In these challenging times, with tight budgets, pressure from funders, further cuts to local services, and the continued uncertainty of how Brexit will play out, an organisational malaise can take hold, affecting everyone from the chief executive to your volunteers. But when the going gets tough, the leadership of an organisation needs to get going… Continue reading Adopting wellbeing can help tackle your organisational malaise
Many of us will have attended an AGM that was barely quorate and/or hopelessly dull. If this suggestion takes off then many organisations will surely follow…
In principle, your Annual General Meeting should be about engagement, accountability and procedure. But if it doesn’t deliver that in practice, it’s time to think again, says Vicky Browning, ACEVO’s CEO
It was an off-hand comment from a member that sealed the deal for me. As we waited anxiously for confirmation that ACEVO’s 2018 AGM was quorate before we could kick off proceedings, I thanked her for coming along.
“Oh I’m only here so you’ll come to mine,” she said breezily.
Which got me thinking about what AGMs were for, why we need them and whether there wasn’t a better way than corralling 25 reluctant people into a room to talk about what we did as an organisation over a year ago.
Procedure, engagement and accountability
It seems to me that an AGM has three purposes – procedure, engagement and accountability.
The procedure bit is basically backing what’s already been…
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Many years ago, going to work filled me with dread. I became ill, taking sick leave to cope with severe anxiety and physical symptoms such as dizziness and nausea. The problem was workplace stress. The cause was my manager. I ended up leaving that job and haven’t experienced any such problems since. But sadly, workplace… Continue reading Trusting and empowering staff is a first step towards reducing stress
Very few people enjoy dealing with workplace conflict. But very few workplaces are entirely conflict free. Even in the best of organisations, people can disagree, fall out, or take a dislike to someone or something. So how do you, faced by two opposing views, stop people from locking horns? Whatever you may think about the… Continue reading Resolve conflict by concentrating on the interests, not the personalities