Successful Non-Profit Program Leadership - It's Possible!

Who are we? Amanda Smith, Psy.D. Selena Milles, LPA, EIS-FQ Chief Psychologist, DDP Behavior Services Selena Milles, LPA, EIS-FQ Program Director for the Early Childhood Intervention (ECI) program

Objectives Leaders will be exposed to a foundational template of Why for leading . Leaders will be exposed to strategies that will develop and build Trust within their programs. Leaders will be exposed to strategies that will improve team Performance and Productivity.

Leadership Fable or Fact Pop Quiz!

Let’s share about our experiences in which we felt we were in a work-environment in which the Leadership was not effective. What was that like? How did it impact the work environment? If it was in a non-profit setting, how did that impact your bottom line?

What Leadership Isn’t Power Control Position Doing everything yourself Having all the answers Taking all the credit Never failing

"If your actions inspire others to dream more, learn more, do more, and become more, you are a leader."​                                                          ~John Quincy Adams

Understanding the “Why” of Leadership Vision – Where are we going? Culture – Why are we going there? Direction – How are we going to get there? 

Let’s look at an example: Vision- Where? We want to be a Program that assures families with young children with developmental delays have the resources and support they need to reach their goals.  Culture – Why?  We believe that all families, with the necessary supports and resources, can enhance their children’s learning and development Direction - How? We are going to exercise stewardship of the resources we have We are going to feed our passion  We are going to maintain our focus  We are going to be accountable when we fall short We are going to celebrate our accomplishments Let’s look at an example:  Do you have this? Is it clear and understandable to your team?

Why This is Essential for Non-Profit Environments Must still compete with for-profit agencies for services Ever-changing climate More requirements and less resources Without a foundation of leadership, long-term success and sustainability is bleak

Trust What happens when a team doesn’t have trust? Team Members don’t feel safe Team Members become cynical Team Members begin to make decisions that protect themselves

Trust Trust is a feeling, like loyalty You can’t teach trust Trust has to evolve Series of actions to prove you’re worth of trust How? Committed Leadership Circle of safety for mistakes, difficult conversations (feedback), asking for help, using each other’s strengths for the team’s Vision, Culture, and Direction Leadership is not a position or a title. It is action and example.

Trust – Committed Leadership Leadership by Example  Commitment to Vision, Culture, & Direction Ambition to ask and desire, "What's Next?" Journey of Excellence  Transparent with Boundaries  Acknowledgement of mistakes Seeker of feedback and solutions Curious of team's strengths and needs Consistent to Build Circle of Safety 

Performance & Productivity Performance and Productivity expectations should be able to clearly point back to the Vision, Culture, and Direction of your Agency/Program/Team Qualitative Performance Measures Quantitative Productivity Measures

Performance & Productivity Example: Dress Code Present to be perceived as professionals of quality level of services Example: Direct- Service Productivity Benchmark Delivery of services committed to provide Meeting the needs of individuals served

Performance & Productivity Other ideas we have implemented/encouraged: Consistent team meetings (protected team time) Consistent team/division trainings (individual teams and entire IDD division) Team/division activities Sunshine Committee Team potlucks Division celebrations Recognizing outstanding staff members

Wrap up Why Vision Culture Direction Trust Committed Leadership Performance & Productivity Qualitative Quantitative

Q & A