Mindful Breaks, Meaningful Impact: Embracing Sabbaticals in the Social Impact Sector
Let's talk about something that doesn't often get the spotlight in the hustle and bustle of the social impact world: sabbaticals. Anyone who has been on a call with me in the last three months will undoubtedly have heard me tout the soul-reviving nature of my sabbatical in 2023. I don’t use these words lightly, my six-month break was absolutely life-changing - for my body, my mind, and my soul, as well as the overall health and wellbeing of my family. So what is all the fuss about, what are sabbaticals exactly, why do they matter, and do they really even exist in the social impact sector? Read on to find out more, including how we can better support sector-wide change to better incorporate this practice.
Defining sabbaticals: What are they?
So what is a sabbatical exactly? Those magical periods where you get to hit the pause button on your day-to-day grind and take a breather. Now, I know what you're thinking – sabbaticals? In the social sector? Is that even a thing? Well, my friends, let me assure you it is, and it's about time we give it the attention it deserves.
Picture this: you've been tirelessly pouring your heart and soul into your organisation's mission, working late nights and weekends, and hustling to make a difference in the world. Sound familiar? It's a scenario many of us can relate to, myself included. But here's the thing – even the most passionate changemakers need a break now and then. This is where sabbaticals come in.
So what is a sabbatical exactly? Originally a term used to describe a period of paid leave, most often used in the context of academia, to be used for study or travel. The term has evolved considerably over the past decades, and now it is often used across sectors, including in the social impact industry.
Sabbaticals may take various forms, tailored to the unique needs and goals of individuals and organisations. They may be used to pursue activities such as travel, volunteering, further education, creative pursuits, a professional pivot, or simply rest, rejuvenation and self-reflection. By taking time away from day-to-day responsibilities, individuals can recharge and return to their work (at the same organisation or elsewhere) with renewed energy and perspective. Here are some ways a sabbatical might exist in the social impact sector:
Individual Sabbaticals
Typically requested and planned by the employees themselves, it's a personal decision to take time off from work. In many cases, individual sabbaticals are self-funded by the employee, taken as unpaid leave, or in between career transitions. The financial responsibility for the sabbatical frequently rests with the individual and the duration and activities are determined by the employee. The perfect example of this is my sabbatical in 2023 (read more in a previous post: The power of doing nothing lessons learnt from my sabbatical), which afforded me the time and space to reflect, and ultimately led to a career transition into professional coaching.
This type of sabbatical is frequently seen in the humanitarian sector, where individuals often take contract breaks between deployments. I personally did this multiple times between deployments to Somalia, South Sudan and other duty stations, with various UN agencies and NGOs. There are a few ways to do this, one is to request a Special Leave without Pay (SLWOP) a policy across multiple UN agencies, where staff retain their status as international civil servants, and are granted unpaid leave to further one’s education, to accompany a spouse to a different location, or for other reasons related to life balance and personal and professional development.
Another way many humanitarian workers take sabbaticals is by simply not renewing their contracts. While noting, with this model stems many logistical challenges, including a potential break in health and social benefits, the need to address residency status in the short and long term, the challenge (both physically and mentally) of where to go, where is home, where to store your belongings, etc. This may seem trivial, but I assure you, as a former international humanitarian worker moving frequently across countries and continents, these logistics can wear you down.
Organisational Sabbaticals
Usually offered and supported by the employer or organisation. It's a structured program designed to provide employees with extended periods of leave for personal or professional development. Organisational sabbaticals may be paid or partially paid, and the organisation typically provides support and resources to facilitate the sabbatical experience. This support may include financial assistance, planning assistance, or coverage of certain expenses. These types of sabbaticals may have specific eligibility criteria, such as tenure with the organisation or meeting performance targets. There may also be guidelines or requirements regarding the duration and purpose of the sabbatical. Typically, organisational sabbaticals are structured to align with the organisation's goals and values. They may focus on building skills, fostering leadership development, promoting work-life balance, or enhancing employee engagement and retention.
Philanthropy Sabbatical Grants
Some foundations provide philanthropy sabbatical grants to support leaders in taking time off to focus on philanthropic endeavours. These grants could fund activities such as research, capacity building, fieldwork, or collaboration with other organisations. By investing in their leaders' personal and professional development, organisations can strengthen their impact and effectiveness in addressing social challenges. Since its founding in 1997, the Durfee Foundation, through its sabbatical program, has awarded more than 100 sabbaticals to outstanding nonprofit leaders in Los Angeles.
