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Sponsor Insight

Jul 24

Technology’s impact on work culture

By Sponsor Insight

Support your employees with the tools needed to success

by Cody Lents, partner, COVI, Inc.

An ideal philosophy on information technology can be broken down into three primary focuses:

Cybersecurity. Ensuring that you stay operational and survive crises.
Culture. Empowering your people to succeed daily.
Impact. Ensuring that daily activities lead to fulfilling your mission and delivering the best experience to your customers and communities.

Our focus, for now, will be on culture.

According to Microsoft CEO Satya Nadella, “Culture is the leading indicator of our future success.” Considering this, it is important to track and understand how IT solutions and operations impact your teams and individuals. A good IT partner will strategize around elevating your culture and maximizing your impact, just as they would budget for tech and security against hackers.

The most impactful areas to focus on include:

Hardware. Don’t spend a dollar to save a penny; invest in business-class quality and up-to-date (current generation) components.
Software. Ensure that they are configured to be intuitive and scalable.
Standardization. Standardize specific manufacturers, specs, and channels to provide emergency backup equipment and streamline IT operations, such as procurement and deployment procedures.

The following focuses on three areas, along with the top five positive attributes for each one.

Hardware

Having up-to-date computers can bring numerous benefits to employees, such as:

Increased productivity. Up-to-date computers are faster, more efficient, and equipped with the latest software and hardware capabilities, which enables employees to perform tasks more smoothly, ultimately reducing wait times and improving overall productivity. Faster processing speeds and improved multitasking abilities can help employees complete their work faster and more effectively.

Enhanced collaboration. Modern computers often come with advanced collaboration tools and software, such as cloud-based platforms and communication applications. These enable employees to collaborate seamlessly with colleagues, regardless of their physical location. Features like real-time document editing, video conferencing, and instant messaging facilitate better communication, teamwork, and information sharing among employees.

Improved security. Outdated computers are more susceptible to security threats due to the lack of essential software updates and security patches. Up-to-date computers, on the other hand, benefit from the latest security measures and protocols, protecting sensitive data and minimizing the risk of cyberattacks. Regular updates help ensure that employees can work in a secure digital environment, safeguarding both personal and company information.

Access to advanced software. Contemporary computers often have the capability to run resource-intensive applications and software. With up-to-date hardware specifications, employees can take advantage of the latest software tools, such as advanced design software, data analysis tools, and virtual reality applications. This empowers employees to perform complex tasks efficiently and unlocks new possibilities for innovation and creativity.

Better user experience. Updated computers offer improved user experiences through user-friendly interfaces, streamlined workflows, and enhanced performance. Employees can benefit from the latest features and functionalities that simplify their work processes, reducing frustration and increasing job satisfaction. A smooth and enjoyable user experience can have a positive impact on employee morale and overall job performance.

By keeping computers up to date, employers can provide their employees with the necessary tools and technology to thrive in their roles, leading to increased productivity, collaboration, security, and job satisfaction.

Software

Provision of exceptional software for employees can lead to several positive outcomes, such as:

Increased efficiency and productivity. Excellent software is designed to streamline workflows and automate repetitive tasks, leading to increased efficiency and productivity. It eliminates manual processes, reduces human errors, and allows employees to focus on higher-value activities. Customizable dashboards, intuitive interfaces, and efficient data management features contribute to a smoother workflow.

Enhanced collaboration and communication. Quality software often includes robust features that streamline employee communication. Shared document repositories, real-time editing capabilities, project management tools, and integrated messaging systems facilitate effective collaboration, even when team members are geographically dispersed. Improved communication leads to better teamwork, knowledge sharing, and decision-making.

Access to comprehensive data and insights. Excellent software often integrates data analytics and reporting functionalities, providing employees with access to comprehensive insights. This enables them to make data-driven decisions, identify trends, and monitor key performance indicators. Access to accurate and real-time data empowers employees to analyze information effectively, improve processes, and drive business growth.

Simplified and streamlined processes. High-quality software simplifies complex processes, eliminating unnecessary steps, reducing manual effort, and improving efficiency. By automating routine tasks, employees can better manage their workload through complex processes. This streamlining of processes not only saves time, but also minimizes errors, and enhances the overall user experience.

Scalability and adaptability. Excellent software is designed to scale with the organization’s growth and adapt to evolving business needs. It accommodates increasing workloads, supports additional users, and integrates with other systems. Scalable software ensures that employees can continue to perform their tasks efficiently without encountering limitations as the company expands or undergoes changes.

By providing employees with excellent software, organizations empower their workforce to work more efficiently, collaborate effectively, access critical data, simplify processes, and adapt to changing business requirements, contributing to improved productivity, streamlined operations, and a better employee experience.

