In episode 53 of Mission: Impact, Carol and her guest, Reva Patwardhan discuss:
Reva Patwardhan is the founder of Greater Good Coaching. She works with nonprofit leaders who’ve followed their hearts into careers of service and advocacy. She helps them discover their innate strength, resilience and confidence, so they can use their careers to make the impact they want in their lifetimes. She has 20 years of experience in the nonprofit sector as a fundraiser, communications director, lobbyist, board member, facilitator, coach and diversity trainer. Reva co-facilitates small experiential learning groups with the Stanford Graduate School of Business. She chairs the Board of Directors at Rethink Media. She is a certified Integral Coach, and a member of the International Coaching Federation.
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Carol Hamilton: My guest today on Mission Impact is Reva Patwardhan. Reva and I talk about leadership coaching. We talk about what it is and what it is not, the extra challenges nonprofit leaders have in investing in coaching, why an organization’s mission can push people into a state of constant urgency and how slowing down can actually help them work better and more effectively, and why taking a trauma-informed, somatic approach to coaching is key.
Mission Impact is the podcast for progressive nonprofit leaders who want to build a better world without becoming a martyr to the cause. I am Carol Hamilton, your podcast host and nonprofit strategic planning consultant.
Welcome. Welcome Reva to the podcast.
Reva Patwardhan: Thank you. Thanks for having me.
Carol: So I like to start each conversation with a question around what drew you to the work that you do, what motivates you and what would you say is your why?
Reva: So I'm an executive coach and before I was a coach, I worked at a nonprofit for about 14 years. And I had a lot of different roles there, fundraiser, lobbyist, communications director. And in that time there, I realized that I had a real love of supporting the people around me. Even when they were doing jobs that I was not necessarily capable of doing. And I also really just had a great deal. So there were, like every nonprofit we had issues with burnout and not every nonprofit, but a lot of nonprofits have. Right. Hashtag not all nonprofits.
Carol: Just most.
Reva: Yeah. But I stuck around because I just really loved the people I worked with. I just admired them so much. They were so smart and so passionate and just incredibly committed and I believed in what we were doing. So that was just like all the magic components for me. So I decided to make a career out of that. And yeah, I really feel like the people who are actually out there trying to solve problems that we all face that are, they are not there's no. or a little profit motive, it's just like, I am here to try to solve this problem. Those are really hard jobs. And those are exactly the people that we need to be figuring out, like, what can we do for you? Right. And so I really feel passionate about asking, what do we need to be doing to make these jobs that are very hard and also very crucial, more sustainable so that we are not crushing the very people who are carrying. Our hope for us.
Carol: Yeah. A hundred percent. So I feel like coaching it's certainly become more prevalent in the for-profit sector. Yeah. And more well known. But I feel like there's still quite a few misconceptions about what it is and who it's for why it's important. So, how would you describe leadership coaching?
Reva: Yeah, leadership coaching and you're right. There is quite a gap that I've observed between the nonprofit sector and the corporate sector. The nonprofit sector for whatever reason is, has been behind. And really recognizing how important it is to invest in leaders, as individuals, as human beings. And that is what leadership coaching is. It's really investing in you. I think that's why it's hard for people. It's hard for an executive director to say, Hey, I'm going to spend some money on an executive coach because it's really for her. Right. it is for her in service of her mission. And when I coach with people, we do have the mission centered in our work, but it is for her and her ability and her passion and her values. That is part of the process of what we're doing to serve the mission. Right. So, in order to center your own wellbeing and your own development, I think it's a hard thing for a lot of people to do. We're very much conditioned out of that. And I do work with a lot of women but very much conditioned to, to not to always be giving to others, not to ourselves. And that is what coaching does. And I think what it is beyond that, I think it varies quite a bit. I think one reason why there's a lot of confusion about what coaching is because it varies quite a bit depending on who you work with, and there's a lot of great ways of coaching out there. And it really is a matter of finding your right fit. So I'm a big believer in figuring things out, talking to people and finding who's the person who resonates for you. The way that I work with people is I work with the whole person. That means we're talking about feelings, we're talking about the things that really matter to you. We there's room to talk about what's happening in your home life as well. Because you're the same person there. And we're always looking for what is life and work asking of you right now? What edge are you at? Where the way you did things before got you to where you are. Let's thank those methods. Let's honor that. And what new edge is life asking you to meet right now?
