​Like many of you, we’ve taken these last days of 2021 to plan for 2022. No, we don’t have a list of resolutions for the new year, but we do have some goals – and even a list of some dreams (fingers-double-crossed!).
 
As we look forward, we find it’s helpful to look back. We know from 20 years of experience and the uncertainty of the past two years that being nimble and reflective can lead us to a better future.
 
So, in that spirit, here are three posts from the past year that we think will inspire, or at least give you something to think about, as we move into the new one.
 
May you enjoy the holiday season!

​This year, Reach Partners celebrates 20 years.
 
Twenty years!
 
That’s countless hours of coordinating events, gathering people in conversation, helping work get done, communicating key messages, training volunteers, facilitating meetings, pushing and encouraging, staying within budget, outlining the scope, staying up late, waking up early, making mistakes, asking forgiveness, and making right the mistakes we made.
 
Twenty years!
 
As we celebrate this milestone, we recognize that we are who we are largely because of the values that we uphold and practice. We are intentional about how we do our work and who we do it with. This has led us to the best partners a business could ask for and we are immensely grateful for that.
 
So, in honor of our anniversary, we want to reflect on a few moments from the past two decades that speak to our values. Of course, there are so many more moments than we have space for, but here is a sampling:

​When the City of Fargo decided to replace an old tank with a new water tower in north Fargo, it hoped the tower would serve as more than mere infrastructure. It also wanted the structure to serve as a canvas for public art.
 
The goal was to support community-based design, something created with people rather than for them. During a competitive process, the city’s Arts and Culture Commission selected Reach Partners to facilitate the community outreach component of the project. Black Ink Creative Partners was selected to render the design.

Every Thanksgiving season, we take a moment to reflect on the past year. Typically, we're full of gratitude for our relationships, our work, and the world around us.

Let's be frank: the past year hasn't been easy, nor smooth. We are tired of Zoom meetings and doing most of our work remotely. We miss the days when a friendly hug was a safe way to end a conversation. Still, as we look back, we are in awe of the small (and big!) ways that gratitude has filled our days.

We believe we can do better together; it’s one of our values. But we also know that teams can struggle to get work done together.
 
Teamwork sounds good in theory. The more, the merrier, right?  And yet, when it comes to accomplishing tasks, it often seems easier to do it alone.
 
The problem is that teams often neglect to clarify and define roles, ensuring that their work is an uphill (or circular!) battle. Without clear roles and communication, a project slows. A lack of clarity creates redundancies and conflict; it encourages passive-aggressive behavior and wastes time.
 
To set the stage for a successful project, you first need to be clear on roles. To do this, answer two basic questions: what and who. A team needs to understand what skills are needed and who brings them: Who needs to provide input or make recommendations? Who is authorized to make decisions? Who is responsible for carrying those decisions out?
 
Understanding the answers to these questions will eliminate unnecessary frustration, friction, and unproductive competition between members of a team. If your role or somebody else’s role isn’t clear to you, it’s not clear to others.
 
As global business consultant Tamara Erikson wrote in the Harvard Business Review: “Collaboration improves when the roles of individual team members are clearly defined and well understood.”
 
Here’s how to do it:
 
What Is a Role?
 
A role is the part or position a team member plays in a particular operation or process. Some roles are formal; many are not. Formal roles include those whose name or title describes “what” they’re responsible for. For example, a project manager or a writer may fall into this category.
 
Teams often have people who do not have formal titles but have skills, experience, or knowledge that contribute to the outcome of our projects. Naming these roles can become complex and yet, it’s necessary or people will fill default roles.
 
Unless they’re told otherwise, people will assume a role because of interests, skills, personality type, motivations, or attitude. An extrovert may become the team’s catalyst to propel a team with energy and positivity, while someone with high analytical skill will provide insights and check possibilities against realities.  
 
These are the realities that make teams valuable. But be sure everyone understands “who” needs to do and know “what.”
 
Tools for Defining Roles
 
Our top tool for defining roles is a RACI chart.
While organizational charts show hierarchies and decision-makers, a RACI chart shows roles so much better. It’s a valuable tool when working with clients, vendors, in coalitions, or when volunteering on a board.
 
A RACI chart is a matrix that assigns roles and responsibilities in categories of tasks. This sets expectations for people working together. 
 
To make a RACI chart, begin by creating a row of team members across the top. List all needed tasks, milestones, or decisions on the left side.
 
Now indicate who is responsible, accountable, consulted, and informed in the intersecting cells.

• Responsible – The team member(s) who completes the task.
• Accountable – The team member(s) who needs to sign off on the work someone completes.
• Consult- The team member(s) who has valuable expertise in the area and who needs to share their knowledge and insight.
• Informed – The team member(s) who needs to be kept up-to-date on the status or progress.