Standardization

Standardizing computer hardware and IT processes Can result in a variety of positive for employees, such as:

Consistent user experience. Standardizing computer hardware and IT processes ensures that all employees have a consistent user experience across the organization. Regardless of their location or department, employees can expect a familiar interface, software configurations, and hardware capabilities. This consistency reduces confusion, minimizes the learning curve when transitioning between devices, and enables employees to focus on their work rather than adapting to different systems.

Improved technical support. Standardization simplifies technical support and troubleshooting processes. When hardware and IT processes are standardized, the IT team becomes well-versed in the specific configurations and issues related to the standardized setup. This allows for faster problem resolution and more efficient technical support for employees. It also enables the IT team to develop standardized solutions and documentation that can be easily accessed by employees.

Enhanced compatibility and integration. Standardizing computer hardware and IT processes ensures compatibility and seamless integration between different systems and software. When employees use standardized hardware and software configurations, it becomes easier to share files, collaborate, and integrate various tools.

Streamlined IT procurement and maintenance. Standardization simplifies the IT procurement and maintenance processes. By having a standardized set of hardware and IT processes, organizations can negotiate better deals with vendors, benefit from volume discounts, and reduce the time spent on selecting and configuring individual devices. Additionally, standardization makes it easier to manage software updates, security patches, and system maintenance, ensuring employees have access to reliable technology.

Increased security and data protection. Standardizing computer hardware and IT processes helps enhance security and data protection. With a standardized setup, security measures and protocols can be uniformly applied to all devices and systems, reducing the risk of vulnerabilities due to inconsistent security configurations. Further, standardized processes simplify enforcing data protection policies, implement backup and recovery procedures, and ensure compliance with regulatory requirements, safeguarding sensitive information.

All in all, the standardization of computer hardware and IT processes creates a more reliable and productive work environment for employees while enabling the IT team to operate more efficiently.

I’ll leave you with a brief note of caution as you pursue a better IT culture. A 2021 Gartner survey found that “60% of employees experience frustration with new software.” This translates to tech solutions beyond software, as well. So, expert evaluation is of the utmost importance before implementing anything new, and investing in high-touch professional services is worth the price tag when it comes to implementing them.

Jun 19

Anti-racism: The unspoken word every organization should be talking about

By Sponsor Insight

By Tashi Copeland, marketing and communications manager, CICF

While diversity, equity, and inclusion have become commonplace in companies’ town halls and “About Us” sections, there’s still a word that many are shying away from — anti-racism.

According to The Center for Study of Social Policy and Racial Equity Tools, anti-racism is the active process of identifying and challenging racism by changing systems, organizational structures, policies, practices, and attitudes to redistribute power equitably. By omitting anti-racism from the conversation, organizations find themselves in patterns of passive awareness of equity issues without honestly confronting the reality of systemic racism, acknowledging how they contribute to it and changing their behavior to actively create an equitable society.

So maybe you’re thinking to yourself—wow, that sounds extremely challenging. And honestly, it is. Because our racist systems were built on more than 400 years of oppression, understandably, it will take time to dismantle them. However, The Indianapolis Foundation has created a tool to move you and your organization into the space of anti-racism work. It’s called the Movement of 10,000 (MVMT10K).

What is MVMT10K?
MVMT10K is a digital tool designed as both a website and a mobile app with the goal of educating individuals in Central Indiana and beyond about the history of racism, its present implications, and methods to make constructive change against systemic racism. It is a continuous, adaptive curriculum that invites our community to continue learning.

Kayla Knox, researcher and sociologist, serves as the platform’s project manager and an equitable initiatives officer for The Indianapolis Foundation. Along with her efforts, many of the tools The Indianapolis Foundation and its collaborative partners have used to contribute to a more equitable and anti-racist institution support the MVMT10K.

Learning objective #1: Recognize that anti-racism work benefits EVERYONE
Everyone is negatively impacted by systemic racism. Deeply racialized systems are costly and depress outcomes for all populations. Challenging and changing these systems benefits us all. The Curb-Cut Effect has shown us that changes initially designed for a specific group of people spread out to help the vast majority. A commitment to an anti-racist community allows for more authentic relationships, space for innovation, abundance, joy and economic development. The Movement of 10,000 can be your entry point to that commitment.

What to expect
Once you sign up for the platform, you’ll agree to the rules of engagement. These guidelines are a commitment to own the space and responsibility for collective engagement that’s both respectful and insightful — allowing for reflection, learning and unlearning.

Guidelines include:

  • Get comfortable with being uncomfortable.
  • Respect and listen to others’ lived experiences and respect different levels of awareness.
  • Speak from your own experience instead of generalizing (“I” instead of “they, “we” and “you.”)
  • Take risks, make mistakes and keep going and growing with the movement.

After setting up your profile, you’ll take a self-assessment. There are no right or wrong answers. The assessment allows you to recognize where you are on your learning journey, and you can retake it along your way to gauge where your understanding has shifted and how you feel about your role in building a more equitable community for all. You’ll then be able to dive into the initial learning pathway.

