To create social change we need skills to manage people and projects. With shared purpose, well managed resources, and a skilled and supported team we can have a far greater impact. You’ll find resources here relevant to managers, supervisors, volunteer coordinators and lead organisers – and anyone looking to improve the functioning of their organisation.
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.
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 training process guide to provide a space for people to think about the role and qualities of leaders in social change. Leaders for social change model the way; inspire a shared vision; challenge the process; enable others to act; and encourage the heart.
‘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.
The Mobilisation Cookbook is a guide to answer (almost) everything you wanted to know about “people-powered” campaigns at Greenpeace but were afraid to ask. Developed for Greenpeace staff, volunteers, and allies, this guide will help anyone cook up effective people-powered campaigns.
Use this checklist to assess your team’s readiness to campaign for—and win—change in the modern landscape.
An overview of the tools and tactics Greenpeace offices around the world use to ensure their office teams are working seamlessly together. Explore by Country/Region and Trait to find the successful practices or “bright spots” highlighting ongoing experiments in team integration.
Are you lonely and need somewhere other than your living room to work on your start up non-profit? Looking to hire staff in another city and need somewhere to put them? The Australian Progress crowd-sourced register of co-work spaces across Australia has your needs covered.
Are you looking for venues for conferences, retreats and smaller meetings? Australian Progress knows the challenge well – we all often spend too much time looking for just the right venue. This crowd-source register of venues is here to help.
It can be tough to find legal services that are affordable and understand the particular needs of the not-for-profit sector. Australian Progress has put together a database of law firms that specialise in legal services for not-for-profits.
Some rules, principles and tips for how to successfully set up a remote office and have staff working in diverse locations around the nation (or the world!), synthesised from best practice around the OPEN Network.
Exit interviews (the interviews you have with outgoing staff) are really important, but you only get as much out of them as you’re willing to put in. Here are some guiding principles, and questions to get the interview started.
360 degree reviews are a helpful survey tool for peer-to-peer staff evaluations. Here are a set of stock questions that are often used, with an important mix of quantitative and qualitative questions.
Evaluating the impact of advocacy campaigns can seem impossible. Here are three handy guides that can help you undertake effective monitoring and evaluation of your advocacy and campaigning.
For volunteers or staff to be driven to do their work, it must be motivational, both ‘extrinsically’ and ‘intrinsically’. However, we often the intrinsic elements of the work. Read on to learn about how to design tasks to make them more intrinsically motivational. Your staff and volunteers will benefit!