Practicing ‘Internal Philanthropy’ to Boost Organizational Strength

Recently, ABW Partners gathered for our monthly team meeting. The meeting was dedicated to understanding our team members' personal values so we can further codify our professional values as a collaborative. In this workshop, terms like “flexibility,” “transparency,” “compassion,” “care,” “boundaries,” and various others rose to the top as some of our team’s most valued attributes when at work. As the conversation swirled around me, it made me realize that my core principle of Internal Philanthropy is just as important to my team as it is to me. 

What Is Internal Philanthropy?

As the final leg of 2024 ramps up and our personal lives become more cluttered, I’m encouraging my team and clients to embrace the “October Theory,” and use this month as well as the final two of the year to reset their goals. This will ensure that once 2025 rolls around, the habits we’ve set forth are part of our routine and lifestyle. 

Given the team’s personal values, we are making Internal Philanthropy a value of our boutique firm.

Here are several ways nonprofit organizations can incorporate Internal Philanthropy into their culture now so 2025 can be more productive:

Clear Your Mind: At ABW Partners, we start every internal and client meeting by asking “What’s on your mind?” The answer to this can be anything from the timely deliverable we are working on to someone’s daughter being home sick from school. Encouraging our team to share this information not only allows team members to get their thoughts out before work kicks in but also offers greater understanding and empathy from those around them. 

Encourage Mental Health Days: One of the most effective ways to practice Internal Philanthropy is by offering employees dedicated mental health days. These days allow individuals to take time off without stigma – ensuring they have the space to process difficult emotions, manage stress, or simply rest. Encouraging the use of these days can prevent burnout, which is especially important during emotionally taxing times.

Offer Flexible Schedules: Understanding that the end of the year is a time of deep reflection and celebration for many, organizations should offer flexible work hours. This allows employees to balance their personal, religious, and professional responsibilities without feeling overwhelmed. During holiday seasons, flexible scheduling can ease the burden on employees struggling with personal and work obligations.

Create a Supportive Dialogue: Managers should openly acknowledge the significance of external factors that may be impacting their teams. Creating an environment where it’s okay to talk about the world around us, emotions, share experiences, or even step away for a moment of reflection can foster a more understanding and supportive workplace. Mental health check-ins and forums for open discussion can help employees feel seen and supported.

Offer Access to Counseling Services: Partnering with mental health professionals to provide counseling services to employees is another vital form of Internal Philanthropy. Whether through Employee Assistance Programs (EAPs) or direct access to therapists or digital resources like Headspace, this support system can be life-changing for individuals who need professional guidance but may not seek it out on their own.

Foster a Culture of Rest: Promote the idea that productivity and well-being are not mutually exclusive. Encourage employees to take regular breaks, schedule downtime, and disconnect after work hours. 

Encourage Community and Connection: Create opportunities for employees to connect on a personal level, whether through holiday parties, virtual coffee chats, team bonding activities, or simply sharing words of encouragement. Fostering a sense of community can make a profound difference in how supported and connected employees feel during difficult times.

Lead by Example: Leaders should model Internal Philanthropy by practicing self-care and setting boundaries for themselves. When employees see their managers prioritizing their well-being, they feel more empowered to do the same. Leadership can show vulnerability by acknowledging the difficulties of uncertain political and financial times and expressing the importance of resilience and balance.

Why Internal Philanthropy Matters Now

We’ve all felt it – the weight of end-of-year deadlines and obligations pressing down on us. So, how do we cope with the everyday pressures of work and life? 

This is where the idea of Internal Philanthropy becomes crucial. Organizations that prioritize this concept create nurturing environments where employees can focus on their mental health and emotional well-being. But it goes beyond just offering a supportive space; it fosters a sense of community and belonging. When our colleagues feel cared for, they’re not only happier – they’re also more productive. Research shows that organizations with strong internal support systems see lower burnout rates and higher employee retention. 

As we reflect this October, we are prioritizing Internal Philanthropy for the sake of ourselves, our colleagues, and our clients. In prioritizing our inner peace, we give our work the best version of ourselves. That being said, we know this isn’t easy and we’re here to help not only as a strategic partner but a partner who can help nurture your professional wellbeing. Reach out if you’d like to talk.