The pathway gives users — or Movers — a solid foundation for the road ahead, resources to protect their mental well-being and a shared vocabulary to make courageous conversations a little easier.

Tools to start the conversation
Whether you’re leading your organization’s equity work or an individual who wants to see some change in your organization, the thought of having a conversation around race might seem daunting. That’s why The Indianapolis Foundation team, in partnership with trained facilitators, experienced educators and current students, created the Movement of 10,000 facilitation guide. The guide is for anyone interested in facilitating group conversations using the resources uplifted by MVMT10K to inspire reflective learning about themes relating to anti-racism. It’s meant to direct your conversations and empower you and others to bring members of your staff or community together. We recognize that this is just a starting point.

Anti-racism isn’t just a moment
Even after you joined the Movement of 10,000 and went through the learning pathways, recognize that the work is not done. Awareness should eventually evolve into action—or Works of Equity. If you and your organization are genuinely going to have anti-racism implanted into your DNA, you must continue on the learning journey—the app is just an entry point.

Continuously evaluate your organization’s policies. Recognize your privilege. Assess where you’re at on your equity journey and where you still need to go further. As Pamela Ross, vice president of community leadership and equitable initiatives for The Indianapolis Foundation, says, “anti-racism cannot be just a moment. It must become a state of being.”

So, what are you waiting for? Join the movement today.

May 08

‘The end of poverty is something to stand for’: Matthew Desmond urges audience to become ‘poverty abolitionists’

By Sponsor Insight

During United Way of Central Indiana event, author of “Evicted” says we’re doing a terrible job of connecting impoverished people with available resources

Growing up, Matthew Desmond’s family didn’t have a lot of money. His family’s gas got shut off all the time. The bank took their house. Seeing how his family was stressed by poverty drove Desmond to understand its dynamics and consequences. He has spent much of his life reporting and researching it.

“But even after all that, I felt I didn’t have this answer for: Why? Why is there so much poverty in America?” Desmond told a crowd of nearly 500 people during a recent event presented by the United Way of Central Indiana, alongside Glick Philanthropies, Indianapolis Neighborhood Housing Partnership and The Mind Trust.

“(Poverty’s) persistence in American life means that millions of families are denied safety and security and dignity in one of the richest nations in the history of the world. Why?” Desmond asked during his talk at the Indiana State Museum.

Desmond, the Pulitzer Prize-winning author of “Evicted,” said he sought to answer that question, which became the topic of his latest book released in March 2023, “Poverty, by America.”

United Way seeks to serve those living in or near poverty in the region. According to a new report released by United Way in April, more than 36 percent of Central Indiana households were either in poverty in 2021 or considered ALICE, an acronym for Asset Limited, Income Constrained, Employed, ALICE households earn above the Federal Poverty Level but not enough to afford a basic household budget.

That’s more than 244,400 households — more than one of three Central Indiana households. The number of households in this category has increased 11 percent since 2018, according to United Way data.

During his speech, Desmond, who also is a sociology professor at Princeton University and the principal investigator of The Eviction Lab, painted a picture of the landscape of American poverty: A third of U.S. households make $55,000 or less. More than 38 million Americans can’t afford basic necessities. If America’s poor founded a country, it would have a bigger population than Australia, he said.

While some have suggested there’s nothing to be done, that government programs don’t work, Desmond said that’s not true. Evidence shows programs such as housing assistance and food stamps are essential and effective — and anti-poverty spending has grown over the last several decades, he said. This makes America’s “stalled progress” on poverty even more baffling, as poverty has persisted despite an increase in federal relief.

Desmond offered several explanations for why poverty endures.

First, a “fair amount” of government aid earmarked for the poor never gets to them. Desmond said roughly 7 million people who could receive the Earned Income Tax Credit don’t, passing on $17 billion a year, for example.

“This is a picture of us doing a terrible job of connecting families to programs that they need and deserve,” he said.

The poor are exploited in the labor, housing and financial markets, Desmond said. Wages are falling and unions are weak in today’s labor market. Since 1985, rent prices have exceeded incomes by 325 percent, and every year poor Americans pay billions of dollars in overdraft fees, check cashing fees, and fees from payday loans. A hard pill to swallow, he said: Not only corporations but consumers, those invested directly or indirectly in the stock market, many homeowners and even those with free checking accounts all benefit from the exploitation of the poor.

Desmond argued the United States does more to subsidize affluence in American than to fight poverty. When considering all government spending from tax benefits to programs, he said, data shows that households in the bottom 20 percent — the poorest families — get about $26,000 a year from the government. By comparison, the richest ones — the top 20 percent — receive about $35,000 from the government.

“We give the most to those who have plenty already and then we have the audacity … to fabricate stories about poor people’s dependency on the government and shoot down proposals to reduce hardship because they would cost too much,” Desmond said.