Carol: Yeah, I really appreciate that. And I appreciate the whole, whole person perspective that, just going against that myth, that we park all that stuff at the door. When we come to work, it's all there. Whether we talk about it or not, it's all there. So one of the things that you focus on when you're, when you're working with nonprofit leaders is somatics. Can you tell me a little bit about what somatics is and how you incorporate that into your coaching?
Reva: Yeah. So when I work with someone somatically, what I'm doing is. The reason I do that is I find it's one of the quickest pads for someone to access their innate wisdom. So when I'm working with someone I'm not it's not consulting because I'm not providing you with a bunch of answers. I might offer ideas. I might thought-partner with you, but I'm not offering you suggestions. What I'm doing is asking questions to help you figure out and feel into what is right for you. And it's that feeling. That is the power of coaching. And I really see one of my goals as a coach is when someone walks away from their work with me, one of the things they've learned is how to listen to themselves very deeply. And what are the ways they can be with themselves? How can. , what, what ways of being with yourself and coaching yourself, can you practice and learn that help you learn how to get unstuck so that you become someone who, so everybody gets stuck, but do you stay stuck or do you know how to get yourself unstuck? And all of that is Starts with being able to really slow your mind down. And the container of coaching for that is really, it's a powerful container because that's what we're doing is we're slowing ourselves down and we're pausing. And we're noticing in the moment, right, as an emotion comes up or right. As something important was said, you're slowing down and saying what's happening there in the body. And what guidance can we get from that?
Carol: So somatics being about paying attention to what's going on in the body, not just what we're thinking. Yes. Yeah, yeah, yeah. And I feel like, folks. It's always been there, right? Like we've always been in these bodies and yet, in our culture at least in the US context, there's been this mythical separation of our mind in our body. How much resistance or acceptance do you find when you're working with folks to step into that work?
Reva: Yeah, so I always meet people where they are. Right. I think that's really important. That's one of my core values and I don't push. Right. I respect people's boundaries. That's another core value and I do invite, right. And I find that most of the time, people welcome that because what they're experiencing in their day to day life is a lot faster. A lot of fast pace, a lot of rushing from one task to another. So what it often feels like is just having a chance to finally take a breath. And then it's like, okay, what is it like for you when you get to take a breath, let's just spend some time noticing. I don't experience people. Like I think part of it is because a lot of folks and this isn't true for everybody, but a lot of my clients do seem to get pretty quickly the value of tuning in. It's just, it's something we all innately are able to do. It's just that it's conditioned out of us. So when you Remi you're reminded suddenly that, oh, this is something I can do. Maybe you haven't done it since you were four, but oh, this is something that I can do. It's not , it's not wild or scary. It's just like, this is the thing I can do.
Carol: Yeah. And I feel like so many of the conversations that I have with other coaches, consultants doing different work, different work with organizations, PE individuals. Almost always some element of that. Let's just slow down for a minute. Let's take a pause. Let's take a step back. Let's try to pull you out of that rush, rush, rush meeting after meeting mentality that gives people just a little bit more space to think. Yes.
Reva: Yeah. Yeah. And what if we could have that more and more in our lives. Right. Right. What if as a leader, I had the ability to pause and to actually say, I'm a leader in this organization and I'm gonna decide to actually program into my day to day and set boundaries, time to reflect and pause. And that is a priority because when I do that, I'm better at my job. And so part of the, and, and it sounds, I think a lot of times people are truly experiencing urgency in their work, right. There's urgency coming from somewhere, right. And often people are working with, or serving communities that are experiencing urgency. And so it sounds, it sounds really bizarre. or it can be like, who am I to slow down? Why do I get to do this and all of that stuff? But one of the things that can happen with coaching is you start to see, oh, this actually is gonna help me be more in service than I currently am, because it'll help me actually. See the forest rather than just the trees. If I'm constantly moving from one task to the other, I'm never able to ask the big questions, or if I'm asking the big questions, I'm not able to do anything about it. And there's the undercurrent of frustration there of, there are things I'd like to do and there's no space to do.
Carol: Yeah. Okay. And I think when the, when the leader actually does that, and then, people see that on their calendar or they talk about it, it starts to give permission for other people to also do that within the organization and, question this whole culture that we have of, Rush rush, rush, busy, busy, busy, every job description saying you must be comfortable in a fast paced environment, you know? Yeah. And I mean, what my little step in that direction is to try to stop, when it's the first part of a conversation and the hi, how are you? Oh, I'm, you know? Oh, it's been, so it's been so hectic. It's been so. Busy. I try to avoid actually saying whether it's true or not. Cause I just feel like it, it plays into this myth that we all have to live that way.
