How to Build a Strong Organizational Culture for Nonprofits
In the nonprofit sector, cultivating a strong organizational culture isn’t about creating a rigid plan with checkboxes and timelines. Instead, it’s an elemental process, one rooted in clarity of values, consistent modeling, and intentional, thoughtful actions. Culture work is about creating a living, breathing foundation where leaders exemplify core values, acknowledge when they fall short, and encourage others to bring their full selves to the work. It also involves finding “first followers” within the organization who embody these values and can help carry them forward. Here’s a framework that addresses both staff and board roles in fostering a cohesive and aligned culture.
Assess Cultural Alignment
Begin by evaluating whether staff, leadership, and board members share a unified understanding and commitment to the organization’s mission, values, and vision. While it may seem that everyone understands key terms in the same way, it's crucial to take time to discuss what these words mean and provide concrete examples to ensure true alignment. Without this clarification, assumptions can lead to misinterpretation and misaligned goals.
Furthermore, if an organization doesn’t intentionally foster a healthy culture, it can organically evolve in ways that might detract from fulfilling the mission. Tools like the Organizational Culture Assessment Instrument (OCAI) can provide a common language and structure for discussing and working on organizational culture, offering insights that guide cohesive growth and development.
Define Cultural Alignment and Commitment
For Staff: Ensure everyone understands and commits to the mission, values, and vision. Leaders should actively model these values and lead with vulnerability—sharing mistakes and being open to personal insights. Vulnerability builds trust and shows that culture is a collective journey, deeply connected to personal backgrounds and values.
For Board: The board plays a key role in shaping and supporting the culture. Help board members understand their importance as partners in setting the organization’s direction. When board members embrace shared values and approach their work with a unified commitment, they create a strong foundation for the organization’s mission.
Foster Inclusivity, Equity, and Belonging
For Staff: Integrate DEI principles deeply into daily practices, ensuring inclusivity is woven into every interaction. Recognize that people’s approaches to communication and relationships are shaped by their unique backgrounds, personal histories, and family experiences, and create a space where these differences are honored and respected. Additionally, foster a sense of belonging by cultivating an environment where all staff feel truly seen, valued, and connected to the organization’s mission. This sense of belonging motivates staff to bring their full selves to the work and builds a stronger, more cohesive team.
For Board: Make DEI and belonging a board-level commitment, encouraging members to bring their unique perspectives while actively valuing diversity. When board members feel that they belong and can contribute authentically, they are better able to collaborate effectively and bring the organization’s mission to life. A diverse, inclusive, and connected board not only strengthens the organization’s impact but also models a culture of belonging that extends throughout the organization.
Enhance Internal Communication with Diverse Channels and Courage
For Staff: Establish clear, consistent communication channels that foster openness and collaboration. Utilize diverse methods of communication—don’t rely solely on email or text, as much of the non-verbal nuance can be lost in these formats. Regular in-person or video meetings, phone calls, and written communication together create a richer, more complete communication environment. Additionally, make a point to repeat key messages; people absorb information at different speeds and through different methods. Cultivating a culture where honest and compassionate conversations are encouraged creates a safe space for different perspectives and innovative ideas. Remember, it’s not enough to just learn about communication techniques like conflict resolution; true growth requires the courage to practice and stay engaged, even when it feels messy.
For Board: Encourage the use of varied communication channels to build capacity for robust and courageous conversations among board members. Avoid relying solely on one method, as diverse communication methods allow for a fuller exchange of ideas and understanding. Repetition of key messages is also essential—ensuring all members can fully absorb and reflect on the information shared. When board members have opportunities for both verbal and non-verbal communication, it strengthens their ability to engage in healthy discussions and decision-making. The courage to consistently practice these techniques reinforces an inclusive and respectful environment and models a collaborative culture throughout the organization.
Build Cohesive Culture
For Board and Staff: For a culture to thrive, it must be intentional, developed through ongoing efforts that reinforce the organization’s mission and values across both staff and board. This alignment should be woven into daily practices and reflected in leadership actions, with leaders modeling transparency, admitting mistakes, and embodying shared values. Both staff and board should approach culture-building as a collaborative effort. Embrace new ideas and shared learning experiences to strengthen cultural alignment. Encourage reading and discussion of books that align with desired values or hold team discussions to introduce fresh perspectives. This continual learning keeps culture alive, dynamic, and relevant.
For Staff: Culture must be built intentionally, woven into daily practices and reflected in leadership actions. Leaders should model transparency, admit mistakes, and embody the culture’s values to create a welcoming and respectful environment.
For Board: Foster a collaborative and mission-aligned board culture that emphasizes generative, fiduciary, and strategic responsibilities. Board members should embody the organization’s values and work in partnership with leadership to create a unified culture.
Final Thoughts
A strong culture requires continuous dedication from both staff and board. It’s not a destination but a living, breathing part of the organization, one that adapts, grows, and evolves with intentional effort and shared commitment.
How can we support your nonprofit's growth and strategic initiatives?
At Mission + Strategy, we understand the importance of a strong organizational culture. Our strategic advising services can help your organization achieve cultural alignment, ensuring that your mission, values, and vision are shared and embraced by all stakeholders.
Together, we are stronger.
If you’re interested in cultural alignment or need support in balancing your mission and business strategies, we’re here to help.
Mission + Strategy is an invested thought partner to your nonprofit organization. Through our Strategic Advising, Mergers & Partnerships, and Shared Back Office service solutions, we help nonprofits achieve alignment between their mission and business strategies.