“… There’s so much poverty here, not in spite of our wealth, but because of it.”
Affluent Americans also create poverty by building walls around prosperous communities, using municipal zoning ordinances to keep affordable housing out of their backyards, he said. It creates concentrated poverty.

Different anti-poverty investments are needed to fix the problem, not just deeper ones, Desmond said. He argued we need to create public policies that disrupt poverty and address exploitation by empowering the poor.

He suggested addressing labor exploitation, for example, by promoting worker empowerment and supporting the unionization of entire sectors as a way to level the playing field.

As for housing, Desmond said more can be done to expand the public housing infrastructure, to provide a path to homeownership for low-income families and to invest in community land trusts so tenants can build permanent, affordable housing.

He said we can end segregation of the poor by replacing exclusionary zoning policies with inclusionary ones — removing walls.

Desmond said the philanthropic sector has a role to play, too: Nonprofits can shift the conversation about poverty and advocate for more robust policy action.

Ending poverty requires all of us to become “poverty abolitionists,” he said.

“… The best hope we have of ending poverty is to bind ourselves together and demand this of our country. A mass movement for economic justice is necessary and a mass movement stirs,” Desmond said. “… The end of poverty is something to stand for.”

May 01

In ‘The Room’ where it happens: Setting the space for interpersonal communication

By Sponsor Insight

by Christy Shepard and Jan Frazier of Planning Plus, LLC

Before the recent days of remote and hybrid work models, work was conducted in very static and finite methods and places. The paradigm shifts from employer-driven to employee-driven decision making and work life integration has afforded today’s worker choices and options for work engagement, participation, and lifestyle.

Employers are competing for employees at record levels and remote and hybrid work models are very attractive to multiple generations of people. No longer do we need to be “in the room” where it happens, as we have access to people and information like never before. Technological tools have broken barriers and stigmas, allowing workplaces to build healthy and dynamic organizational cultures that support the goals of the business and people that work in them. But with information and decision making moving through organizations at the speed of light, how do we ensure we are still making “the room” for the necessary thought and decision making to effectively problem solve?

‘The Room Where it Happens’, sung by Hamilton’s Aaron Burr in the popular Broadway musical, expresses many of the downsides workers have faced in the great transition from work from ‘working from home.’ Recently we have been involved in several significant projects involving multiple people where the work was done via emailing, texting, phone calls, Zoom, etc. Rarely were all players “in the room” at the same time. This led to delays in creating consensus solutions and became quite inefficient. Email may be efficient, Zoom is a step above, but where is the “room” for creative thinking, brainstorming, back-and-forth discussions? We may get the work done, but is it the best work we could have done?

Well before the Internet, Zoom, and other technological tools we have today, in 1989 the textbook Organizational Behavior by Robert Kreitner and Angelo Kinicki was published (Richard D. Irwin, Inc.). Based on their research, a Contingency Model for Selecting Communication Media was created by Richard L. Daft and Robert H. Lengel. In this model, they compared the appropriate media to use for communication information based on the richness of the medium and the complexity of the problem or situation. Fast forward to 2023 and we recognize that their principles still hold true.

Richness of the medium refers to how a message may be received and the level of interaction that may follow. We know that emails, written reports, and other forms of mechanical communication are generally impersonal, may or may not be read, and may or may not elicit any observable responses. Communication that involves more face-to-face communication, whether in person or via Zoom, allows the speaker to observe nonverbal communication as well as receive immediate feedback.

Over the years, the original model by Daft and Lengel has been updated but its essence has not changed. The figure below illustrates the information richness of different information channels.

Principles of Management – Open Textbook (umn.edu).

As you think about communicating information with your team or throughout your organization, identify how complex the situation is and match it to a more appropriate forum for discussion.

In this post-COVID work world, employees have become quite comfortable working from home, and we have seen articles where in some cases productivity has not been affected. But productivity alone should not be the deciding factor. We continue to encourage our clients to bring folks into the workspace at least weekly, to allow for critical interpersonal communication and decision making to happen when everyone is in the room.

Apr 24

ICON loan program critical to success of community development project

By Sponsor Insight
Before and after of WIDC project

by Citizens Energy Group

As executive director of West Indianapolis Development Corp. (WIDC), Lisa Laflin considers herself many things, including “dot connector, cat herder, and chainsaw juggler.” Many employees of community development corporations (CDCs) or other nonprofits probably can relate. Working to keep many plates spinning at the same time, Laflin is a passionate voice for affordable housing and the flourishing of neighborhoods served by WIDC.

WIDC has recently completed a housing project through the Investment Collaboration on Neighborhoods (ICON) loan program, an initiative from Citizens Energy Group that makes low-interest loans available to nonprofits and CDCs to facilitate such development projects. The program is designed to help CDCs access the financing they need to undertake important projects that might otherwise be too costly or too difficult to finance through traditional channels.