Reva: Yeah. I mean, I'm not gonna, I'm gonna be real. I also often live that way. Sure. I often also feel overwhelmed and rushed and all that stuff. It's just that I think one of the gifts of doing this work is I don't feel. As guilty about slowing down, because I know that I can't lead from that rushed place. I can get things done, but that's different than leading.
Carol: I haven't quite managed to let go of all of the guilt yet. I'm working on it.
Reva: I said mostly or something mostly. OK.
Carol: That sounds good. But it's gotten better. You also take a trauma-informed approach. And I feel like I am hearing this a lot with clients that I'm working with, that they're taking a trauma-informed approach with their clients. What does it actually mean to be trauma-informed?
Reva: It means being careful of your impact. Mm. I think it means having some humility and respect for the person that's in, that's in front of you. I think it's being aware that there is a lot of trauma, more so than ever, I think, in the world. And there are tools to help people. It's having a toolbox to offer people around that. And it's knowing your lane. So I'm not a therapist. And if I'm really, if I'm seeing real trauma with someone, then I'm going to refer them to someone who can, can help them with that. And when I say trauma, I mean like a level of trauma that I can't deal with, but there is a certain level of trauma we're all carrying, I think. And so everyone has to skill up for that. And part of it is respecting those boundaries. It's like, whatever defenses this person has, they're there for a good reason. And so let's not pretend they're not there for a good reason. And so I do work with people around understanding their defenses and slowly loosening them. But I work slowly, which my, one of my one of the things that I really believe in is in order to move quickly, you have to slow down, go move, slow to go fast. Right. So that is often the most effective way towards transformation is just having patience, continuing to meet whatever's happening in the moment. And not rush it, not push it because that's ultimately not gonna work anyways. Yeah. That's how I think about it.
Carol: Can you give me an example of what some of those defense mechanisms might be and, and kind how to, I don't know that skilling up that you talked about in that arena.
Reva: Yeah. Yeah. So so I work with, so I work with people around emotions, right? So as you said, it's, it's the whole person who's coming in the room. And I see coaching as where we get to work with the human side of our challenges. And so if someone's coming in with a challenge and we're unpacking, what is the, what is the human part of this and focus on that. So there's emotions coming up. So I'm making space for those and we're, we're, we're we're unpacking that we're working with that. Like what's behind these emotions. What are some thoughts? Some, some mindsets or thoughts that are there. What are some wounds that need a little bit of space there? And if I find someone who, if I find that someone is, you know that's really hard to be with a certain emotion. I respect that. So we move slowly. So we titrate. So it's like, So what if you're just with this emotion for one second, just to see what it is, right. And then we back off, we intentionally back off. Right. So I might offer them something to practice on their own. That's just like just saying hello to this part of you that feels this way. once a day and then you just back away and then slow, very slowly increase. Capacity to be with it. So that's one.
Carol: That's awesome. Yeah. So my tagline for my podcast is helping nonprofit leaders have greater mission impact without becoming a martyr to the cause. How do you see that show up with folks you work with and, and how are you trying to contribute to shifting this culture of overwork and extraction in the sector.
