Scarcity Mindset is Cultural
One of the privileges of being a consultant to social profit organizations is that staff members feel comfortable sharing their vulnerabilities with us. Recently, a client and development professional shared her fears about a “major donor ask”, indicating to me a scarcity mentality. This gift had high stakes; some of her colleagues could be laid off if she didn’t raise the money. She felt the donor she was approaching was her “last option” for “salvation”.
She asked some colleagues within her organization about the donor’s involvement as a volunteer. Was he primed for ‘an ask’ and happy with their work? People theorized:
- “I know he loves us, but he seemed pretty reserved at the last meeting, maybe something has changed.”
- “When I saw him last week, he seemed ornery, too! Maybe he’s mad at us.”
- “Maybe his finances are in bad shape.”
With scarcity language like that, who wouldn’t be intimidated to make the call?
Recognizing our mindset, language and culture
Their language pointed to a mindset of scarcity that would sabotage their future.
She predicted the outcome of the call before picking up the phone.
How do we shift this culture? It starts with recognizing our language. Words make Worlds. Our words could be used to create the truly abundant future we want for our organization and its mission.
Scarcity Scavenger Hunt
| Does your organization live in this culture of scarcity?
Ask these questions to start to reveal this cultural conversation. If we don’t reveal this culture, it will determine our future for us:
Take your time with the exercise and become aware of times that you buy into or contribute to this scarcity culture. *more exercises like this can be found in Laurie Herrick’s book, Choose Abundance. |
Changing from Scarcity to Abundance
Once you see your scarcity culture you can choose to be the leader who demonstrates vision and articulates what is possible. No matter your title, actively encourage the leadership to speak their highest dreams.
Be conscious of your words, even when facing naysayers who try to thwart progress with statements like ‘we tried that before’ or ‘that won’t work’.
Create and nurture individuals that are ready for positive change and, together, identify your ideal future. Notice anyone else in your community articulating a clear vision who has forward-thinking ideas. Empower them. Be sure new staff and board are “possibilitarians”, as Norman Vincent Peale would say, who will come up with fresh ideas and take consistent actions.
Organizational change is complex and does not happen overnight. Generating an abundant future for your organization begins with one person leading the process. Language is at the heart of long-term sustainable change. Words make Worlds.
