The most important part of your decision to switch from for-profit to nonprofit employment, or enter the nonprofit sector for the first time, is the opportunity for social impact. In short, you want to make an authentic difference in your community and the world.
For example, if you are passionate about ending homelessness, then you want to find an organization with a vision as big as yours, not one that is simply building another shelter. But how will you know whether a potential organization offers you work with social impact?
Here are five social impact signposts to look for in your search for a suitable organization:
1. Social innovation. Organizations that possess this blockbuster trait are located on the cutting edge of change. Social innovation is the process of creating breakthrough solutions to urgent social needs on a scale that is simultaneously large and sustainable. Organizations that embody the potential for social innovation may be well-established national groups that are reinventing themselves, e.g., the Red Cross; young organizations that are rapidly expanding, such as Public Allies which is planning to double the number of community-based affiliates preparing young adults for social change leadership; or a global organization like Room to Read which is building libraries across Asia and Africa and stocking them with local-language children’s books.
2. Strong leadership. The people at the top of an organization, especially the paid Executive Director or CEO and the members of the Board of Directors, reflect the personality of the organization. If you are considering employment with a small local organization or the chapter office of a national organization, try to arrange a personal meeting with someone in leadership locally. If you are looking at a national organization, you might be able to see the CEO speak at a conference (or online) or mine your business network for someone who can give you a frank assessment of, or an introduction to, the CEO.
Take advantage of social networking tools to get connected. Then, trust your instincts. Are the top leaders genuinely passionate about their mission; are they team-builders? Ask yourself: do they inspire me? If not, then look elsewhere. An organization with wobbly leadership is unlikely to create social impact much less a compelling work environment.
3. Organizational capacity. This phrase, frequently used within the nonprofit sector, describes an organization’s potential for success based on the stability of its funding, credibility, and track record. Chances are you will be inclined toward a well-established organization, either locally or nationally, because it is more likely to maximize your professional skills. In contrast, a newer organization may be more appealing if you are drawn to the mission and want to be part of taking it to scale.
In today’s economic environment, some formerly stable organizations have suffered substantial cutbacks and smaller organizations may be in challenging straits. The test you need apply is not whether their bottom line is secure, but whether they are actively and aggressively responding to their financial circumstances. A successful organization in either sector is one that is vigilant about financial viability. Period.
4. Hard-charging. An organization that sees itself as a game-changer runs on tangible energy. In social change organizations, both the staff and the Board of Directors want to make a bigger difference sooner. Rather than celebrate past success, they keep raising the bar. They exude what Harvard leadership expert John P. Kotter calls “a sense of urgency” that drives them toward meaningful change. You can detect whether an authentic sense of urgency exists by looking at how the organization describes its accomplishments. Do they hold themselves accountable to a big vision or just puff numbers?
5. Relationship-building. The fifth signpost is more personal than the others. You want to evaluate the quality of relationships the organization nurtures both internally and externally. After all, in your encore career you want to work at a happy place with happy people! Ask yourself whether the staff show respect for each other, their supporters, and those who benefit from their services. Are their motivations sincere? Do they appreciate fresh ideas and diverse people? Do they support social connections and professional development for staff and volunteers? If so, then you will feel invited and valued.