Reva: Yeah. So I'll tell you one of the things that I've been seeing a lot lately, And I think it was always there and I've just started to be able to begin to catch onto it more. But I've noticed that there are certain very prevalent, toxic dynamics in the nonprofit sector that when you are in the middle of that dynamic, when you're really a part of it, it can feel like a personal problem. Mm. Right. So something's going wrong. and in the organization, but because it feels like a personal problem, I treat it like a personal problem. So and so what happens there is if you, so if you imagine you're a leader, an E.D. and things aren't going right. And the thing that's not really feeling like the thing that's not going right is me. And my efforts to address it have failed. So what do I do? Like, what do you do in that situation is you hide it, you hide the problem right. If you blame yourself for the problem and you haven't been able to adequately address it, you hide the problem. And so you're then unable to do anything about it. Right? And so like some examples I've seen of this are Executives, who've gotten really good at hiding their overwhelm. And because they're, it's just become this really normalized thing that their funders don't fund overhead. And it's been like that for so long. That it's just a completely normalized culture where overwhelmedness and burnout are just normal. And so if you are overwhelmed or if you have a problem with being overwhelmed, that's a problem with you. Right? And so let's hide that rather than actually trying to figure out how to do it. You feel compelled to hide it. Another example is like so you have to say, part of your job is going to speak at, to represent your organization and your community at community meetings where there's politicians or whatever, and you feel very anxious about it. And you're ashamed of that anxiety. Well when it's not the anxiety, that's the problem. The problem is the fact that you are the sole member. You're the sole representative of your community. No one else in the room looks like you, you're the only person of color in the room, you know? And that's the problem because you feel ashamed of the anxiety. You're trying to solve the problem yourself. And trying to hide the fact that you feel the anxiety. It's actually very normal to feel anxious in that situation. That's not the problem. So I think people in this situation it's like, they're, they might be this is just ripe for a very ripe moment for imposter syndrome. So they might be thinking that someone else could be doing this job better. The person who was in this role before me did it better. And or or they might be thinking like, I'm the least competent person in this room, all of that stuff, which makes it feel like this is a problem with me. And so that's, and that's just paralyzing. So what I do is, I help people take their power back and find their voice. Part one by realizing you're not crazy. This is a genuinely hard situation. You are not broken. So taking your power back, finding the things that you can do in your immediate sphere to take action. And really, and just to the whole taking your power back thing, that's like, What I try to do is I try to help my clients see it for themselves. So it's not just me telling them. It's like, sure, help them see it for themselves and actually feel it actually feel the truth that, oh, oh, I see. It's not me. Right. And so from that place, you can take action. And the fact is most of these problems, they are much bigger than one person. So, and it may be a long game, but just starting the process of strategizing and, and planning out, how can you get more resources in this? Who can you reach out to? Who's gonna be your support system who are gonna be your collaborators and actually problem solving this. Right? So it's putting the problem where it belongs, which is in the collective. right. Not in the individual.
Carol: Yeah. And even some of the things that you talked about at the very beginning of who am I to slow down or who am I to invest in myself and get coaching goes to this whole mindset of if you're passionate about your, your issue and you have to give it all and this selflessness of the helper and that can be just a recipe for burnout. It's like here, here are the five steps to burnout. Here you go, go do these things, go believe these things.
Reva: Yeah, and I think there's also a recipe for burnout for the people in those jobs. And I think there is a wake up call going on for the sector. If it's not happening already, it's going to happen very soon because there is this emerging sense that people don't wanna put up with any of this crap anymore in their jobs. Right. And it's getting harder and harder to fill the position of executive director. In the for-profit sector, being a CEO is seen as this glamorous thing. And I think part of that is because part of that is like the ridiculous salaries and we don't necessarily want to model ourselves off of that. Part of it is that they have resources, they have support to do what they need to do. They don't. And so in the nonprofit sector, I think becoming an E.D. should feel, you should feel proud. You should feel proud of being an executive director or being a leader of a development director. Communication director any, any like any role, like doesn't just not just at the director level, but you should be proud. Anyone should be proud to work in the nonprofit sector, whether you're an entry-level fundraiser. I started out in the, as a door to door canvasser. We should feel proud of our work. Right. But I think one of the reasons it's very hard to feel proud of our work is because we don't feel appreciated. Right. And there is that undervaluing and a big part of that is not being supported in the work. Right. You're just allowed to flail. And so, and so people are saying, no, why, why, why would I do that to myself? You know?
Carol: Just the sense it's like never enough. Yeah.
Reva: And, but the fact is I think that we actually still need the nonprofit sector in this country. We live in this country where this is the way it's set up right now. And if we wanna be able to solve big problems, We have to be able to do work that centers on impact and not profit. We just have to do it. And maybe there's sweeping changes that need to happen, but this is where it is right now. And how do we not lose all our wonderful people?
Carol: Yeah, no, I am seeing that, that, and, and just hearing people talk about it, this underbelly of the sector, that's always, probably always been there. And various, I don't know, historical reasons for that. And just this mythology that gets exploited and folks are saying, no more. How can we do this differently? Doesn't have to be this way. But it's hard to step out. It's hard to step out and, and do it in a, you know, to work on being countercultural, right, even at the individual level.
Reva: Yeah. And that's why I do this work. It's like, okay. I, if I think that this is important work and I really want there to be people doing it, how do we support them? How do we find ways to make this work for them? If the mission matters then so do the people who are working for the mission.
Carol: Right. Yeah. All the people involved matter for sure.
So at the end of every episode, I play a game where I ask one moderately random icebreaker question. So I've got three cards from my little box. So if you, for, for any place that you visited, what's, what's a place that you would love to go back to.