Laflin and the WIDC team purchased a home in The Valley neighborhood originally built by Habitat for Humanity but which had since undergone foreclosure. Despite being in a flood plain and thus ineligible for certain federal loan programs, WIDC secured a $100,000 loan from ICON to rehab the home and make it available as affordable housing with a 20-year deed restriction.

According to Laflin, the loan process, which took less than half an hour to complete, was the easiest she had ever experienced and faster to process than federal funding, even as WIDC follows federal guidelines on requiring multiple bids for comparison.

She also said the personal connections she developed with Rhonda Harper and Kenya McMillin, ICON program liaisons at Citizens, made the process smooth. “We’ll be able to have the loan fully repaid after the close of the home sale this summer, less than two years after the original agreement,” Laflin said.

Many other CDCs have been able to access low-interest financing through the program in order to undertake important community development projects since the program’s inception in 1995. With alumni projects including housing, community spaces, and arts spaces, the program is particularly valuable for CDCs that are working in underserved communities or tackling particularly challenging projects.

Laflin and WIDC are looking forward to their next ICON project. “I don’t know that I would do anything different with the loan process,” Laflin said. “We’re already planning to use ICON on future projects, and I would recommend it to other CDCs in need of financing — particularly for housing projects. I appreciate the program’s flexibility and efficiency, I am grateful for the staff’s support in making our project a success, and I commend Citizens’ commitment to the community in leveraging their resources to stand up this program.”

About ICON:
The ICON loan program can be a valuable resource for CDCs working to improve the lives of families and individuals through affordable housing and community development projects. The program’s low, simple interest rates make it an attractive financing option for CDCs that struggle to access traditional sources of funding. Previous partners have included Hawthorne Neighborhood; Hearts & Hands of Indiana; Local Initiatives Support Corp. (LISC) Indianapolis; and Mapleton Fall Creek Development Corporation. ICON’s redevelopment efforts are in keeping with the mission of Citizens Energy Group to enhance quality of life and economic development in the communities it serves.

More information is available at: https://info.citizensenergygroup.com/community/icon

Questions can be directed to: ICON@citizensenergygroup.com

Apr 17

What is the Dark Web and is it safe?

By Sponsor Insight

by Cody Lents, partner and customer steward, COVI, Inc.

Merriam-Webster defines the “Dark Web” as “The set of web pages on the World Wide Web that cannot be indexed by search engines, are not viewable in a standard web browser, require specific means (i.e., specialized software or network configuration) to access, and use encryption to provide anonymity and privacy for users.”

The Dark Web provides people with a level of privacy and anonymity that the internet we’re all used to does not. That may sound appealing. However, many risks are associated with using the Dark Web. It can be a hazardous environment unless you’re well prepared for the potential online dangers.

For nonprofit organizations, public trust is essential. It requires little to no skill or expertise for inexperienced hackers — often called “script kiddies” — to deface nonprofit websites, steal data, or leak confidential information, harming an organization’s overall credibility. As a result, nonprofit organizations must remain vigilant and take proactive steps to prevent cyber-attacks and protect their sensitive data.

Script kiddies are individuals who carry out cyber-attacks using pre-existing tools and scripts, often without a comprehensive understanding of the underlying technology. Some script kiddies obtain hacking tools by accessing the Dark Web, where they can find forums and marketplaces to exchange information or purchase services related to cybercrime. These tools can give them unauthorized access to nonprofit organizations’ servers and lead to the exposure of sensitive data, such as donor information.

It’s worth noting that not all script kiddies use the Dark Web. Many of them rely on more conventional methods to access the software they need to launch DDoS attacks or plant malware. Nevertheless, they remain a significant threat to non-profit organizations.

Distributed denial-of-service (DDoS) attacks are a common tactic used by script kiddies to disrupt the normal traffic of a targeted website. In a DDoS attack, a flood of internet traffic overwhelms the website, much like an unexpected traffic jam on a highway, preventing regular traffic from arriving at its destination. These attacks can cause websites to crash, resulting in a loss of donations, reduced visibility, and negative publicity.

The Dark Web comes with advantages and disadvantages, but using the space is never recommended.

Only about 4 percent percent of information can be accessed using search engines available on the conventional internet, also referred to as the Surface Web (what we’re all used to using all day, every day). The rest, which is not searchable on Google or Bing, is called the Deep Web.

The Dark Web is part of the Deep Web. The Deep Web consists of pages that are not indexed and can be accessed directly, while the Dark Web consists of pages and files that have been intentionally hidden and require specific software and protocols, such as the Tor network or the Freenet peer-to-peer platform, to access.

Anonymity is the main reason why people use the Dark Web. When you use the Dark Web, your information is protected from surface web spies, allowing you to browse without the worry of being traced or censored by authorities. Additionally, content found on the Dark Web cannot be found on the Surface Web, opening up a whole new world of content consumption for users.

