Sabbatical Making Space for Renewal
Why sabbatical?
The Balance Chambers Sharif M Abdullah Monthly Inventory ENOUGHNESS Physical Emotional Social Mental Transcendent Other Food/Water Love Care Family Education Peace Reproduction Clothing Respect Community Intelligence Contemplation Work Shelter Touch Nation Stimulation Ceremony Recreation TOTAL Purpose Tribe Meaning Creativity TOTAL Safety Service TOTAL TOTAL Joy and Fun Sacrifice Happiness TOTAL Sorrow Grief TOTAL 1. Know how much is enough for me 2. Be aware of excesses 3. Discuss enoughness with RATING Excess 3 others Full 2 4. Pay attention to all chambers 5. Be conscious of where I am investing my time Low 1 and money
§ Greater confidence Strengths of § Better relationships with staff, board, funders, and sabbatical –the community § New vision individual § Staying in the job
§ Governance improves Strengths of § Connection and collaboration sabbatical –the § Shared leadership – “building the bench” organization § Dry run for succession planning
Management Factors in Organizational Success Stage IV Stage V Stage III Stage II Stage I Take - Ofg Resource Maturity Success/Growth Survival Existence Critjcal to the Exec. Dir. Organizatjon able to do CASH Matching of Org. Goals & Exec. Dir. & Funders Goals Important but Managed Modestly People Quality & Diversity Irrelevant Strategic Planning Systems & Controls Exec. Dir. Ability to Delegate Based on the work of Neil Churchill and Virginia Lewis, HBR
DIRECTOR WHO TOOK SABBATICAL § Shared a greater amount of decision-making with managers (85%) § Was more comfortable delegating major responsibilities (84%) § Felt that the managers in their organization had become more skilled in their positions (83%) § Restructured the management team (69%) § Restructured their job and delegated some of their duties to others (64%) Shared § Reported that the board of directors became more effective (60%) leadership INTERIM LEADERS § Report that their job has been restructured and they continue to be responsible for some duties they performed as an interim leader (60%) § Agree that managers are better skilled in positions (77%) § Agree that there is more delegation (77%) § Respond that they have a greater sphere of decision-making authority (67%) § Report that the management team has been restructured (43%)
§ Over-dependence upon the leader as lead fundraiser (with no one stepping up during his or her absence) § Increased strain on an already under-capitalized nonprofit, which results in a particularly stressful Challenges of experience for the interim leader § Organizational politics, such as described by one sabbatical awardee: “A power vacuum was created and a couple of employees took advantage” § A realization that a leader on sabbatical is no longer quite the right match for his or her organization, which may lead to the leader’s resignation as an unintended consequence
Selling it to the Board From idea to Selling it policy to myself Making it a reality
§ Tenure prior to eligibility § Maximum length § Paid or unpaid The policy § Process for application § How many employees at a time § Requirements during sabbatical § Reporting mechanism
§ A willing leader Interim § A competent leader leadership § A trusted leader
§ Authority § Process § Messaging with different constituencies Planning for § Planning for organizational change success § Abating challenges § The nitty gritty details
Pizza in the fridge
§ The art of presence § Taking my vacation What I learned § Creating space for deep work § Prioritizing my family
§ Need to grow staff Importance of § Relationships overly reliant on Executive Director the debrief § Cultivating resiliency for all staff
“What am I doing today to tend the root of inner wisdom that makes work fruitful?” - Parker Palmer
Questions?
Emily Chittenden-Laird WVCAN elaird@wvcan.org 304-414-4455
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