Reva: Hmm. Bali.
Carol: Mm. Say more.
Reva: Oh man. So Bali is a beautiful place. Now I'm worried about promoting tourism to a place that maybe can't handle it.
Carol: Don't go to Bali, right?
Reva: I was there maybe 10 years ago, so, and oh, it was just, it was just the, the people are just very, were just very open and lovely. And the. The nature was just beautiful and gorgeous. And it, every, any time I go to a different country, I think I've been to India many times as well. It's my parents' mother country. I've been to Mexico, I've been, I've been, anytime I go to another country, I just feel a sense of freedom because I'm. It's like something about just like now I don't have to follow the usual rules here.
Carol: You have this, the sense of even when you're going, you're, you're breaking cultural rules in the other country. They give you a pass like, Ugh, they're a foreigner, but they don't know so, so you have a little bit of leeway and can yeah. And also like, people give you a little grace.
Reva: Yeah. Yeah. People give you a little grace and it's, it's more, it's just like, it's lovely to just get out of the water that I'm usually swimming in. Yep. It's lovely to get out. What I define or what we define as normal here. Sure. Just to leave for a while.
Carol: Yeah, yeah, yeah. Yeah. My parents first posting in the foreign service was in Indonesia. So we have many home movies from there and from Bali. This was before me, but I would love to go visit. I'm sure it would be totally different than when they were there in the 1960s. Yeah. But yeah, it's, it's a place on the list. So thank you. So what are you excited about? What's coming up for you in your, in your work and what's emerging?
Reva: Yeah, the thing I’m most excited about is my work with my one on one coaching clients. There is something so powerful about that moment when someone faces the truth of the challenging moment they’re in and starts to sort through, what are the things that are in your power to influence, and what are the things that are bigger than you that you can reach out for help on, and what starts to become more possible for you when you stand in an unconditional sense of your own belonging and the unconditional belonging of your community. It is really beautiful, powerful, transformative work and it is an honor and a joy to be able to do it. It is the thing I love doing more than anything and I feel blessed to be able to do this work. If anyone listening would like to talk to me about the possibility of working together please come to my website. I would love to talk to you. It's been a long time and I've been at this work for a bunch of years now. And I have a lot of new, a lot of new things to say, and I'm excited about saying them.
Carol: Excellent. Yeah. So what would you say are your top three new things to say?
Reva: Well, one of them is just seeing this relationship between imposter syndrome and the nonprofit sector's inability to address major problems that are sector wide or organization wide. And to see that imposter syndrome is not an individual problem, it's actually baked right into the structures of the nonprofit sector.
Carol: And our society for various identities, if you've been questioned your entire life yes, then you will learn to question yourself, yeah. In your capacity and when you have not. Yeah. Well, thank you so much. And thank you for all you do for nonprofit leaders. I really appreciate it and appreciate you having this conversation.
Reva: Well, thank you so much for having me. This was a lot of fun.
Carol: I appreciated how Reva described her approach for helping her coaching clients deal with uncomfortable emotions. It is not a matter of all in. It is a matter of step by small step – titrating is the word she used. – Meeting folks where they are and only going as far as is a little bit beyond their comfort zone – be with it for a little bit and then back off. I also appreciated her broader perspective on the toxic cultures that too often emerge within nonprofit organizations – overwork, overwhelm, and burnout. That when you are part of it – it feels personal, and it may seem like it is embedded in the personalities of those around you. And as a leader it can feel like a personal problem – which can lead to denial and avoidance and hiding from the challenge instead of addressing it. So instead by naming it leaders and staff can take their power back and address the elephant in the room.
Thank you for listening to this episode. I really appreciate the time you spend with me and my guests. You can find out how to connect with Reva, her full bio, the full transcript of our conversation, as well as any links and resources mentioned during the show in the show notes at missionimpactpodcast.com/shownotes. I want to thank Isabelle Strauss-Riggs for her support in editing and production as well as April Koester of 100 Ninjas for her production support. Please take a minute to rate and review Mission Impact on Apple podcasts or wherever you listen to podcasts. It helps other people find the podcast. We appreciate it! And until next time, thank you for everything you do to contribute and make an impact.
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I am Carol Hamilton, nonprofit consultant and podcast host. My passion is helping organizations cultivate healthy, inclusive cultures that live their values, fostering learning, creativity and results. Find me at Grace Social Sector Consulting and download free resources.
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