Animal Welfare Professionals

Hello friends!

I would like to share an updated organizational chart from the Humane Society of Hobart. Rather than the traditional top-down structure that is typically used in most non-profits we have moved to a circular structure with insulated rings directed toward our mission and the most important people doing the work in our organization. Since the adoption of this structure, it has become embedded within our culture and vision and reinforces our mission and priorities. It was the first step in realizing change. Though this might help those of you interested in initiating change and how beginning with how your organization is structured can be at the heart of starting the process! Have a wonderful weekend!

Jenny Webber, Executive Director

The Humane Society of Hobart

This is beautiful and inspiring! Can you say more about how this was embedded in the culture? How do your animal care staff/vet techs/inner circle folks feel more important and valued as compared to before? Thank you so much for sharing!

Hello friends!

I would like to share an updated organizational chart from the Humane Society of Hobart. Rather than the traditional top-down structure that is typically used in most non-profits we have moved to a circular structure with insulated rings directed toward our mission and the most important people doing the work in our organization. Since the adoption of this structure, it has become embedded within our culture and vision and reinforces our mission and priorities. It was the first step in realizing change. Though this might help those of you interested in initiating change and how beginning with how your organization is structured can be at the heart of starting the process! Have a wonderful weekend!

Jenny Webber, Executive Director

The Humane Society of Hobart

Thank you, Nichole! As we were entering the change process to adopt a no-kill philosophy the leadership of the organization felt that we had to adopt an organizational flow that truly represented what was most important to us...our mission and the people doing the lifesaving work. We were shifting an entire culture and wanted the staff to know where our priorities were. We walked the walk and talked the talk and eventually built real trust with each other as a team. The staff knows and trusts we are there to empower them and protect them as they are on the frontlines of our mission.  The team transitioned to a compassionate, inclusive, and most importantly, lifesaving team moving from a 68% live release rate to an astounding 98% live release rate in the same year.  Taking a multi-channel approach, beginning with your organizational flow chart, to change the culture of an organization can be the first step! Thank you for your kind words, this was rattling around in my brain for a long-time and I collaborated with our board president to bring the visual to life. It ended up being the first real step in the change process for us in 2018. 

This is beautiful and inspiring! Can you say more about how this was embedded in the culture? How do your animal care staff/vet techs/inner circle folks feel more important and valued as compared to before? Thank you so much for sharing!

Hello friends!

I would like to share an updated organizational chart from the Humane Society of Hobart. Rather than the traditional top-down structure that is typically used in most non-profits we have moved to a circular structure with insulated rings directed toward our mission and the most important people doing the work in our organization. Since the adoption of this structure, it has become embedded within our culture and vision and reinforces our mission and priorities. It was the first step in realizing change. Though this might help those of you interested in initiating change and how beginning with how your organization is structured can be at the heart of starting the process! Have a wonderful weekend!

Jenny Webber, Executive Director

The Humane Society of Hobart

Did you redefine your organization's mission along with this?   What is your mission?

Thank you, Nichole! As we were entering the change process to adopt a no-kill philosophy the leadership of the organization felt that we had to adopt an organizational flow that truly represented what was most important to us...our mission and the people doing the lifesaving work. We were shifting an entire culture and wanted the staff to know where our priorities were. We walked the walk and talked the talk and eventually built real trust with each other as a team. The staff knows and trusts we are there to empower them and protect them as they are on the frontlines of our mission.  The team transitioned to a compassionate, inclusive, and most importantly, lifesaving team moving from a 68% live release rate to an astounding 98% live release rate in the same year.  Taking a multi-channel approach, beginning with your organizational flow chart, to change the culture of an organization can be the first step! Thank you for your kind words, this was rattling around in my brain for a long-time and I collaborated with our board president to bring the visual to life. It ended up being the first real step in the change process for us in 2018. 

This is beautiful and inspiring! Can you say more about how this was embedded in the culture? How do your animal care staff/vet techs/inner circle folks feel more important and valued as compared to before? Thank you so much for sharing!

Hello friends!

