Guiding First, Directing Later: Strategies for New Leaders to Boost Their Organization's Standing
In the world of nonprofit organisations, growth and sustainability are key to making a lasting impact. Edwrin Sutton, the COO of Men & Women United for Youth and Families, is spearheading a mission to raise the ceiling of his organisation without losing sight of its identity.
Sutton believes that an organisation's ability to grow isn't tied to a lack of ideas or effort, but rather requires intentional attention to two core areas: culture and systems. He plans to study and learn the vision, heart, and leadership perspective of the executive director, who has an impressive track record in community engagement, youth advocacy, and transformative programming.
Sutton's approach to leadership emphasizes observation before action, listening to people and understanding systems, rhythms, and values before attempting to change anything. He walks with the organisation before attempting to lead, ensuring that decisions come from a place of understanding, not entitled assumption.
One of the strategies Sutton is implementing is making culture visible through daily behaviours and leadership actions. Leaders should model vulnerability, encourage honest feedback, and reward learning from failure to foster psychological safety where innovation and experimentation are supported.
Sutton's culture shift also involves classifying values engraved in the team, creating space for feedback, and reinforcing a "leadership at every level" mindset to empower staff to lead and own outcomes. Standardized operating procedures can reduce ambiguity in daily tasks, while digitizing workflows using a centralized case management platform can improve efficiency and communication.
Another crucial aspect is promoting a values-driven and inclusive culture. Publicly communicating commitments to diversity, equity, inclusion (DEI), and transparency ensures alignment with internal values and external expectations, supporting both cultural cohesion and adaptability.
In addition, Sutton is emphasizing mission alignment and storytelling. Clearly articulating the nonprofit’s purpose and impact through authentic storytelling and data attracts and retains mission-driven talent who help uphold and advance the organisation’s identity.
Moreover, Sutton is adopting a mindset of resilience and antifragility. He is building long-term donor relationships, endowment strategies, and hiring employees who challenge the status quo. This prepares the nonprofit to absorb crises and emerge stronger rather than reacting fearfully.
Finally, Sutton is conducting organisational audits and being willing to revise or cut programs. Regularly reviewing effectiveness and community needs to reprioritize resources ensures mission relevance while preserving legacy without stagnation. This involves engaging board and staff in difficult conversations akin to “grieving” past approaches.
By centering mission, fostering inclusive leadership, and embedding adaptability into culture and structure, these strategies support sustained growth and elevated impact while maintaining organisational identity. They emphasise culture as lived daily behaviour and systemic practice, not just stated values.
In conclusion, Sutton's approach to leading Men & Women United for Youth and Families is one that prioritises understanding, inclusivity, and adaptability. His strategies for culture and systemic shifts are designed to elevate the organisation's impact and sustain its growth without losing its identity.
- Edwrin Sutton, the COO of Men & Women United for Youth and Families, is focusing on creating a conducive culture and streamlined systems to drive growth and sustainability in the organization.
- Sutton's strategy for leadership includes observing, listening, and understanding the organization before taking action, ensuring decisions are made with a deep understanding, not entitled assumptions.
- Sutton aims to foster psychological safety within the organization, encouraging vulnerability, honest feedback, and learning from failures to support innovation and experimentation.
- He plans to implement a "leadership at every level" mindset, empowering staff to lead and own outcomes while standardizing operating procedures and digitizing workflows for improved efficiency and communication.
- Sutton is committed to promoting a values-driven and inclusive culture, aligning internal values with external expectations, and communicating commitments to diversity, equity, and transparency.
- In addition, Sutton is developing long-term donor relationships, endowment strategies, and hiring employees who challenge the status quo to build resilience and antifragility within the organization. He is also conducting regular organizational audits to maintain mission relevance and preserve legacy without stagnation.