You’ll likely hear a lot about Dark Web Monitoring around the holidays and commerce events such as Prime Day, Black Friday, and Cyber Monday. These are services that survey your information on the Dark Web and alert you when it is found. While there is value in knowing what has been leaked to the cybercriminal playground, these alerts often offer few, if any, actionable tasks to help you protect yourself.

For example, “Dear Mr. Covi, we’ve found your social security number on the Dark Web at example.org. Your information may have been released without your knowledge and is likely the result of a company’s data being hacked or breached.” – There is no actionable next step for you.

When the service or company you use for Dark Web Monitoring adds recommendations to your alerts, their value increases.

For example, “Dear Mr. Covi, there was a breach at www.thenexthackedcompany.com and your covi@gocovi.com email address was stored for that site. The breach included email addresses, passwords, and usernames. We recommend that you change your password for this site immediately and, if you use this password for other sites, change them as well.” – There are actions to be taken, but will you know how to take them and ensure that all necessary ones have been taken?

When the service or company you use for Dark Web Monitoring utilizes a layered approach to protecting your credentials and personal identifying information (PII), the alerts carry a similar value in and of themselves, but the management of the alerts elevates that value to protect your organization and your people by maintaining your cybersecurity risk posture and allowing everyone to stay focused on daily tasks and the meaningful work that aligns with your company’s mission and vision.

For example, “Dear Mr. Covi, there was a breach at www.thenexthackedcompany.com and your covi@gocovi.com email address was stored on the site. The breach included email addresses, passwords, and usernames. Our security team has sent links and instructions to the affected user(s) to reset their password(s) and has reviewed other known accounts for any repeated use, so that those can be reset, too.”

A layered approach to Dark Web Monitoring could look like this:

  • Credential Management
  • Dark Web Monitoring
  • Credit Monitoring
  • Fraud Protection
  • Complex Password Policy Management & Enforcement
  • Multi-factor Authentication (MFA) Enforcement with Single Sign-on (SSO)
Mar 13

What now?: 4 steps to revisit your vision, mission, and values

By Sponsor Insight

by Kate Brierty, consultant at Hedges

Keeping an organization aligned during times of relentless rapid change can seem like an impossible task. Yet, it’s a task that many nonprofit leaders have faced on a whole new level since our world has been repeatedly hit with landscape-shifting changes over the past few years. The most successful leaders have taken on the difficult task of finding ways to keep what’s essential to their organization, while helping their team adapt their work to make meaningful impact in this new landscape. However, kicking off the plan to revisit, update, and align what’s at the core of your organization can be daunting.

In 2021, we gave organizations 5 questions they could answer to determine if the time is right to revisit their organization’s Vision, Mission, and Values. Many of you then shared that your organization’s essential statements were overdue for a review and refresh. So, today we want to offer insights into the obvious next question: What do we do now?

Although reviewing and revising your organization’s Vision, Mission, and Values is no small undertaking, there are a few straightforward steps you can adapt to implement a successful process for your team. We’ve outlined a 4-step update process that can leave your organization feeling more aligned, relevant, and ready to take on the changing landscape with confidence.

Step 1. Design and communicate the plan

An effective Vision, Mission, and Values review-and-revision process is intentional and inclusive, which does not happen by accident. Before you jump into editing, create a game plan for your organization’s approach. There are a few key questions to consider when structuring your revision process: What is actually up for adaptation? We encourage you to be open to reviewing all components of your Vision, Mission, and Values since they are so tightly linked and are all essential to your organization’s work.

Remember that leaving a statement open for review does not necessarily mean it will lead to any edits. However, if there is a piece of your Vision, Mission, and Values that is not on the table for potential edits, you should be transparent and provide context for that decision with all process participants to avoid frustration down the line.

Which stakeholders need to be invited to the process, and at what level of participation? Consider what voices and perspectives are needed at the table and then determine the most effective ways to allow those folks to participate. If these statements were originally created by a small group, then this is the perfect opportunity to be more inclusive and allow more voices to inform the process.

How will decisions be made? Get and be clear about how input will be considered, when decisions will be made, and who will be making them.

What is the timeline and what are the resources needed for this process? Once you know who will be included and how decisions will be made, then determine the timeline and resources (financial, staffing, etc.) that will be needed to complete this process as designed. Note: If you have another planning process happening soon (like strategic planning) you can consider how to thoughtfully combine these two planning pieces to maximize the resources allocated.

Once this plan is mapped, ensure that it is communicated to all relevant audiences in advance of asking them to participate. No one should find out about the process for the first time while being asked to give input on drafts. Thoughtful planning and communication can make sure no one feels blindsided or marginalized. Before the process begins, let your team know:

  • How the process will look and who will be involved
  • What about the Vision, Mission, and Values is actually up for review and adaptation
  • Who will make decisions and how the decisions will be made
  • How they specifically will be invited to participate throughout the process

Step 2. Answer core questions

Although it can be tempting to jump right into editing your current statements, consider beginning with an open conversation about what should be true for your organization’s Vision, Mission, and Values.

