Embedded Files
We are what we repeatedly do - Excellence is our work habit
Study A- Local county agency improves capacity building forging the path to a healing community.
Context
The organization's relationship with community stakeholders was struggling, impacting the effectiveness and sustainability of its collaborative efforts and community outcomes. This reputation barrier made it difficult to achieve equitable and meaningful outcomes within the community, creating challenges that deeply affected both the organization and those it serves.
Action
The organization implemented a multifaceted strategy centered on equity procurement, the formation of an internal review team, and active feedback from community stakeholders. The procurement process was designed to ensure equitable and inclusive opportunities for all community partners, providing education and support to prospective services to guarantee a fair chance to participate in serving our community. An internal team was established, dedicated to reviewing and monitoring the organization's practices, consisting of stakeholders from diverse backgrounds and working classifications to align organizational goals with building equity and trust in the community. By enhancing the organization's accessibility to external partners, we facilitated organic and purposeful community collaborations. Additionally, we set the standard for continuous quality improvement, ensuring that the criteria for community feedback on services are included for all stakeholders.
Impact
The implementation of this strategy resulted in enhanced collaboration and the achievement of mutual goals with community stakeholders. The organization began delivering high-quality services that were closely aligned with the community's needs. These services facilitated the development of sustainable partnerships, fostering trust and understanding among community partners. Consequently, the organization not only enhanced its reputation but also established a robust foundation for ongoing equitable and effective collaborations. Solutions are expected to reduce internal workload by 20% within the next 1-2 years.
Study B- Public service organization makes data - informed reforms in service delivery.
Context
Organizational data highlights opportunities to improve the impact of service involvement on consumers. Positive change can address generational patterns and build stronger community trust. It's clear that everyone is committed to doing their best for future generations. Every staff member, whether directly interacting with the community or not, plays a crucial role in advancing the organization's mission.By closely examining service delivery operations, we can identify numerous factors that enhance how services are delivered and their positive outcomes.Early indicators, like during the hiring process, can reveal areas for growth. By ensuring consistent interpretations of rules and regulations, providing thorough onboarding, and investing in talent development, we can create a more supportive and effective environment for all staff.
Action
Design and implement an engagement protocol to promote equity and empower the community. The intentional reform of the engagement protocol started with role-playing and embracing cultural humility in current engagement strategies. Through a focus group, program managers pinpointed areas where the current protocol could improve consumer service. By collaborating across various departments within the organization and with external community partners, we designed reformed engagement policies and procedures. Our guiding principle is clear: 'Nothing about them without them!' A community advisory group was formed to gather the voices of those primarily impacted by service involvement. The renewed engagement practices were implemented and applied, marking a significant step forward. However, this is an ongoing process. Regular evaluation of practices and outcomes is integrated into our standing organizational protocol reviews.
Impact
The organization's renewed engagement has profoundly influenced its policies and procedures, ensuring equity, confidentiality, and collaborative practices across all services. These revisions have significantly impacted the internal work culture and code of ethics. The updated practices have empowered service professionals to set aside biases and personal experiences, ensuring that consumers feel heard and respected. This approach has successfully reduced safety incidents and enhanced community collaboration. Improved communication has resolved more concerns and decreased the need for unwarranted services. The community now has a clearer understanding and feels empowered to make informed and beneficial decisions. Additionally, it is anticipated that data will demonstrate reduced disparities and adverse events by 25% for involved marginalized groups within 2-3 years.
Study C- Local county seizes the opportunity, to ensure its workplace culture truly reflects stakeholders' voices.
Context
Over time, a sense of disconnection, misalignment, and lack of communication can develop within an organization.Unintentionally, staff may begin to feel that leadership is making decisions behind closed doors and showing favoritism. This can lead to a perception that the immediate needs of staff and the community are not important to the executives and that they simply do not care. Meanwhile, executives are doing their best to find solutions that serve the organization's purpose and obligations to consumers, while also addressing staff burnout prevention and increasing staff retention. Additionally, often enough executives also feel isolated from their own organization.
Action
The development committee was repurposed to facilitate communication between different departments, job roles, and management levels within the organization. The committee held diverse representation & input, including leaders with titles and responsibilities and those who are champions in their own sphere. Participants were recognized and rewarded for taking part in voluntary committee assignments. The committee was involved in performance evaluations, strategic planning, and professional development. It also functioned as a space to ensure organizational policies, practices, and procedures were aligned and equitable.
Impact
The organization's members were able to focus on addressing issues that matched the organization's mission and vision.Through this alignment, departments improved their capacity and engagement across the organization, breaking down barriers and inconsistent protocols. Reconstruction efforts aimed to include all those interested in participating in the planning and implementation of the organizational culture, without any formal barriers.This provided a safe space for connection, support, innovation, leadership, and the expression of talents. Executives and other department leaders made decisions that appeared more transparent and intentional, taking into account the needs of the staff and the community.Solutions are expected to reduce voluntary exits by 20% within the next 1-2 years.
Results
Our results stem from the consistent practice of genuine connection, restorative engagement, and aligned purpose.
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