A social business is not just a company, but also a carrier of a mission that strives for positive social effects or environmental impact. In contrast to traditional companies, where profit takes centre stage, a social business combines economic success with social commitment. The importance of these companies lies in their ability to tackle social challenges and bring about positive change.
In a business like this, it is particularly important to have the right people on board - because there is a mission to fulfil!
At AiDiA, we have made it our mission to make Afro-German founders and their innovative strength visible. Since then, we have been able to inspire many people for this mission and even win them over as team members. I will now describe in 5 points how you can win people over to your project:
1. reach the first innovators & early adopters for your project
The first steps towards realising your mission require finding supporters. Strategies to attract innovators and early adopters include clearly communicating your vision, utilising social media, participating in relevant events and engaging influencers. These pioneers become ambassadors for your cause and help draw attention to your endeavour.
How do you do that?
First of all, become aware of your vision and mission with the help of the Golden Circles by Simon Sinek for sure. With this vision, you set out and develop a project or product landscape to visualise the goals, added value and long-term output of your project. You then organise a Friends & Family event at which you present your vision and milestones and gain your first followers for your project. Get feedback on this day and incorporate sensible recommendations into your project landscape.
2. find and select team members
Building the right team is crucial. Identify individuals who not only have the necessary skills and experience, but are also passionate about the mission. Look for team members who share the values and have an authentic passion for social change.
How do you do that?
In order to find suitable team members, it is important that you know your exact vision and mission, as well as the corporate values that should guide your company. Then work out the initial roles and areas of responsibility required to realise your vision. Use this information to create initial personas and base your job applications explicitly on these criteria. This way, you not only select potential team members based on their skills, but also look at their personal attitude and mindset. You can also take a look at the concept of Moving Motivator to.
3. effective organisation and management of a diverse team
A diverse team brings different perspectives and ideas to the table. The organisation requires open communication, a clear distribution of roles and an appreciative culture. Leading a diverse team requires empathy, understanding and the promotion of an inclusive environment in which each team member can develop their strengths.
How do you do that?
The better people see the way, the easier it is to guide them.
To lead a (diverse) team, you need 3 things:
- A clear focus through a clear vision and corporate values
- Plenty of autonomy for free action
- Regular retrospectives for reflection and adaptation
4. long-term motivation of volunteers
Volunteers are often at the heart of social organisations. Motivate them in the long term by valuing their work, setting clear goals, providing regular feedback and highlighting development opportunities. Creating a community where volunteers feel supported and heard strengthens their commitment to the mission.
How do you do that?
Create a good framework for appreciation and meaningful work in your team. You can create appreciation by establishing a regular space for appreciative communication, for example in retrospectives or during a generous check-in before a meeting. The principle applies here: "Community building first, decision making second". You can create a framework for meaningful work if you actively involve the helpers in the progress of the project. Make the positive impact of their work transparent on a regular basis. You can do this by sharing external feedback with the team, sharing project progress or simply showing things that you are proud of.
5. management of your key stakeholders
Key stakeholders, such as funders, partners and community members, are critical to success. Effective stakeholder management involves regular communication, transparent reporting on progress and incorporating their opinions into decision-making processes. Working in partnership not only ensures support, but also strengthens the network and credibility of your mission.
How do you do that?
Manage your stakeholders like the seating plan of your wedding!
Two things that are important:
- Become a benefit for your stakeholders yourself. Ask yourself what you can give them and not what you can get from them.
- Organise your stakeholders with a good CRM system such as Hubspot, Pipedrive, Monday or a simple Excel Table.
Overall, the enthusiasm and motivation of people is the key to the success of a social business mission. Clear communication, targeted team management and committed stakeholder relationships not only drive a mission forward, but also bring about positive change in society.
If you would like to find out more about people, leadership and processes, you can book a counselling session with us soon or contact our partner Leadventure obtain a counselling offer.
© Photo from Shane Rounce on Unsplash