 
Many examples of this tool exist online. One of my favorites is this Lord of the Rings example (the article on RACI charts is great, too).
 
If you are striving to empower others to get their work done, it may be a very helpful tool to use at the beginning of a project at work or as a volunteer.
 
We find the best use is to create a RACI chart with the team. This allows the group to grow a deeper understanding of the project tasks. The more clearly understand who needs to complete a task, whose expertise is needed, and who has the final say on decisions.
 
Like any tool, use it, manipulate, or modify in the way that works for your team.
 
– Rachel

We’re going to let you in on a project management secret. The hardest part of any project isn’t achieving the actual outcomes – it’s managing the expectations and needs of the people who are involved.

 Surprised? Probably not.

After all, if you’ve ever worked on a project, you know that one person can easily promote a plan – or derail it. That’s why identifying your stakeholders and determining how best to keep them informed is critical to the success of any project.

Stakeholder analysis is a useful tool that helps you understand stakeholders’ expectations throughout the project lifecycle. Once you understand expectations, you can communicate in a way that creates enthusiasm, trust, and excitement. These are the emotional responses you need to build the good will that will help you usher a project to the finish line.  

As Mannon Deguire put it in “Greatness, A Place Beyond Stakeholders’ Expectations:” “Projects are about hope. They need to be exciting because it is the excitement that energizes the system and gives us the energy to do the work and spend the time and money to accomplish a project.”

So, how do you start?

First, take a moment to write down everyone who is a potential stakeholder.

Then take time to answer these questions for each stakeholder category:

• What’s in this project for the stakeholder?
• How will the project (in progress or completed) affect them?
• What if it fails?
• What is the stakeholder’s interest and ability to influence others?
• Is the stakeholder supportive? Neutral? Against the project?
• How might their support affect the type or frequency of communication?
• What does the project need from each stakeholder?
  
  

By answering these questions in a grid or table format, you will create your stakeholder analysis. Here’s a partial sample analysis Reach Partners did when introducing a group of interns to project management concepts:

Once you’ve completed the analysis, you’ll be able to build a plan for communication or stakeholder engagement. The plan can include key messages for each stakeholder or stakeholder group and additional details, such as the way those messages will be delivered (email, meeting, report, or phone call) and how often (weekly, daily, or project start and end).

Experience has taught us that projects are about communication, communication and communication. As long as you can inform your stakeholders in a timely, appropriate manner, they’ll remain happy and your project is likely to succeed.

- Rachel

When we moved into our new office space (across the hall from our previous location) last summer, something felt familiar.
 
I couldn’t exactly put my finger on what or why. I had visited the space when it was inhabited by another company, but I hadn’t spent a lot of time in there. Yet, I couldn’t get rid of the feeling that something significant had taken place in the very spot where I now work.
 
And then I had my ah-ha moment: My office used to be Tony’s office. You see, Tony’s work experiences have made me pause and reflect on work life at Reach Partners.
 
Here’s why:
 
Tony was a long-term employee who worked with this other company in our building. Several years ago she requested one day off – July 10.
 
I recognize that granting vacation requests or personal days off can be complicated. But from what I understand about this business’s industry, mid-July wasn’t a busy time of the year. From what I knew about Tony, she was hard working and committed.
 
I don’t know why Tony asked for the day off, but it didn’t matter. Her boss said no. In response, Tony put in her two-weeks’ notice and left the company.
 
I’m sure denying the request for a day off wasn’t the only reason Tony left, but it certainly was the last straw for her.
 
Yes, there are rules and employee handbooks to follow. There are good reasons, as an employer, to have policies in place. There also are situations where employers and employees have to make hard choices. For example, I took off less time after my second child was born than I did when my first child arrived. Rachel once chose to fly from Minneapolis to Bismarck so she could attend a family wedding and fulfill a client obligation over the same weekend.
 
As at any company, Reach Partners always tries to balance the responsibilities of work with the responsibilities of personal life. Sometimes it’s easy; sometimes it’s not. Still, we believe our team is happier, healthier, and more productive when we trust our people to make decisions about their time.
 
Never do I want to run the kind of company that isn’t willing to consider an employee’s request for personal time. Tony’s company lost an experienced employee. I still wonder if her boss regrets his decision to deny her a day off.
 
In honor of Tony, we have observed July 10 as a Reach Partners holiday for several years.

This year, Tony’s Day Off will be held a day early because of some scheduling conflicts. That’s okay. What’s important is that we take a day off and recognize that sometimes the best policy is showing a little empathy and trust.
 
 
– Anita

EDITOR'S NOTE: This is an updated version of a post that ran July 7, 2015.