Setting Limits Exercise: Optional and ungraded

Setting Limits Exercise: Optional and ungraded.
When entering into CSR and CR work, it can be important to know where your limits prior to joining, or starting, a team. It is a huge privilege to be able to choose your work and team. CSR/CR work can be extremely beneficial and personally satisfying. However, there is always more that can be done, and the work can become quite personal. If you think that you may want to move forward in the formal work on CSR/CR, I encourage you to think through what you are looking for, and not looking for, in potential roles.
When starting new CR initiative programming, I have found it helpful to create some limits (conveniently, these can be viewed as goals within your company, so that everyone is on the same page) around four areas specific to the results of your first initiative cycle. This is often a fiscal year, but it does not have to be. It can be academic year, program cycle, quarter, or other appropriate measure. Five goals that you may want to start with outlined here are: benefit, time, people, growth, and position.
I also suggest looking at these in two ways. From the company perspective (A), and from your personal perspective (B). Below, you will see each outlined as such. Each section guides you to ideas to consider, followed by a goal/ limit example statement. If this exercise works for you, you will have your own version of goal/limit statements for use as and when needed. My examples are throughout. Examples in blue are those that you might consider creating with your team/ sharing with your leadership. Examples in green are those that you may consider thinking through prior to an interview or when designing a new CR project.
Program and Company (A)
Benefit:
When you are designing programming or joining a team, list any and all of the benefits that leadership/your company plans to gain from this work. Refer back to this list regularly. If change occurs, adding information (rather than changing it, so you can track change) is helpful. For the purposes of this exercise. List the company benefits that you are motivated toward. Some general benefits that companies and corporations can often see from CSR/CR work include:
* Wider visibility
* Employee Retention
* Employee Recruitment (this can include preparedness for the next generation)
* Attainment of leadership goal
* Recovery from a PR issue
* Positive marketing
* - Operational cost savings
* -Organizational growth
* -Better brand recognition
Are there any of these company benefits that you do not feel strongly about? Think back on the examples that we have seen in class. Are any of these misaligned with your goals or values? If so, make your own list:
* - Better brand recognition.-315595213995Before beginning new CR programming, I suggest choosing 1-2 from the above list. Set measurable limits for these area. Example:“Our CR work will reach X number of direct human service non- profit or government agencies serving X number of residents during the 20-21 fiscal year via employee volunteer programming. Proposed programming will engage X number of company employees.”00Before beginning new CR programming, I suggest choosing 1-2 from the above list. Set measurable limit...