Gates' Thoughts on Complexity as a barrier to solving social problems

Bill Gates recently gave the commencement speech at Harvard. On Philanthropy did a great summary of this. Gates made an interesting point about complexity that I think is very applicable to our work at Foundations.

The barrier to change is not too little caring; it is too much complexity…Finding solutions is essential if we want to make the most of our caring. If we have clear and proven answers any time an organization or individual asks “How can I help?” than we can get action – and we can make sure that none of the caring in the world is wasted. But complexity makes it hard to mark a path of action for everyone who cares – and that makes it hard for their caring to matter.

He went on to recommend a four-point plan for addressing a complex problem: determine a goal, find the highest-leverage approach, discover the ideal technology for that approach, and, until that discovery, make the smartest application of the technology you do have. He used the AIDS epidemic as an example, the goal being, of course, to end the disease. The highest-leverage approach is prevention, the ideal technology a single dose vaccine that gives lifetime immunity. Until that vaccine is discovered, however, the best prevention approach is to get people to avoid risky behavior.

The final step – after seeing the problem and finding an approach – is to measure the impact of your work and share your successes and failures so that others learn from your efforts.

How often does the big idea get lost in the details of the work that we do with nonprofits?

The Great Generational Divide or the Cross-Generational Solution to Work Satisfaction?

I have been in what some people would call a “generational rock and a hard place” for the last few months. I am a young person in the foundation field and one of my passions is helping young people learn how to advance in the philanthropic sector but one of my professional duties at the foundation is managing a project on older adult civic engagement. A big piece of this project is figuring out how to keep baby boomers in my community engaged as they begin to retire or change careers. Talk about competing priorities. On one hand I know how important it is to keep baby boomers engaged, on the other hand I am hearing from young people on a daily basis that they can’t advance because baby boomers won’t leave the philanthropic sector and make room for young people to advance. I have finally realized that this isn’t an “either, or” proposition. Baby boomers at foundations and in the nonprofit sector as a whole have great expertise that they contribute to the field but they have created positions for themselves where they work 80 hours a week and refuse to take vacation (or sick days for that matter), with the idea that “this whole place would fall apart without me”. Young people want more responsibility but would also like to have a life outside of their job. There are lots of explanations for why this is but one of the most probable that I have heard is that Gen X was raised as latchkey kids and saw the family sacrifices that their parents had to make to slowly climb the career ladder. They also saw their parents lose their pensions in mass layoff and Enron scandals, so they know that the old paradigm of work hard for the same company for 40 years and retire is no longer realistic.

What if a new way of working was created that still kept baby boomers engaged but allowed them to reduce the number of hours that they work so that they could keep health benefits and stay involved in a career that they love? What if this same new way of work allowed Gen X the flexibility to spend time with their families or take on a second job (to pay down the massive student loan debt that so many have)? If we started thinking of the program officer position (of any other foundation or nonprofit staff member for that matter) as a collection of tasks that can be completed by one or many people depending on the time available for each worker. How much more effective would a foundation be if instead of one program officer, they now had three sharing that same 80 hour a week position? The foundation would now have 3 times as many connections in the community, 3 diverse perspectives on how to solve social problems, and 3 great ambassadors for the foundation’s work.

What refinements (or significant changes) do you think are needed to create a foundation workplace that is supportive for multiple generations?

Did foundations create the nonprofit leadership gap?

Much has been made of the upcoming leadership deficit in the nonprofit sector. Baby Boomers are retiring (or not able to because of low nonprofit salaries and/or lack of a retirement plan) and younger workers are unwilling to take on nonprofit leadership positions because of low pay and long hours or unable to take on those positions because of student loan debt, credit card debt, and increasing health care costs.

For-profit businesses invest in professional development for their up and coming staff members to ensure that the company remains profitable. By preparing a “ladder of leadership” for-profits make sure that the culture of the organization is larger than just the current leadership and ensures the organization can continue to thrive in a competitive marketplace.

It disappoints me greatly to say that foundations, not the great wave of demographic change, are the root of this coming leadership crisis. Demographics will make it impossible to continue to ignore the crisis of leadership but it is something that has been brewing for some time now. Foundations rarely invest in succession planning or professional development. Non-profit programming is the cash cow for organizations and nonprofits are penalized for high overhead costs. I am definitely not a fan of overhead, for overhead sake but nonprofits need to pay a competitive salary, offer benefits, and invest in the ongoing development of staff at all levels or else they will unable to continue to provide the services that are so needed in our communities.

Do you believe foundations are responsible for the leadership gap? What could we do differently to create organizational capacity and cross-generational institutional leadership?

First Time Visitor Guide

It can be a little bit overwhelming to visit a blog for the first time. On some blogs it may feel like you are entering mid-conversation. This guide is my attempt to help you get a sense of the topics that I include in my blog so that you can be an active participant in this small corner of the web.

Blog Description

This blog covers issues of generational change in the philanthropic sector and more broadly trends in philanthropy. This is a wide range of topics from how professional training programs in philanthropy are creating a younger applicant pool for foundation positions to how Google is revolutionizing the concept of philanthropy. We are in a unique period of time where baby boomers are retiring and Gen Xers have made it clear that they are not content with keeping the status quo in the nonprofit or foundation sectors. I believe we are in an important period of rapid evolution in the philanthropic field, which is very significant for a field has been traditionally stagnant (or based on years of history and tradition, depending on your perspective). I will use this blog to document that evolution.

Interaction

Working at a Foundation can be very consuming work that narrows your focus to only the grant proposals that come across your desk. I write this blog because it expands my focus to trends that are larger than the community that I work in but that will have significant impact on that same community. It also helps me think through and learn about the topics that I write about. Interacting with readers and other bloggers about these topics really helps to expand and clarify my own thinking. I want your thoughts about these issues as well. The real benefit of reading about topics on the web is the blurred line between audience and author and the real exchange of knowledge that happens when many people provide their perspectives. Comments are very much welcome.

Now that I’ve introduced myself, why don’t you briefly introduce yourself in the comments area below. Who are you, do you work in the philanthropic sector, and why are you interested in trends in philanthropy?