Purpose-driven organizations face challenges every day - from inside the organization and out in the community or system. That is why resiliency is a critical aspect to build in your organization. One of the often overlooked characteristics of a resilient organization is their emphasis on learning.

Does your mission-driven organization have a theory of change? Do you actually use it? Most mission-driven organizations that I have encountered don’t have a true theory of change, and if they do, they don’t see the power that their theory of change has in their day-to-day work. What if I told you that your theory of change could help you reach your goals? Well, it can.

By engaging in the ongoing, daily process of learning, your organization can improve your impact, program experience, and staff morale. But we (including myself) have a tendency to jump too quickly to tactics for reflection and learning. Without identifying and addressing the barriers to learning that are present within our organizations, we are not going to be able to make any sustained progress. You can provide the evidence and build learning habits, but if you don’t address the barriers to learning, people won’t be able to practice them.

We all make assumptions. Every day. It’s how our brain works. Our subconscious makes connections and shortcuts based on our background, experiences, identities, and contexts. Assumptions are ideas or beliefs about what is true or expectations of what will happen, often without proof and generally unspoken. Assumptions can be a powerful tool in your learning and evaluation work. We just aren’t used to articulating them in a way that makes them useful.

We can’t change the world unless we have a picture of what it could be. Often, we know what we don’t want to exist or happen. But we less often have a clear image of what we do want the world to look like and how it will feel. A Guiding Star is your vision for your work, framed as what you want your community to look like in the future.

Engaging in meaning making and reflection isn’t easy. You engage in learning and evaluation efforts to do your work better and have a deeper impact, but how do you go from gathering evidence and data to making those changes? That’s where meaning making comes in. One of my favorite ways to go from data to action is the Think, Feel, Wonder, Do activity.

You’ve asked your meaningful question, you’ve gathered your intentional evidence connected to that question. Now it’s time to answer (as best you can) that meaningful question by reflecting on and engaging with your evidence and engaging with others. And remember that when meaningful questions are answered, they change the way you work.

Gathering intentional evidence shouldn’t be intimidating. Fostering curiosity about your meaningful question(s) will make you want to seek out this evidence to deepen your understanding about your work, your communities, and your impact.

Not all questions are created equal. Purposeful learning starts with asking meaningful questions.

Purposeful learning is a mindset, approach, and process that will help you do your work more effectively and deepen your impact.