Harvard Case - Abby Falik at Global Citizen Year
"Abby Falik at Global Citizen Year" Harvard business case study is written by Robert Steven Kaplan, Lauren Barley. It deals with the challenges in the field of Organizational Behavior. The case study is 28 page(s) long and it was first published on : Feb 3, 2015
At Fern Fort University, we recommend Abby Falik implement a strategic plan that addresses the challenges of scaling Global Citizen Year (GCY) while maintaining its core values and impact. This plan should focus on building a strong organizational culture, fostering a robust leadership pipeline, and developing a sustainable funding model.
2. Background
Global Citizen Year (GCY) is a non-profit organization that offers a gap year program for high school graduates. The program immerses participants in a year of service and cultural exchange in a developing country. GCY aims to cultivate global citizens, build leadership skills, and promote cross-cultural understanding.
The case study focuses on Abby Falik, the CEO of GCY, who faces the challenge of scaling the organization while maintaining its core values. GCY is experiencing rapid growth, but this growth brings challenges in managing finances, maintaining program quality, and ensuring a consistent organizational culture.
3. Analysis of the Case Study
This case study highlights several key challenges facing GCY:
Organizational Culture: GCY's success hinges on its unique culture, characterized by a strong sense of mission, commitment to social impact, and a collaborative environment. Scaling the organization risks diluting this culture, particularly as new staff members are hired and the organization expands geographically.
Leadership Development: GCY's leadership team is crucial to maintaining program quality and guiding the organization's growth. However, the rapid expansion requires developing a robust leadership pipeline to ensure continuity and succession planning.
Funding Model: GCY relies heavily on donations and grants. As the organization grows, it needs to diversify its funding sources and develop a sustainable model that can support its operations and expansion.
Organizational Structure: GCY's current structure may not be scalable to accommodate the growing number of participants and staff. Re-evaluating the organizational structure and implementing a more efficient and agile model is crucial.
Change Management: Scaling GCY requires significant change management. The organization needs to effectively communicate the need for change, address employee concerns, and provide support during the transition.
Diversity and Inclusion: GCY prides itself on its diverse community of participants and staff. As the organization grows, it must proactively address potential biases and ensure inclusivity in its recruitment and program design.
Using Frameworks:
- Organizational Behavior: Understanding the impact of organizational culture, leadership styles, and team dynamics on GCY's success is crucial.
- Change Management: A systematic approach to change management, such as Lewin's Change Management Model, can help GCY navigate the transition smoothly.
- Leadership Development: Utilizing frameworks like the '7 Habits of Highly Effective People' or the 'Leadership Styles Grid' can guide GCY in developing effective leaders.
- Financial Management: Analyzing GCY's financial situation using tools like SWOT analysis and Porter's Five Forces can inform strategic decisions regarding funding diversification.
4. Recommendations
1. Strengthen Organizational Culture:
- Develop a comprehensive culture manual: This should outline GCY's core values, mission, and expected behaviors.
- Implement onboarding programs: New employees should be thoroughly immersed in GCY's culture and values through mentorship, training, and team-building activities.
- Foster open communication: Encourage regular feedback, town hall meetings, and open dialogue to address concerns and maintain a sense of shared purpose.
- Recognize and reward desired behaviors: Implement performance management systems that align with GCY's values and celebrate achievements that embody the organization's culture.
2. Develop a Leadership Pipeline:
- Identify high-potential leaders: Implement a talent management system that identifies and develops individuals with leadership qualities.
- Provide leadership training: Offer programs that focus on strategic thinking, decision-making, conflict resolution, and cross-cultural communication.
- Create mentorship opportunities: Pair experienced leaders with emerging leaders to provide guidance and support.
- Offer opportunities for growth: Provide challenging assignments and opportunities for leadership development within the organization.
3. Diversify Funding Sources:
- Explore corporate partnerships: Seek collaborations with businesses that align with GCY's mission and values.
- Develop a robust fundraising strategy: Invest in professional fundraising staff and implement a comprehensive strategy that targets individual donors, foundations, and corporations.
