Greetings, everyone. We are going to be using chat as part of the discussion today, so please be ready to radio in with your chat fingers enabled. Looking forward to the discussion.

The length of this crisis makes it unique. Other emergencies tend to decrease in intensity much sooner.

We have seen our team communicating more effectively, hierarchy within the team was established with more meaning/effectiveness, and teamwork in general was greatly improved.

Covid is everywhere and encompasses many aspects of peoples lives.

Lack of human contact.

Intense pace of change

more global/universal

uncertainty

The inability to physically come together

not just facing my organization

Lack of information and clarity about the situation.

global and common experience

Our workforce is physically separated

The challenge to foster relationships via virtual means and the focus on distancing while trying to build community

ability to broadcast more globally

The all encompassing nature: Everyone is impacted, every aspect of world affected.

We had to pivot so quickly with little prep.

Unfolding unknowns

the high degree of need

Multiple challenges at once

Everything feels different every day

Need to immediately manage a crisis that affects workforce as much as it affects people we serve

more connected with staff who are in other areas of the state than in the past.

there is a lot of fear and differences among people how to handle this. There is so much unknown

unknown future

The way sectors collaborated SO quickly -- we needed to be in it together and share info

it impacts both the supply side (fundraising and development) as well as demand side (students using or not using our services and need for new services) at the same time!

Finding way to replace important human contact with virtual contact

Using Zoom to provide access to homebound is going to continue in the future post-covid

Economic impact on organization as well as impact on personal safety

staff feeling that they have to support clients even more with more issues.

loss of volunteers

Cannot come together physically to provide comfort

What we thought what would be impossible became possible

creating multiple and repeated virtual engagement opportunities for all different constituents.

online shopping for free groceries

Lots of virtual everything!

reworked policies and procedures such as prepackaging food pantry items, added home delivery, consolidated work tasks

Relied on front-line staff to rapidly innovate with little central control

Encouraged trial and error, and created a "trial budget" for us to try things and fail

changed the cadence of meetings now that the team was on Zoom

the unknown unknown

streamlined systems - took out bureaucratic obstacles which seemed immovable before

rapid technology adoption, especially distance learning

We had to quickly switch to virtual counseling

changing to a work-from-home HR culture

a lot more compassion and space created for staff and staff wellness

Trainings for hundreds of people statewide on zoom

increased flexibility for everyone

turned to TECHNOLOGY! phone systems to access volunteers from home, zoom, computer platforms

able to expand our market for school

More of our Board members able to attend virtual workshops (compare with in-person) such as this.

We had to be open to try new approaches

removed pride of ownership

offering services and programs online -- and thinking about continuing these options post-Covid

kept trying to connect at a time when it is so hard to conne

Optimism was an important one for us - a belief that we are able to do it, able to figure it out.

Should there be an evaluation component.

scenario planning -- in real time!

Yes, similar to non-crisis program development models.

Beta testing constantly!

scenario planning x2

Continuous Improvement

clear vision

Decision-Making protocol (wondering whether and how problem solving and decision-making are different)

Accelerated innovation

Keep flying the plane while rebuilding it!

Donald, that analogy is SO perfect...

Do you equate or differentiate between "innovation" and "adaptation"?

Look at track record

historical data

Data from past programs and scenarios

Policies and procedures

Performance tracking and accountability

work routins

best practices from other organizations

Don't be afraid to try new ideas

frequent communication/check ins

Better communication, more flexibility of schedules and time, less to-do's

Rapid iteration

act, feedback, assess, adjust

Instinct

Rapid response and feedback loops

Plan for different scenarios and outcomes!

what are others trying?

real experiment, with no limitations

set up and execute quick tests that provide fast results

seek expertise and SMEs

search engines!

Review and reset priorities; still hold accountability to priorities but more flexibility in the means to get there

Lots of shared learning

Change is required; not an option to stay the same

taking risks

ןצשעןמק

roughly right work

imagine

communication with stateholders

keep asking questions - of pple in your org, your network, stakeholder, and new people

don't forget your "purpose"

Communication!

adjust, maybe even lower, performance standards

budget constraints

board expectations

We will always be needed and there is no need to adjust - we are indispensable.

we've always done it that way...

Risk aversion

Standardized funder requirements

funders

history

Grant proposals and funding that is tied to outcomes

Too many long term employees

Capacity, burnout

We have been successful, why mess with success?

It strikes me that most nonprofits were born from some type of crisis at the micro, mezzo or macro level. This feels like life-span development theory for nonprofit organizations. self-actuation is the balance between the left and right.

Love this point from Lyndsey - It may have been 76 years now, but we were created in response to crisis and we’ve changed numerous ways in the decades since by crisis.

(casual comment: WWII brought women into the workforce, and then after WWII, women were expected to go back to the kitchen...)

Will we also get the information placed in the chat?

Do you believe that in complex organizations, it's best to divide the teams/departments by Left side/right side - e.g. acknowledge that it's nearly impossible to do both. OR, do you believe we should be aiming for ambidextrousness across the organization, so everyone/all teams (or most) can do both?

As an arts org, we really live in the right side and are being told we need to do more on the left side (which we do fairly well), opposite issue of many orgs. Help.

WWII brought white women into the workforce. African-American women were already in the workforce.

HBS Case Study of the Saturday Evening Post

Thank you

Thank you

Thank you, Dutch!

Thank you!

Thank you, Dutch, this was wonderful and fascinating!!!

outstanding. thank you!

thank you

Thank you! Fascinating!

Stellar presentation. Thanks

THANK YOU!

Thank you Dutch for the informative session

THanks DUTCH, very informative.

Thanks Dutch!

Sincerest Gratitude for an awesome and highly relevant presentation. You spoke to our condition

Thank you-stay safe, stay positive and stay innovative everyone!

Thank you!

What a useful and thought provoking session! Thank you to all!

Thank you! This was perfect for where we are right now

Thank you very much Dutch

this was great- thank you!

Thank you

thank you