Revisit the definition of each of these statements and invite your team to answer the central questions that define them:

  • Vision- If your organization were successful, what would the new reality look like for your community?
  • Mission- What role does your organization play in helping create that new reality?
  • Values- What beliefs and principles are central to how you do your work and operate in the community?

Whether you find that your team’s responses are perfectly aligned or very different, taking the time to openly answer these questions from the outset can help inform and strengthen the rest of your process. If you see lots of alignment, this can help you prioritize those concepts most important to people across your organization. If there is a great deal of misalignment across responses, it can pinpoint areas where you will need to put in effort to help everyone understand and get inspired by your organization’s updated Vision, Mission, and Values.

Step 3. Re-visit each statement in your current context.

Now you can draft updated statements in an informed way by bringing together your current statements, your team’s reflections from Step 2, and any other research and data you have available. While each statement should be tailored to meet the unique needs of your organization and its context, there are some tips to consider to help you draft the strongest statements with your team:

  • Strong vision statements…
    • are specific and simple, so everyone can easily understand this essential message.
    • provide a challenge by describing the ideal reality your organization wants to see.
    • inspire action and attract people to your cause.
  • Strong mission statements…
    • are succinct enough to be remembered and repeated by your team.
    • utilize positive language to describe the important work your organization does.
    • balances the emotional and pragmatic aspects of your work to ensure it is engaging but practical.
  • Strong Values Statements…
    • help to tell your organization’s story by expressing who you are and how you want to be known in your community.
    • have enough context to help folks understand what this value means to your specific organization.
    • can be utilized to guide decision-making and measure how these values show up in your work at the team and individual level.

Once these statements are drafted, be sure to follow the inclusive review and revision process that you mapped out and communicated in Step 1. It can be helpful to remind folks of the research and feedback steps that informed these updated drafts when you share them out.

Step 4. Share and incorporate

This is the easiest but often the most skipped step for a successful update process- Once you have these updated statements finalized, you should utilize them!

  • Be thoughtful about how you want to roll out these updated statements with internal and external audiences:
    • Consider how you can use these updated statements to help better align your current stakeholders and attract new supporters to your work.
    • Be sure that stakeholders who were involved in the update process are thanked for their perspectives and time when these new statements are shared.
    • Be proactive about providing context for any significant content changes you made, so that folks can understand the intentionality behind any of those larger edits. For Example- If you changed the way you identify the audience you serve in your Mission Statement, then you should be proactive in the way you communicate why the change was made and why you’re excited about it.
  • Update all tools that are tied to your Vision, Mission, and Values to ensure these updated statements are guiding your work:
    • Update all digital and printed materials to reflect your refreshed statements.
    • Utilize the updated statements to help guide decision-making across the organization. Make sure leadership is modeling how these statements are used in critical full-team decisions and planning as well.
    • Revise the structures and tools utilized to recruit, train, and evaluate the entire team- including staff, board, and volunteers- to ensure alignment with your organization’s updated Vision, Mission, and Values.

The best part is that these simple steps are also a cyclical process that can keep your organization ready for whatever changes come your way in the future. Consistently utilizing these updated statements (as outlined in Step 4) should help you easily identify when your organization has grown to the point where a Vision, Mission, and Values review and revision process might be needed again.

When you do determine it’s time for that update, you can simply repeat these 4 steps to help you shape a process that will leave you with a more invigorated and aligned organization primed for even greater impact. If you are interested in how Hedges can help your team engage in this 4-step process, please reach out to me at kateb@hellohedges.com so we can find a time to chat.

Kate Brierty is passionate about asking the right questions to help groups have conversations and make decisions that will create real impact for the people they serve. She has lived out this passion for over a decade in education and nonprofit spaces in Charlotte, Detroit, and Indianapolis. In all her work as a consultant at Hedges, Kate is focused on pursuing meaningful results while keeping people at the center of her work.

Mar 06

Making tax season less taxing

By Sponsor Insight

United Way, IRS, and community organizations partner for Indy Free Tax Prep

by Fatma Yousif, community impact manager for United Way

Since 2015, United Way of Central Indiana has partnered with volunteers, community organizations, and groups across Marion, Boone, Hendricks and Morgan counties to administer the IRS grant that supports the Volunteer Income Tax Assistance (VITA) program — known locally as Indy Free Tax Prep.

Indy Free Tax Prep allows qualified individuals and families to file a complete and thorough tax return for free. Last year, 138 IRS-certified volunteers prepared nearly 4,400 tax returns for central Indiana residents resulting in $6 million in refunds.

The program’s success is due to the hundreds of volunteers who want to contribute to their community in a meaningful way. It’s all about making tax season less taxing for our neighbors.

As one volunteer recently commented, “I really love volunteering for Indy Free Tax Prep because you are learning and helping the community at the same time. It’s the best feeling.”

This year, our goal is to have 250 volunteers prepare more than 6,500 returns.

