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It’s that time of year again! 🍂 The days are getting shorter, my home smells like pumpkin spice, and CVS is sending me weekly texts about flu shots… * Cue full-body shudder * Fun fact about me: I hate getting shots 😳 I’m a woman in my mid-30s who still squirms (and sometimes cries) at the sight of a medical needle. But as someone who knows all too well the symptoms that come with the flu, COVID, and pneumonia, I know that an ounce of prevention is worth a pound of the cure. I’ve learned to take better care of my system so I’m less likely to suffer the symptoms. My system-care work for the Fall season includes other preventative commitments, like waking up earlier, returning to my yin yoga practice, and switching up my diet. These small commitments now make a world of difference in the months ahead. This is the same approach I encourage nonprofit leaders to take when it comes to organizational culture, especially during difficult seasons. Because truthfully, Subscriber First Name, many of the calls Do Good Leadership Collective receives are about treating some difficult symptoms: 🤬 Team morale is at an all-time low, with a new conflict every week 📈 Turnover and absenteeism are rising, and we’re struggling to retain our people 😓 Workloads have become unmanageable, and everyone is operating way beyond capacity We answer these calls by getting teams into a repair and recovery process. But somewhere along the way, someone inevitably says: “We could have totally prevented this.”And they’re usually right… So what does preventive care look like when it comes to building organizational cultures of wellbeing? 🩵 Establishing a people strategy that addresses people’s capacity before it becomes a crisis 🩵 Creating honest feedback loops that help leaders identify concerns around workload, trust, and morale 🩵 Baking wellbeing into everyday practices and policies so that rest, autonomy, joy, and support are part of how work gets done, and not just some abstract ideas Of course, sometimes we have to experience the ugliest of symptoms (as painful and expensive as they may be) to understand the value of prevention. But the more we learn, the more we remember to pick up the phone before a crisis hits. So, Subscriber First Name, where are you and your team this season? What would it take to invest in preventive culture work now, rather than hoping your team will survive the symptoms later on? Whether you’re thinking about getting through Q4, or planning for the start of 2027, we can help you with an ounce or two of prevention through team coaching, culture assessments, or providing thought partnership for your people strategy. Reply to this email or click the button below to start a conversation.
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