NGO Soul + Strategy Tosca Bruno-van Vijfeijken

Summary
What is the state of DEI in US-founded international development organisations (both for-profit and nonprofit), and how has this state changed since 2021? 
 What has been the action, as compared to the professed intentions for action?
  
In this NGO Soul+Strategy podcast episode, I interview Shiro Gnanaselvam, President and CEO at Social Impact, on DEI (Diversity, equity, and inclusion) trends in US Development agencies.
 
Shiro’s Bio:
CEO of Social Impact, a US-based mid-size consulting company that offers MEL (Monitoring, Evaluation, and Learning) services to the international development sectorFormer EVP and COO of Social ImpactCOO of AfriCare, largest and oldest African-American founded international NGO focused exclusively on the continent of Africa.Senior Director, Monitoring and Evaluation, Millenium Challenge Corporation 
We discuss: 
Racial and ethnic minorities remain under-represented in positions of powerThe global development sector remains predominantly white and female, including at the topDisability reporting shows signs of greater awarenessOrganizations have invested in establishing governance structures for DEI: policies, strategies and staff with dedicated responsibilities as well as collective staff bodies (DEI councils etc.)There are modest improvements in how diversity data are capturedCommitment to DEI remains, but competing priorities and resource limitations are a severe impediment to progressThere are tensions between global DEO, localization and domestic DEI that need to be resolved – but also many points of similarity 
Resources:
Shiro’s LinkedIn Profile
Social Impact website
Social Impact’s blog post on overall survey results
Social Impact blog post on 7 actions the US development sector must take
 
YouTube video of this podcast
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Summary
What should I imagine, practically, when a team coach starts to support my team?
What does a well-known team coach find the most rewarding about working with nonprofit teams?
Can a team coach detect any differences in team behaviors or tendencies between their for-profit and nonprofit clients? 
 
In this NGO Soul+Strategy podcast episode, I interview Alexander Caillet, CEO and co-founder of Corentus, Inc., on all of the above questions,  including how to navigate team behaviors when it comes to organizational politics as well as decision-making. 

His answers may surprise you!
 
Alexander’s Bio:
·       CEO and co-founder of Corentus, Inc.
·       Adjunct professor at Georgetown University,  in its Leadership Coaching Certificate Program
·       Alexander also worked at other coaching and consulting companies
·       His education is in Organizational Psychology
 
We discuss: 
Corentus’ vision: thriving, high-performing teams that result in a sustainable and harmonious futureWhat differentiates Corentus’ approach to team coaching from other approaches is its blending of team coaching with team facilitation, training, and consulting Alexander is one of the pioneers in the relatively new field of team coachingThe various stages of a team coaching engagementCorentus has worked with a range of nonprofits: Save the Children, Oxfam, Technoserve, Syngenta Foundation, AIPP, and others.Alexander observes interesting differences in what pre-occupies teams in the for-profit and nonprofit space, respectively. They relate to themes such as productivity, efficiency, and effectiveness of processes, as well as decisivenessHe also observes differences in terms of a greater focus on achieving consensus or even unanimity in the nonprofit sphere, rather than using decision-making methods such as voting, delegation, and authority with consultation. 
Quotes:
“I was surprised to encounter issues of hierarchy, power, DEI, and dysfunction in the nonprofit sector, I had not expected these as much in this sector”


Resources:
Alexander’s LinkedIn Profile
Corentus Website
Corentus Email
Info on Corentus' offer on Low bono / Pro bono team coaching opportunity
 
YouTube video of this podcast
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Summary
Leadership transitions are tricky -- and potentially risky -- moments in a nonprofit's life. What are the most common pitfalls or aspects that get overlooked when nonprofits -- and outgoing leaders themselves -- tackle such leadership transitions?


What key strategies and tactics are essential to ensure a smooth leadership transition and maintain organizational stability?


What are the habits, practices, and behaviors that are most aligned with a successful exit of an Executive Director?


In this NGO Soul+Strategy podcast episode, I interview Ignacio Saiz,  who transitioned out of the Center for Economic and Social Rights (CESR) some 2 years ago, on the right way to do this.
 