I would like to share an updated organizational chart from the Humane Society of Hobart. Rather than the traditional top-down structure that is typically used in most non-profits we have moved to a circular structure with insulated rings directed toward our mission and the most important people doing the work in our organization. Since the adoption of this structure, it has become embedded within our culture and vision and reinforces our mission and priorities. It was the first step in realizing change. Though this might help those of you interested in initiating change and how beginning with how your organization is structured can be at the heart of starting the process! Have a wonderful weekend!

Jenny Webber, Executive Director

The Humane Society of Hobart

We did... Our mission is to build and strengthen pet families. 

We build pet families through sheltering and adopting homeless pets in need into loving homes, and we strengthen pet families through our lifesaving programs. 

Did you redefine your organization's mission along with this?   What is your mission?

Thank you, Nichole! As we were entering the change process to adopt a no-kill philosophy the leadership of the organization felt that we had to adopt an organizational flow that truly represented what was most important to us...our mission and the people doing the lifesaving work. We were shifting an entire culture and wanted the staff to know where our priorities were. We walked the walk and talked the talk and eventually built real trust with each other as a team. The staff knows and trusts we are there to empower them and protect them as they are on the frontlines of our mission.  The team transitioned to a compassionate, inclusive, and most importantly, lifesaving team moving from a 68% live release rate to an astounding 98% live release rate in the same year.  Taking a multi-channel approach, beginning with your organizational flow chart, to change the culture of an organization can be the first step! Thank you for your kind words, this was rattling around in my brain for a long-time and I collaborated with our board president to bring the visual to life. It ended up being the first real step in the change process for us in 2018. 

This is beautiful and inspiring! Can you say more about how this was embedded in the culture? How do your animal care staff/vet techs/inner circle folks feel more important and valued as compared to before? Thank you so much for sharing!

Hello friends!

I would like to share an updated organizational chart from the Humane Society of Hobart. Rather than the traditional top-down structure that is typically used in most non-profits we have moved to a circular structure with insulated rings directed toward our mission and the most important people doing the work in our organization. Since the adoption of this structure, it has become embedded within our culture and vision and reinforces our mission and priorities. It was the first step in realizing change. Though this might help those of you interested in initiating change and how beginning with how your organization is structured can be at the heart of starting the process! Have a wonderful weekend!

Jenny Webber, Executive Director

The Humane Society of Hobart

Thanks so much for sharing that!

We haven't tried to chart our organization, but we're all-volunteer, and have no board president, officers, etc.  So we're definitely an alternative structure.

We did... Our mission is to build and strengthen pet families. 

We build pet families through sheltering and adopting homeless pets in need into loving homes, and we strengthen pet families through our lifesaving programs. 

Did you redefine your organization's mission along with this?   What is your mission?

Thank you, Nichole! As we were entering the change process to adopt a no-kill philosophy the leadership of the organization felt that we had to adopt an organizational flow that truly represented what was most important to us...our mission and the people doing the lifesaving work. We were shifting an entire culture and wanted the staff to know where our priorities were. We walked the walk and talked the talk and eventually built real trust with each other as a team. The staff knows and trusts we are there to empower them and protect them as they are on the frontlines of our mission.  The team transitioned to a compassionate, inclusive, and most importantly, lifesaving team moving from a 68% live release rate to an astounding 98% live release rate in the same year.  Taking a multi-channel approach, beginning with your organizational flow chart, to change the culture of an organization can be the first step! Thank you for your kind words, this was rattling around in my brain for a long-time and I collaborated with our board president to bring the visual to life. It ended up being the first real step in the change process for us in 2018. 

This is beautiful and inspiring! Can you say more about how this was embedded in the culture? How do your animal care staff/vet techs/inner circle folks feel more important and valued as compared to before? Thank you so much for sharing!

Hello friends!

I would like to share an updated organizational chart from the Humane Society of Hobart. Rather than the traditional top-down structure that is typically used in most non-profits we have moved to a circular structure with insulated rings directed toward our mission and the most important people doing the work in our organization. Since the adoption of this structure, it has become embedded within our culture and vision and reinforces our mission and priorities. It was the first step in realizing change. Though this might help those of you interested in initiating change and how beginning with how your organization is structured can be at the heart of starting the process! Have a wonderful weekend!

Jenny Webber, Executive Director

The Humane Society of Hobart