Use this Engagement Pyramid from the Mobilisation Lab to visualise the different ways a person might get involved with your campaign.
Are you working for a not for profit organisation and putting together policies and procedures? Here’s how to avoid reinventing the wheel by accessing the Policy Bank’s comprehensive list of templates.
Volunteers are a crucial part of social change organisations, and getting new volunteers off to a good start is critical. This checklist and the prompting questions will help you set up an effective and welcoming volunteer orientation process.
Australian Progress has prepared this 40-point summary of Pastor Rick Warren’s bestselling book The Purpose Driven Church. The resource is based on Rick Warren’s experience of growing his church, Saddleback, from scratch to 20,000 members attending every week. Saddleback is now the eighth biggest church in the United States.
Resources for inducting new volunteers into a peacebuilding community project. Includes insights into how one voluntary group operated, consensus decision making, and internal conflict resolution processes.
Nothing precedes purpose. The starting point for every organisation or movement should be the question ‘Why do we exist’? A number of tips for focusing an organisation on vision and purpose. An excerpt from Purpose Driven Campaigning, based on Rick Warren’s Purpose Driven Church.
The ChangeMakers podcast is short series podcast that tells stories about people who are striving for social change across the world.
Giving and receiving feedback is a core skill for people engaged in social change projects. These slides and related text outline what can maximise or minimise the effectiveness of feedback and useful phrases.
A handout and process guide for training workshops focused on working in groups and organisational effectiveness. The process introduces participants to Bruce Tuckman’s model of stages in group development; encourages participants to reflect on their experience of group development; and identifies and address challenges and opportunities that accompany each stage.
Overwork has heavy costs. Working longer hours is dangerous and ineffective. But poor management, the subconscious, workplace culture, and work volume, can each be a barrier to better workplace practices. Thankfully though, these barriers can be overcome.
Joel Dignam reviews Launching a Leadership Revolution by Chris Brady and Orrin Woodward. Joel distills the key lessons that are relevant to social change organisations.
Group morale is a key contributor to the success of a group, increasing cohesion, reducing burnout and preventing activist turnover. Build team relationships; resolve conflicts and improve communication; and celebrate success.
A group’s culture can have a big impact on the likelihood of stress and burnout for members and staff. It’s possible to create a group culture that supports self-care, balance and sustainable work loads and patterns.
‘Feedback’ is a communication to a person or a group which gives that person information about how they affect others. It is important to be able to give feedback in such a way that people can hear it, take it in, evaluate it, and change behaviour which affects their relationship with others.
Nonprofit organisations can be prone to encouraging overwork, simply because they know their employees are emotionally invested. Alexandra Lamb analyses Beth Kanter and Aliza Sherman’s argument that nonprofits should transform their workplace culture to have more productive and happier workers.
Australian Progress shares 7 lessons from running Progress 2015. Get an insight into the their ticket sales strategy, social media successes and failures, event theming choices, budget management, sponsor recruitment, and program design.