- Explore social impact bonds: Consider innovative funding models like social impact bonds that align financial returns with social impact.
- Develop a sustainable business model: Explore opportunities to generate revenue through program fees, merchandise sales, or partnerships with educational institutions.
4. Re-evaluate Organizational Structure:
- Implement a matrix structure: This can enhance collaboration and communication between different departments and teams.
- Create regional hubs: Establish regional offices to provide localized support and manage program delivery efficiently.
- Utilize technology: Leverage technology platforms for communication, collaboration, and program management to streamline operations.
- Empower employees: Delegate decision-making authority to lower levels to encourage innovation and responsiveness.
5. Implement a Change Management Strategy:
- Communicate clearly and transparently: Communicate the need for change, the expected benefits, and the potential challenges.
- Involve employees in the process: Seek input from staff members and address their concerns.
- Provide training and support: Offer training programs and resources to help employees adapt to the changes.
- Celebrate successes: Recognize and reward employees who embrace the changes and contribute to the organization's success.
6. Enhance Diversity and Inclusion:
- Implement diversity recruitment strategies: Actively seek out candidates from diverse backgrounds and ensure inclusive hiring practices.
- Develop diversity training programs: Educate staff on unconscious bias, cultural sensitivity, and inclusive communication.
- Create a welcoming and inclusive environment: Promote a culture of respect, empathy, and understanding.
- Establish diversity and inclusion metrics: Track progress towards diversity goals and identify areas for improvement.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: All recommendations aim to maintain GCY's core values and mission of fostering global citizenship and cross-cultural understanding.
- External customers and internal clients: The recommendations consider the needs of both participants and staff, ensuring a positive experience for both.
- Competitors: GCY needs to stay ahead of the competition by offering a unique and high-quality program while remaining financially sustainable.
- Attractiveness: The recommendations aim to enhance GCY's financial sustainability and appeal to potential donors, partners, and participants.
- Assumptions: The recommendations assume that GCY has the resources and commitment to implement these changes effectively.
6. Conclusion
By implementing these recommendations, GCY can effectively scale its operations while maintaining its core values and impact. A strong organizational culture, a robust leadership pipeline, and a sustainable funding model are essential for GCY's long-term success.
7. Discussion
Alternatives:
- Slowing down growth: GCY could choose to slow down its expansion and focus on consolidating its existing operations. However, this could limit its reach and impact.
- Merging with another organization: GCY could merge with a similar organization to gain resources and expertise. However, this could compromise its unique culture and identity.
Risks:
- Resistance to change: Employees may resist the changes implemented, leading to decreased morale and productivity.
- Cultural dilution: Scaling the organization could lead to a dilution of GCY's unique culture.
- Financial instability: The organization could face financial challenges if it fails to secure adequate funding.
Key Assumptions:
- GCY has a strong commitment to its mission and values.
- GCY has the resources and expertise to implement these changes effectively.
- The external environment is favorable for GCY's growth.
8. Next Steps
- Develop a detailed implementation plan: Outline specific actions, timelines, and resources required for each recommendation.
- Establish a change management team: Assemble a team to oversee the implementation of the changes and address any challenges.
- Communicate regularly with stakeholders: Keep staff, donors, and partners informed about the progress of the changes.
- Monitor progress and adjust as needed: Continuously evaluate the effectiveness of the changes and make adjustments as necessary.
By taking these steps, GCY can successfully navigate the challenges of scaling its operations and continue to make a positive impact on the world.
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Case Description
Abby Falik, founder and CEO of Global Citizen Year (GCY), quickly read through the most recent news updates regarding the Ebola crisis in West Africa as she prepared for her board call on July 31, 2014. Based in Oakland, California, GCY was a five-year-old not-for-profit with a fiscal year (FY) 2015 budget of $3.5 million. Its mission was to make it much more the norm for graduating high school students in the U.S. to choose a bridge year. GCY believed this experience after high school, but before college, would help students build self-awareness, learn about the world, and develop grit. In turn, GCY felt these attributes laid the foundation for success in college, and beyond.
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