growing your individual, team, and organization impact! We are excited to see what periods of rest, to build back strength and resources, will do for us and for you! 

For our clients who may be looking to engage with us this year, our team will be on seasonal pause the following weeks in 2024, during which time we will not be taking on any client engagements, including custom training, facilitation, consulting work, or client scoping calls. If you reach out to us during these weeks, we may be a little slower to respond to your request: 

• Mar 25 – 29 
• Jul 1 – 12 
• Aug 26 – 30 
• Nov 11 – 15  

By Dorla Tune, Organizational Consultant at Vantage Point

During the past three years as Vantage Point’s Organizational Consultant, I’ve worked closely with a variety of non-profit organizations. Though each organization has its unique place in the vast sector, more than a few common themes have emerged. What rises to the top is the importance of time and (mental) space. How are organizations choosing to slow down and intentionally infuse time into their daily, monthly, or annual cycle of activities for reflection, evaluation, planning, and rest? The Nonprofit Lifecycles Self-Assessment workshop is my favourite session to facilitate for an organization because the process requires leadership and key staff to take much needed time and space to:  

1. conduct a thoughtful review of where the nonprofit is, in relation to various aspects of its capacity;  
2. develop non-judgmental self-awareness about where their organization and its critical capacity areas are in their lifecycle to inform better decision making and planning; and 
3. encourage the use of self-care to accept the reality of their organization’s capacity while clarifying where and how it needs to grow.

The Lifecycles Self-Assessment allows an organization to methodically look at five areas of capacity that ensures its ability to uphold its mission: programs, governance, management/staffing, financial resources, and systems; and to analyse where along a continuum of seven lifecycle stages (idea, start-up, growth, maturity, decline, turnaround, sunset) each area and the overall organization is located. The time spent debriefing a Lifecycles Self-Assessment is full of exciting generative conversations as board members and staff reconnect with the passion inspired by the organization’s mission and work. Participants begin to see pathways to improve the impact of their work and build capacity.  

Organizations experience a tension when the demand for their programs begins to put a strain on the other areas of capacity. In the intense growth stage, organizations and staff feel overwhelmed with too much to do in too little time and become beholden to the culture of urgency. Taking the time to apply the Lifecycles framework encourages leadership to emerge from the weeds and obtain a holistic bird’s eye view of their organization’s capacity. Following which, they can become focused on a specific priority area and to narrow down tangible and intersecting steps to increase efficiencies that better support program demand and implementation. Leadership is also encouraged to look at the state of overwhelm and think about if the demand for and breadth of programming is appropriate or a result of mission creep.  

One of the most valuable benefits of the framework is how it depersonalizes internal struggles and weaknesses organizations face.  Once learning the common characteristics of a lifecycle stage and how it may impact your board or staffing, it is easier to look at objective ways to address the challenges, rather than feeling as though the people themselves are not up to par. All organizations face growing pains at various points in their lifecycle. Discussing these challenges within the framework’s context creates a safer space to have hard conversations about the gaps or tensions preventing growth or maturity in key capacity areas.  

As organizations become familiar and comfortable with the lifecycle’s framework, it can be applied in several different ways.  We have supported or witnessed many useful applications of the framework. A few are mentioned here.  

1. Applying the framework in detail to a targeted area, for example: 
   • Analyse which programs carry different lifecycle stage characteristics and determine if some should wind down. This can create more space for capacity or allow for a reallocation of resources to increase the depth and quality of core programming. 
   • Analyse the staffing structures and related human resource systems within program areas or departments to ensure there is role clarity and positions that ensure organizational sustainability. 
   • Conduct comprehensive systems change analysis and improvement planning, as systems touch all major capacity areas.   
2. When a major leadership transition is taking place, conducting a lifecycles self-assessment provides an incoming ED, CEO, or COO with a valuable snapshot of which capacity areas need care and attention. 
3. As a preparatory step to in advance of strategic planning. Most organizations will have a strategic pillar dedicated to increasing organizational capacity. Engaging in this process ensures capacity improvement actions are included from both a strategic and operational perspectives. 

