Problem-Solving Training for Nonprofit Teams

#Nonprofits lack resources. We get it and we talk about it a lot. Probably too much. We have to pivot to creating a better future. How? I tried this "imagination and future-telling" exercise on a new project this week and loved how it helped to open up new thought which would typically be shot down by realizations like: "we don't have the team to pull that off" or "we cannot pay the salary for that type of role." Test out this Magic Circle exercise by IDEO: 🟩 Step 1: Pick a challenge Identify a project/initiative that’s been giving you a tough time. It could be anything from retaining staff, engaging new audiences, to stewarding #donors remotely. 🟩 Step 2: Acknowledge constraints Write down all the constraints you’re facing on sticky notes. This could include limited time, budget constraints, unsupportive leadership (😶), or too much varied input. This step is crucial for recognizing the difference between *real* and *perceived* constraints. 🟩 Step 3: Temporarily set constraints aside Once you’ve listed out constraints, put them away. Close the browser or remove the sticky notes from the whiteboard. This symbolically let's you free your mind from the limitations. 🟩 Step 4: Dream big & brainstorm outrageously With constraints out of view, let your imagination run wild. Think of the most outrageous ideas - the kind that involve creating a mascot for your org or launching a new vibrant online gathering space for interaction! The goal here is to explore the breadth of possibilities without the dampening effect of limitations. After this brainstorming, bring back your constraints and use them to sift through your ideas, refining the wild into workable solutions. I love this method b/c it DOES acknowledge real constraints but also leverages the collective imagination. It is far more effective to scale back a wild idea than to try and inject creativity into something boring. We need to reimagine what's possible ... this is one way to do it ✨ Please (please please) try it out and tell us if it worked!! _______________ #nonprofitleadership #fundraising #creatingthefuture

Building Teams That Solve Problems Without Always Running to Leadership Have you ever been in a situation where every small question, decision, or problem lands on your desk? It’s exhausting, right? And it’s not great for the team either—because constantly relying on leadership for answers slows things down and stifles growth. Here are some ideas that have helped me (and others) build teams that thrive without constant input from leadership: 1️⃣ Clarity is the foundation. Most problems don’t need leadership involvement—they just need clear processes or guidelines. When everyone understands the what, why, and how, they’re empowered to make decisions without second-guessing themselves. Start by asking: “Is this issue happening because the process isn’t clear?” 2️⃣ Create decision-making frameworks. Not every decision has to go up the chain. Teach your team how to assess situations and make calls based on priorities, urgency, and impact. A simple question like, “Is this decision reversible?” can help people decide whether they need to escalate or take action on their own. 3️⃣ Encourage ownership. Give your team the space to solve problems their way. Even if it’s not exactly how you’d do it, the experience of figuring it out is far more valuable. And when they succeed, celebrate their wins—it reinforces their ability to solve things without you. 4️⃣ Be approachable but resist taking over. When someone comes to you with a problem, don’t just hand them the solution. Instead, ask questions like: “What do you think we should do?” “What have you already tried?” “What’s the next step you’d take if I wasn’t here?” This builds confidence and encourages critical thinking. 5️⃣ Build a culture of peer support. Sometimes, the best person to solve a problem isn’t you—it’s someone sitting two desks over. Encourage your team to collaborate and lean on each other before escalating things up. It strengthens relationships and keeps leadership free to focus on the bigger picture. When you set up these systems, something amazing happens: your team starts to trust themselves more. They become problem-solvers instead of problem-passers. And as a leader, you get the space to focus on leading, not just putting out fires. What are your thoughts on this? How do you help your team solve problems without relying on leadership for every decision? I’d love to learn from your experiences—drop your tips in the comments! 👇

Fundraisers are reinventing professional development. Forget expensive conferences and generic webinars. The most valuable learning is happening through structured peer-to-peer exchange: Case study circles - Small groups of fundraisers from different organizations - Real-world challenges presented and workshopped - Collective problem-solving with diverse perspectives - Accountability for implementing solutions Skill-swap partnerships - Paired exchanges based on complementary strengths - Direct observation of each other's work - Structured feedback and coaching - Ongoing implementation support Cross-sector learning pods - Fundraisers from different nonprofit sectors - Focus on transferable strategies and approaches - Translation of methods across cause areas - Innovation through unexpected combinations The benefits extend beyond skill development: - Reduced professional isolation - Expanded professional networks - Increased job satisfaction - Accelerated career advancement The most effective fundraisers are building these learning communities intentionally, not leaving professional growth to chance. Tag a colleague who's taught you something valuable about fundraising!

I am still glowing from the fantastic opportunity I had today to interview Harvard's J. Stuart Ablon, PhD to share his revolutionary collaborative problem solving insights.   His groundbreaking message? People do well if they can! Success is about skill, not will.   Dr. Ablon's Collaborative Problem Solving (CPS) approach, developed at Think:Kids Harvard (https://thinkkids.org), challenges traditional beliefs about motivation. Instead of asking "Why won't they?" we should ask "Why can't they?" This paradigm shift introduces the powerful ABC framework for problem-solving: Plan A: Direct intervention Plan B: Collaborative solution-finding Plan C: Strategic flexibility   Key takeaways reveal how chronic stress can impair skill development and decision-making, while psychological safety and empathy are crucial for team success. Rather than focusing on extrinsic motivators, leaders should nurture mastery, autonomy, and connectedness.   When facing challenges with team dynamics, Dr. Ablon advocates for curiosity over judgment. He shared the motto “curious, not furious!” Even seemingly difficult behaviors often stem from skill gaps rather than intentional disruption. The path forward? Create environments where people can develop skills safely, practice empathy, and engage in genuine collaborative problem-solving.   This transformative approach promises stronger teams, better outcomes, and more sustainable solutions, all through the power of understanding and developing core skills. 

"Can you help me solve this?" How many times have you heard this from your team? If you're a leader, probably hundreds of times. I used to get frustrated when team members would dump problems on my desk without thinking them through. Then I discovered the 1-3-1 rule and it transformed how we solve challenges at our company. Here's the magic formula: 1️⃣ Problem: Define it crystal clear • A problem well-articulated is half solved • Encourage precise, thoughtful problem statements 3️⃣ Options: Generate 3 viable solutions • Forces creative thinking • Demonstrates proactive problem-solving • Shows the team isn't just waiting for a rescue 1️⃣ Recommendation: Their proposed solution • 90% of the time, this is what leaders want to hear • Shows they’ve done the mental heavy lifting By implementing this: We're pushing decision-making to the frontline. The people experiencing the problem have the most information to solve it. It helps build a culture of: • Critical thinking • Ownership • Empowerment • Strategic problem-solving Pro tip: Teach this framework to your entire team. Watch how it transforms your organizational problem-solving approach. Have you tried something similar?