In a marvelously insightful and entertaining piece published on his Nonprofit With Balls blog, executive director Vu Le calls out non-profit leaders and organizations who are constantly asking their employees and other stakeholders for feedback and ideas, only to reject or ignore their suggestions over and again. He uses the term “askhole” to capture this behavior, and many who have experienced work life in this sector will find themselves chuckling in agreement.
Le begins by illustrating askhole behavior in an everyday social context. It’s hilarious:
Basically, you know that one friend who keeps coming crying to you about something, asks you for advice, and so you hit pause on Netflix, listen to them attentively, empathize, and give them reasonable suggestions, and then later you find out that they completely ignored you or did the opposite of what you recommended? That’s an askhole. Or someone who keeps asking for advice until they get an answer they agree with. That’s also an askhole.
Although Le is especially critical of the askhole dynamic confronting communities of color, it may apply in virtually any non-profit context. In essence, askhole behavior in the non-profit world promotes false hopes and leads to jaded attitudes, especially when it occurs repeatedly. In a line that jumped out at me, Le says, “We’ve been giving the same answers for, like, forever.”
Le does not merely curse the darkness. In his article, he offers good advice on how non-profits can avoid askhole behavior, such as “before launching some listening forum, check around to see what work has already been done,” and “if you insist on doing a listening process, get your org or foundation mentally ready and committed to trust the community’s feedback and act on it.”
So here’s the question for you non-profit dwellers: How many town meetings, “open door policies,” online surveys (helloooo, Survey Monkey!), strategic planning discussions, and coffee hours have you been invited to by senior administrators and perhaps board members? Of these, how many times have your concerns or suggestions been seriously considered, much less acted upon in an inclusive way?
Your answers will go a long way toward determining whether you have a healthy or dysfunctional organizational culture. They also will correlate strongly to the overall morale of rank-and-file stakeholders within your organization.
Hat tip to Kayhan Irani for the Vu Le article!