As we enter 2022, we’re dealing with an even more transmissible virus creating more hospitalization than in the first two rounds of lockdowns. Facing new and unpredictable variants, what can an organizational leader do to optimize operations and get employees back to the workplace?
2022 is upon us. And I’ve been feeling meh. Although 2021 was in many ways a great year overall, there is no doubt these 20 months have been stressful. Once the time change ushered in the seasonal blues, I’ve been wanting to pull the bedcovers over my head and hibernate until spring.
When was the last time you did something in a hurry, and everything worked out fine? It doesn’t happen often, and I’d wager it didn’t happen when you rushed to figure out how to operate when the pandemic forced your workforce home. With how quickly things happened, decisions had to be made quickly and many were forced into survival mode.
The Ontario Not-for-Profit Corporations Act (ONCA), over ten years in development, was proclaimed on October 19, 2021. It is the enabling corporate legal framework for most not-for-profits incorporated under Ontario provincial law. It may affect not-for-profits in many important ways, such as:
Have you heard of “The Great Resignation” or the “Big Quit”? If you haven’t, it’s the ongoing trend in the United States of employees voluntarily leaving their jobs—from spring 2021 to the present—in response to the COVID-19 pandemic.
Choosing an Interim Executive Director (ED) to fill an open leadership position in your non-profit organization comes with several distinct benefits. While this person may only be with your organization for 3 to 6 months, an effective Interim ED offers the ability to implement influential changes, bring innovative solutions to old problems, and contribute many positive and fresh ideas.