Are you a program, operations, or staff manager or director? Do you manage people or programs? Join our monthly MNA Member Calls built just for you, to talk about all things management. From delegating to conflict management, planning tools to performance evaluation, this monthly group is a spot to connect with other managers, share what’s working and what’s challenging, and explore new ideas.
First Thursday of the Month at 10:00 AM
Register Here.
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January | Session cancelled for Nonprofit Day at the Capitol
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February | Intros, setting topics
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March | Delegation
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April | Managing Up
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May | Postponed
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June | Working + Collaborating in Hybrid Teams
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July | Top of Mind!
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August | Catch up!
Have a topic you want to chat about? Post below!
Managing Up + Across
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The Management Center’s Hub for Managing Up + Sideways
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Before giving feedback, use phrase “Permission to give feedback”
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Figuring out the right way to bring up ideas that align with other’s communication styles and needs - email first? Verbal? In a group? 1:1? Identify the way in which new information will be received best by others.
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Leverage delegated authority from your team to help approach managing across with confidence
What other strategies are helpful when it comes to delegating out or up?
June | Working + Collaborating in Hybrid Teams
What psychological safety looks like in a hybrid workplace from HBR.
Collaboration Tools:
*Monday.com
*Asana
*Microsoft Planner
Communication Norm Setting Tool
Provide incentives to help keep staff engaged and involved and communicate proactively. One strategy is inviting staff to board meetings, so they try to stay “in the loop.” This might not work for all organizations, or may not be the best strategy, but what other ways can you encourage/incentivize staff staying in touch with one another?
We also discussed relationship building and the importance of time together to build trust. Open teams chat and informal spaces to connect. Dedicated team time in person or online during work hours. How can we celebrate our own and other’s wins and recognize work when it is not as visible?
Finally - noting how all of this has to shift based on team dynamics and changes in work flows. You may establish a great system for building trust and communication and managing performance that works well for six months, then stops working so well. Great managers can step in and address and adjust from there.
What other methods work to manage hybrid teams?
August Meeting
Strong collaboration softwares - Teams; Slack;
Strategies - Having “just for fun” channels; “Huddle” practice - start of day quick meeting. It’s run well when it involves collaboration rather than information. Asking “What can I help you with today?” - NOT a way to keep tabs, an opportunity to build collaboration.
Needing a dedicated workspace for remote employees. Include office setup in budget.
How to build trust with onboarding activities or remote employees?
How do we build communication agreement/expectations?