Ignacio’s Bio:
Senior Advisor on Human Rights, Economic Justice, and Strategic LeadershipFormer Executive Director at the Center for Economic and Social Rights (CESR)Ignacio also held various managerial and leadership roles at Amnesty International, including Director of Policy Programs, Deputy Director for the Americas, and other roles 
We discuss: 
How planned transitions should be seen as an opportunityWritten transition plans help in avoiding miscommunication, and in allocating clear roles and responsibilities for how to deal with the transition, while clarifying the timeline as wellA comprehensive communication strategy is vital: outwards (towards donors/funders, peers/partners), as well as inwards (towards staff, board, advisory councils, volunteers etc.)Participation of staff is vital. One mechanism can be representation of 1-2 staff in the Board recruitment committee, as long as the organization is  very clear though about staff's decision rights vis-a-vis  the selection of the successor Outgoing leaders often underestimate the anxiety that may occur among staff and some board members -- especially if their  tenure has been longWhether the outgoing leader plays any role in the organization beyond their tenure is a very tricky and highly contextualized  decision, and needs to be carefully negotiated between the outgoing and incoming leaders. Most importantly, this must be completely steered by the needs and preferences of the incoming leader. 
Quotes:
“Boards need to realize top leadership transition involves more than a recruitment”“Planned leadership transitions should be seen as a shared opportunity, not a cause for concern”“Transition takes at least two years, and has to include the transition-in period when the incoming leader needs active support” 
Resources:
Ignacio’s LinkedIn Profile

Ignacio's blog post on the matter (note links at the end to two good additional resources)
 
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Summary
What are some structural things that are wrong in development aid and in civil society?
Which mindsets most need to be decolonized when it comes to the relationship between global South civil society organizations (CSOs) and INGOs?
Global North-founded INGOs need to be reimagined. How, in turn, do global South-founded NGOs have to change to take over many roles that INGOs currently still fulfill? And how do they need to recalibrate their power relationships with INGOs?
In this NGO Soul+Strategy podcast episode, I interview Charles Kojo Vandyck, a development practitioner based in Ghana, a leader at the West Africa Civil Society Institute (WACSI), and a thinker on alternatives to development and alternatives to  INGO models.
 
Charles’ Bio:
Development practitioner, based in Ghana, who is on a mission to drive transformative change within civil societyHead of the Capacity Development Unit at the West Africa Civil Society Institute (WACSI)Core team member, RINGO project – Reimagining International NGOs Founding Member of the International Consortium on Closing Civic Space (iCon)Trustee of INTRAC and an Advisory Board Member of Disrupt DevelopmentHost of the podcast Alternative Convos, which focuses on social cohesion as well as social change in Africa. You can find Alternative Convos on Spotify 
We discuss: 
The West African Civil Society Institute (WACSI), based in Accra/Ghana, is a regional organization focused on civil society support and institutional strengtheningRINGO project: the Reimaging the INGO project is a collaborative global project among civil society leaders to prototype new models of INGOs that shift power to the global South and equalize relationships between global South and global North NGOs as well as fundersAccording to Charles, here are some of the problems with current models of development and aid architecture: a projectized approach to development;  local expertise of people is insufficiently recognized in project design; the ad-hoc and short-term nature of money flows; the presence of dependency cultures; lack of asset-based models to development (instead of  deficit-based ones)The policies and ways of working of INGOs have to be part of what needs to shiftThe RINGO project helps to identify areas of stuckness and develop prototypes for alternativesThe hardest nuts to crack within the RINGO project are related to structural racismGlobal South NGOs also need to change their models: they need to invest more in talent development and succession planning, to help generational shift from founders to successors; develop their skills in intersectoral as well as intersectional approaches to development; and invest in technology skills. 
Resources:
Charles’ LinkedIn Profile
Podcast Alternative Convos – on Spotify
WACSI Website
Reimagining the INGO Website
 
YouTube video of this podcast
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Summary
Conflict within our organizations: we often don't really want to face them, but they are very much there. The result? Plenty of passive aggression to go around. 

What are the implications of such forms of conflict avoidance?
In other NGOs on the other hand -- especially in the last few years it seems -- internal strife has come out into the open - sometimes spilling into the media in an unwanted fashion.
On another note: is interest-based problem-solving still a helpful approach to conflict management skill building, or not?


In this NGO Soul+Strategy podcast episode, I interview Daniel Genberg, one of the foremost consultants on NGO governance matters, on how conflict mediation can come to the rescue when nonprofits deal with internal strife.