Vantage Point’s Capacity Lab is a seven-week blend of in-class learning and expert consulting, scheduled over three months, that uses the Lifecycle Self-Assessment as its foundational tool. The lab is designed to give organizational leaders that critical space and time to reflect, evaluate and plan.  Leaders are supported to examine each capacity area and lifecycle stage for their own organization. Capacity Lab provides clarity on the best way to move your organization forward by, conducting an organizational lifecycle assessment, learning, and applying the framework, and creating a capacity improvement plan to tackle roadblocks and create a path to greater impact.  

By Vantage Point

We have been truly inspired by the recent non-profit capacity building investments made through the Community Services Recovery Fund and are cheering along all of you who have received support for your innovative and strategic projects.  

As a team, we wanted to consider how we can complement the support given. Together, we compiled a list of what we think are powerful resources (some from our own libraries and toolboxes and some from other organizations across British Columbia) that may be relevant to recipients of this critical funding and even those of you who were not recipients. 

We hope you find these resources useful as you take your next steps! 

By Mary Ellen Schaafsma, Purpose Advisor and Coach at Purpose Pathways Consulting

When businesses adopt a social purpose as the primary reason for their existence, it holds great positive potential to transform the world, and along with it – the relationship between business and charities. If businesses started to bring more than their philanthropy and volunteering to help solve the world’s issues – and they bring all the business has to bear (resources, ingenuity, and risk-taking acumen, investments), we may at last get at the root causes of societal issues (social or environmental). More and more, people are demanding this of businesses – to take on a new role in society.

What does it mean to be a Social Purpose Business? A Social Purpose is a company’s reason to exist that is an optimal contribution to the long-term well-being of all people and planet.

There are a few powerful implications in this statement.

First, the company now has a reason to exist that goes beyond profits and creates a new sense of responsibility, urgency, and opportunity to innovate around the issue they can impact upon.

Second, because it is about the company’s optimal contribution, it elevates what they must do beyond ‘random’ charitable acts to focused business activities on the issue that they can have the most impact on, because of who they are as a business.

Lastly, it is a mindset change that now a company must consider how they impact all people and planet. This expands their thinking beyond the usual suspects and helps them see how they can grow into a new role within society and maximize their impact.

Powerful stuff.

Let’s assume social purpose becomes the new normal in business. Here are three of the changes you can expect will begin to happen:

Collaboration and Partnerships: Businesses with a social purpose are more likely to seek out partnerships with charities and non-profits that align with their Purpose. This can lead to more collaborative efforts to address social and/or environmental issues. Charities may find it easier to access funding, resources, and expertise through these partnerships.

Shared Values and Objectives: Social Purpose Businesses and charities will come to share common goals, making it easier to work together on solutions. They may even go so far as to co-locate and/or share employees with a charity that helps them work towards their Social Purpose in a symbiotic way, supporting and strengthening each other’s organizations as they work together.

Innovation and Problem-Solving: Social Purpose businesses bring innovative approaches to address social and environmental challenges. They may work with charities to develop new solutions and technologies, bringing more of the company’s resources to the table on shared initiatives, products, or services. It could even become a revenue-generating, social enterprise opportunity for the charity.

Overall, the shift towards businesses adopting a social purpose can lead to more symbiotic and mutually beneficial relationships between businesses and charities. However, the success of these partnerships will depend on effective collaboration, transparency, and a genuine commitment to shared social and environmental goals and a willingness to capitalize on what each brings.

Charities know the issues and communities they work with. They have identified the root causes of issues and have ideas of how to tackle them – but there are not enough resources, and they are less able to take risks on new things.

Social Purpose Businesses have a heart and mandate to bring their business to the table to make a greater impact on the world. They have the resources and the ability to take on risk – to innovate new things that will be good for their business and good for society.

Charities that create new relationships with aligned Social Purpose Businesses could be starting a match made in heaven and be just what the world needs!