I think there is one explanation for the success of nonprofit charity collaboration, but my opinion is: if others are more willing to support each other, collaboration is more successful. On the contrary, if the members separate and swear that they will not cooperate, then there is a problem. Here are 5 tips for success, plus extra notes at the end of the report for unpaid companies trying to achieve success through collaboration.
Tip # 1: Beware of “scarce thoughts”
I like this: “Do your best, but the others are partners.” This wise saying acknowledges that there are limits to what we can accomplish on our own. Many nonprofits are bored with the negative experiences of past collaborations, so it seems unlikely to emphasize the value of positive expectations. However, please keep in mind that each nonprofit company has a unique “impact side”. Any nonprofit charity organization for education, no matter how successful it may be, can only talk to a few people, thus affecting a small number of people. However, when one unpaid company collaborates with another company, the merger of the two impact zones could expand their ability to achieve common goals and personal services. (This theory is consistent with the collective impact or network system of problem solving.) So, although collaboration requires a lot of time, energy and effort (usually some financial cost), the benefits of Collaboration is essential for promoting planning and mobilizing stakeholders. , Or just promote the ability of a nonprofit group to affect more people.
What is takeaway? Mind is very important. Think carefully about how to avoid success. In the book “Power for Good”, the author notes that higher organizations are more receptive to collaborative ideas:
We have assumed that the content of these companies has helped them to make a greater impact — and that their success is directly related to their growth or management process. On the contrary, high-profile nonprofits work with external organizations and individuals, and through these charity organization for minorities and individuals.
The idea of scarcity precludes all possible benefits. Instead, get rich through collaborative ideas: share skills, resources, and contacts that your partners share. If you can carefully prevent scarcity ideas and replace them with positive ones, you will motivate partners and stop creating innovations and innovations. See below for more details! The leaders of the unpaid team play an important role, especially when the partners are the donors. According to the excellent work “Enterprise Computing through Inside Out” (GEO), when employees and executives of the company clearly demonstrated commitment and collaborative thinking, the opportunity for greater success. Like any other culture, cooperation requires support from above.
Once your idea is positive, you are ready to accept other challenges and work together to “organize, feel, process and kill”!
TIP # 2: Define success and articulate your goals with your partners.
Each collaborator should be able to answer: “What role do we play in this collective effort?” As every sports coach knows, “always paying attention to the ball” is key. At the beginning of a collaboration, it is very important to take the time to work together to write and write “what will go well.” The process of determining objective objectives should include an analysis of all possible errors. Looking forward to the potential disappointments will help all team members develop strategies to avoid them, and teaming up to create a vision will motivate everyone to move forward in the midst of challenges.
We have found that the simple process of setting common goals and defining a performer will control the anticipation of the responsibilities of all others, thus reducing surprises between jobs.
If “relationship is the trust money,” then trust must be the money of cooperation. Let’s face it: Many leaders in non-professional organizations find it difficult to relinquish control and share authority, which must have been supportive. Unpaid members will have to rely on their partners to share power and responsibilities. Gaining trust comes with this process, but you may want to carefully create opportunities for you and your partners to discuss trust and point out key issues. Some examples include the knowledgeable discussion of how honesty and non-resources can work together and collaboratively, or the analysis of values for others to share praise, control, and accept criticism. Non-profit charity organization for parent women with a culture of accountability and understanding will be happy to talk about trust, but their partners may not be, so be patient and continue to communicate.
Tip # 4: Accept the mistake and take the risk.
One of the country’s leading scientists, Dr. R. Keith Sawyer, read collaborations on jazz performance. According to Sawyer, new innovations are driven by a series of experiments and errors and improvements “There are … many dead ends and repetitions of past ideas.” One of the possible setbacks and collaborations may be the obvious need to relive past mistakes. One of the partners does not work as a substitute. Rather than being discouraged over what seems to be a waste of time, it is better to share experiences and lessons together. You may find that you just have to be more discriminating with the help you render toward other people. It can also reduce the risk of embarrassment from peers. However, while collaboration provides a supportive environment for learning and coping, this may be the right time to add risk.
Tip 5: Expect and accept conflicts graciously.
Suppose there is going to be some disagreement at some point in the relationship. If you accept this, you will be more prepared (unpredictable!) When things happen, it is easier to focus on the “big picture” than the small or negligent, fall into the ball or worse . The key is to understand whether the goal of cooperation can be achieved, and if so, overcome the conflict as gently as possible. Acknowledge the controversy, and focus on getting the job done in the end: “We didn’t get the last point very well, but what can we do now to make sure it doesn’t happen again and keep going on ‘Face together?’ If you ignore the conflict or the conflict completely, you will lose the important symbol, otherwise it can lead to progress and a better solution. Managing conflicts effectively can provide the necessary conflict to complete the final product.
Finally, do not forget your respect. It is very important to say “thank you” after the support is over!