Small Organization Leadership Coaching on Policies Part Two

In the same way you used the four insights of Leadership Coaching on Policies Part One, continue your policy work using Leadership Coaching on Policies Part Two. 

Part Two will allow you to examine funding, process, issues verses individuals, and leadership authority. 

Don't rush through your review, or lightly cast it off. It may be very revealing, and provide real benefit for your small organization moving forward.

45. Adequate Funding is Allocated for Matters Covered by Policies

This is Practice 45 of 80

If it is worth having a policy over, it is worth funding if needed. Otherwise, change the policy.

• Is there any policy that is running into problems because of lack of money to carry it out?

• Do you wish to keep it?

• How will you provide for implementation of that policy?

Why This Practice is Important

Funding is required in order to implement and maintain some policies.

The Key Concept, Attitude or Action That Drives This Practice

BACKING

If you really believe in something you back it with the resources necessary to make it work.

An Expansive Thought

Under-funded policy initiatives contribute to unwelcome challenges.

An Action Point

Check problem policies and ask yourself if a lack of committed resources has anything to do with the problem.

46. Policies Go Through a Thorough Process of Development and Review

This is Practice 46 of 80

Wise leadership will take the development time to work a policy up through all the major stakeholders whom it will affect.

Explore every angle you can think of. Avoid writing anything if it isn’t really needed. Take the time to get it right, or it could be around to challenge you for a long time.

• Are the appropriate people involved in writing any specific policy?

• Who should be working on it?

• Does it need to go through another filter representing another viewpoint?

• Has everybody it will affect been consulted?

Why This Practice is Important

If all segments of the organization contribute to your policy, it will probably be a well accepted policy.

The Key Concept, Attitude or Action That Drives This Practice

PROCESS

A thorough process of consultation and development will pay off.

An Expansive Thought

Increase the involvement of the stakeholders who will be affected by it and you will either come up with a better policy or you will get rid of it altogether.

An Action Point

Ask yourself who really needs to be consulted.

47. Policies Are Used to Deal with Issues, Not Control Individuals

This is Practice 47 of 88

Whatever comes up that involves individuals is dealt with immediately.

It doesn’t always take a policy to tell you how people ought to be treated. Where people and policies intersect, people are the first concern.

You don’t have to water down a policy to care for a person.

• Are policies really "people friendly?"

• Do people get frustrated because of the way something “has” to be done, or something that “can’t” be done a certain way?

• Can you deal with the issues without demeaning the person? 

• Do you need assistance with this?

Why This Practice is Important

Deal with individuals personally, not by issuing a new policy. They either don't know and need to know or need to experience the consequences.

The Key Concept, Attitude or Action That Drives This Practice

RESPECT

People deserve respect and policies don't always deliver that.

An Expansive Thought

Most people don't need a policy. They need an explanation.

An Action Point

If someone or some group's behavior is disruptive, deal with it. Only consider formulating a policy after this happens and then only if it is needed.

48. Leadership is Clear on Their Authority to Carry Out Policy

This is Practice 48 of 88

The Board has given authority to the leadership. They are one hundred percent behind them in following through on policy.

The leadership knows this.

If there are any limits, they are well understood by everyone.

Does the leadership feel empowered by the Board?

Has the Board historically stood behind the tough decisions the Administrator has had to make in the course of everyday leadership?

What are the assumed limits to implementation of policy?

Why This Practice is Important

If policy originated from some place higher, the leadership needs to understand whether they have authority to carry it out.

The Key Concept, Attitude or Action That Drives This Practice

EMPOWER

Let people know they are empowered by you to carry out the dictates of policy.

An Expansive Thought

When leaders know that their authority is supported 100% by those they report to, more policy will tend to be well-followed through on.

An Action Point

Let those who need to know, know you stand behind them.

What Has Been Most Helpful to Your Organization from Leadership Coaching on Policies Part Two?

Leadership Coaching on Policies Part Two has added another four points for you to consider. Along with Part One you have eight "touchpoints" to stop and examine in your small organization. 

Polices can hold back of free to move forward. What are yours?