All Indy Free Tax Prep volunteers who prepare returns must pass tax law training that meets or exceeds IRS standards to be certified. This training includes maintaining the privacy and confidentiality of all taxpayer information. In addition to requiring volunteers to certify their knowledge of the tax laws, the IRS requires a quality review check for every return prepared at a VITA site prior to filing. They also assist taxpayers with the preparation of thousands of Facilitated Self-Assistance returns. 

Indy Free Tax Prep sites and volunteers offer free tax help to people who need assistance in preparing their own tax returns, including: 

  • people who generally make $66,000 or less,
  • those with disabilities, and
  • taxpayers who speak limited English.

United Way and its partners are proud to offer Indy Free Tax Prep. It truly serves the community by assisting families in keeping more of their hard-earned money. If you are interested in learning more or volunteering, you can email me at Fatma.yousif@uwci.org.

Feb 27

Committed to the community: An ICONic program

By Sponsor Insight

by Jeffrey Harrison, president & CEO, Citizens Energy Group

Throughout the course of our 135-year history, Citizens Energy Group’s top priority has been to provide safe and reliable utility services to the residents and communities of Central Indiana. Over the years, this commitment has evolved into further supporting the betterment of the communities we serve.

In this spirit, Citizens created the Investment Collaboration On Neighborhoods (ICON) program in 1995 as a nonprofit organization to support redevelopment through public-private partnerships and nonprofit loans.

ICON offers loans with 4 percent simple interest to eligible partners and prioritizes small start-up projects with loan applications of up to $300,000 where expected program outcomes can be met within 24 months. Loans are intended to be paid off within 24 months, with no penalties for early repayment or early payoff due to sale of the property or project.

Since the creation of the program, Citizens has loaned more than $5 million in low-interest loans to local partners to support small neighborhood projects. We’ve seen success particularly when partnering with organizations working on affordable housing or neighborhood revitalization initiatives.

In recent years, ICON has funded revitalization efforts such as the Indy Fringe Theatre, the Murphy Arts Center in Fountain Square, and collaborations with organizations including Great Places 2020; Local Initiatives Support Corporation (LISC) Indianapolis; Mapleton Fall Creek Development Corporation; Martindale Brightwood Community Development Corporation; Near North Development Corporation; and Westside Community Development Corporation.

Nearly 30 years of making short-term, low-interest loans to our neighbors and redevelopment partner organizations has kept us firmly connected to our community. ICON’s redevelopment efforts continue to keep us plugged in to the network of leaders working to enhance quality of life and economic development here in Central Indiana.
To find more information about ICON, including the application, click here

Jeffrey Harrison joined Citizens Energy Group in 2003 and has served as President & CEO since 2015, championing diversity, inclusion, and community engagement during his tenure. Since 2020, he has also chaired Business Equity for Indy, a collaboration of Central Indiana businesses and institutions working for racial justice.

Citizens Energy Group provides natural gas, thermal energy, water, and wastewater services to about 900,000 people and thousands of businesses in Central Indiana.

Feb 20

Practice leadership more intentionally

By Sponsor Insight

by Jeffery Kaufman Ph.D., associate professor of leadership and research, The Klipsch Educators College at Marian University

Leadership is hard work. Every day, all day, how we show up as professional leaders is either building engagement and energy or draining it. The good news is that there are specific patterns of thought and action that can help leaders show up more wholly, and in turn, liberate organizations to unleash their full potential.

Marian University’s Leadership Academy helps individuals in authority roles practice leadership more intentionally. Our practitioner-focused programs emphasize the Adaptive Leadership framework, developed at Harvard University. This foundation provides a leadership focus that recognizes organizations as social systems, differentiates between technical problems and adaptive challenges, and expressly accounts for the nuance and power of authority and group dynamics.

To meet your individual leadership goals and growth, Marian University provides individual leadership courses, executive certificates, a Master of Arts in leadership practice, and a doctorate in Organizational Leadership. Learn more about these various options at the university’s website.

Why?

There is more to organizational leadership than simply meeting technical goals and objectives. Organizations rarely struggle with technical problems given the availability of experts to solve problems that have known solutions.

Where organizations have the most difficulty is in addressing adaptive challenges where people have conflicting values, beliefs, and loyalties. As the stakes rise and the challenges become increasingly complex, perspectives diverge, and stress begins to bubble — first beneath and then above the surface.

Stakeholders may not be sure how to express their passion/fear/outrage in a constructive manner. This program works to develop your capacity and skill set to be more effective in understanding and navigating those most difficult challenges — exercising leadership from any position, mobilizing others to make progress on your organization’s most difficult issues.

What?

We will explore life-giving leadership tools and practices that help create a purpose-driven culture including motivation and engagement, understanding self and others, gaining awareness of authority and group dynamics, and using emotion for wisdom and energy. In short, building capacity to be present to your community as an intentional and centered leader when it matters most.