Daniel's Bio:
Independent advisor on governance issues; Daniel is one of the premier INGO governance advisers in factSpecial Advisor for Not-For-Profit Organisations at Morrow Sodali (formerly Nestor Advisors), a consulting company on governance and sustainabilityDirector of Governance, Amnesty InternationalHead of Governance Development, ActionAid InternationalHead of Governance and Accreditation at the International Planned Parenthood Federation (IPPF)Anthropologist by training

We discuss: 
Even though Daniel is called in to consult on governance issues -- both their structural and process dimensions --, behind these governance issues one often finds people, relationship, and power issues that truly drive the difficultiesThus, conflict mediation skills need to be part of the toolbox of a governance adviserConflicts tend to revolve around 1/ resource distributions and who holds the (financial) resources; 2/ differences in view about strategic directions; and 3/ divergent understandings of the roles and authority of management vs. boards In resource-scarce environments, conflicts tend to aboundImportant steps in mediation: 1/ abandon a win-loss attitude; 2/ it’s not always about compromise (i.e. mini-win, mini-loss); 3/ how can we grow the pie for everybody?; 4/ the importance of feelings; 5/ the need to be able to try out ideas without committing to them as yet; 6/ it is not the role of the mediator to create solutions; 7/ confidentiality; 8/ the use of a structured process with an outcome that prevents loss of faceDo we see a rise in recent years of intra-organizational strife in civil society? Yes, there are more areas of tension, due to the gloomy financial prospects of many organizations, and power and authority structures that have been in place for decades.Quotes

"Conflict mediation is not so much about getting out of conflict but about restoring relationships, listening skills, and learning and understanding how a situation looks like from the other side"
 
Resources:
Daniel's LinkedIn Profile
Morrow Sodali (former name Nestor Advisors)
Center for Effective Dispute Resolution
CIVICUS Essay Tosca on NGO sector scandals about abuse of power and the role of cultural issues
SSIR: The Upside of Conflict, with Joseph McMahon, Allen Fowler and Elizabeth Field
&nbs

Summary

What are the main benefits of a network structure, where power, authority, and leadership are dispersed and shared across regions, from an effectiveness perspective? 
What are the most important enabling habits, practices and behaviors that go with that, as a change leader?
And what are the most valuable network-related frameworks, concepts, resources, and tools at work in moving towards this structure?
In this NGO Soul+Strategy podcast episode, I interview Anu Kumar, President and CEO at Ipas, on the why, the what, and the how of changing an organization from a hub and spoke to a horizontal NGO model.
 
Anu's Bio:
President and CEO at IpasFormer Chief Strategy and Development Officer as well as Executive Vice President at IpasSenior Program Officer, Program on Global Security and Sustainability, Population and Reproductive Rights, MacArthur FoundationProgram Officer, MacArthur FoundationSocial Scientist in Human Reproduction, WHO 
We discuss: 
Ipas is the leading technical org that advocates for access to contraception and abortion services, globallyTraditionally, Ipas has had a hub-and-spoke organizational model, like many traditional NGOsA strategy change – for Ipas to contribute to a sustainable global contraception and abortion access ecosystem – demanded that countries would take over much of the lead in Ipas. So form followed functionIpas started its change towards a network model by defining what decentralization meant for itselfIt then defined shared leadership as its management model, and articulated change behaviors, practices, and management set-up as required next stepsSubsequently, it changed its structure to that of a network in which the US no longer was the primary member, and a Network Leadership Group, a Staff Community Council, and a NetCare group were formed -- the latter nurtures the networkIpas explicitly chose not to become a (con)federated organization and to remain a corporate hierarchical structureAs a next step, it adopted horizontal decision-making for some of its decision-making on budget aspects and recruitmentAdopting a horizontal management approach does *not* mean there is no hierarchy anymore: the CEO, CFO, and a few other executive leaders still have some positional power, but their  realm of decision-making is now reducedDecentralized decision-making means faster decision-making; more cross-country collaboration is also happening that's not involving the US.Role clarity is still an issue to be improved upon. On the other hand, global coherence was facilitated through a codified collaboration agreementIpas' board, still based in the US, retains fiduciary responsibilities, so compliance continues to be important 
Resources:
Anu's LinkedIn ProfileIpas WebsiteLinkedIn article on Ipas change approach by Anu KumarBridgespan consulting group article on Re-imagining Multi-Country NGO Operating ModelsSamantha Slade’s book was informative for Ipas's change journey: Going Horizontal 
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