Sabbatical Exchanges
Social impact organisations may participate in sabbatical exchange programs where employees temporarily swap roles with counterparts from other organisations or sectors. These exchanges can provide employees with new perspectives, skills, and networks while fostering cross-sector collaboration and innovation. Sabbatical exchanges can benefit both individuals and organisations by promoting knowledge sharing, diversity of thought, and professional growth.
The Benefits of Sabbaticals: Personal, Organisational, and Community-wide Impact
In 2023 the Harvard Business Review published about the transformative power of sabbaticals in general, and more recently in the Spring of 2024 Stanford Social Innovation Review (SSIR) shared an article elaborating on the concept of philanthropy sabbatical grants, and their benefits to not only individual leaders, but also their their organisations, and the wider communities they serve. The SSRI article truly resonated because it discusses how traditional philanthropy often overlooks the need for rest and rejuvenation among nonprofit leaders, leading to burnout and stagnant progress.
The idea of taking time off when there's so much important work to be done can feel counterintuitive. But here's the truth: sabbaticals aren't just about lounging on a beach (although that does sound pretty nice). They're about so much more than that. They're about renewal, reflection, and reconnection – with yourself, your passions, and your purpose.
And here's the kicker – sabbaticals aren't just beneficial for the individual taking them. They're a win-win for everyone involved. When leaders return from their sabbatical rejuvenated and inspired, they bring that energy back to their organisations, sparking creativity, innovation, and renewed passion for the mission.
Practical Steps: How Can We Integrate Sabbaticals into the Social Impact Sector?
So, how can we embrace sabbaticals in the social sector? It starts with a shift in mindset. We need to recognise that taking care of ourselves isn't selfish – it's essential. We owe it to ourselves, our teams, and the causes we're passionate about to prioritise our well-being. Integrating sabbaticals more effectively across the social impact and nonprofit sector requires a multi-faceted approach that involves organisational policies, cultural shifts, and support mechanisms.
Here are some strategies to consider:
Establish formal sabbatical policies: Organisations should develop clear and comprehensive sabbatical policies that outline eligibility criteria, duration, application procedures, and expectations during the sabbatical period. Having formal policies in place ensures transparency and consistency in how sabbaticals are granted and managed.
Normalize sabbaticals as part of organisational culture: Leaders and managers play a crucial role in normalizing sabbaticals as a legitimate and valued part of the organisational culture. Encourage open discussions about the importance of taking breaks for rejuvenation and professional growth, and lead by example by taking sabbaticals themselves.
Provide financial support: Recognize that taking an extended break from work may pose financial challenges for employees, especially in the nonprofit sector where salaries may be modest. Consider offering paid or partially paid sabbaticals, providing financial assistance for travel or professional development activities, or offering flexible scheduling options to accommodate sabbatical plans.
Foster a supportive environment: Create a supportive environment where employees feel comfortable requesting and taking sabbaticals without fear of stigma or negative repercussions. Encourage open communication between employees and managers to discuss sabbatical plans, address concerns, and ensure smooth transitions during the absence.
Align sabbaticals with organisational goals: Ensure that sabbaticals are aligned with the mission and goals of the organisation. Encourage employees to use their sabbatical time for activities that contribute to their professional development, enhance their skills, or advance the organisation's mission. Consider offering sabbatical programs focused on specific themes or initiatives that align with organisational priorities.
Provide resources and guidance: Offer resources and support to help employees plan and make the most of their sabbaticals. This may include access to career development resources, coaching or mentoring services, connections to networking opportunities, and logistical support for travel or project planning.
Evaluate and iterate: Continuously evaluate the effectiveness of sabbatical programs and policies and seek feedback from employees who have taken sabbaticals. Use this feedback to identify areas for improvement and make adjustments to better meet the needs of employees and the organisation as a whole.
Whether it's through philanthropic sabbatical grants, organisational policies, or simply carving out time for self-care, let's make sabbaticals a cornerstone of our approach to social impact. Because when we take care of ourselves, we're better equipped to do the actual jobs we have been hired to do, more efficiently, productively and let’s face it, we will all be much happier, which is ultimately a goal for us all.
“Self-care is the number one solution to helping somebody else. If you are being good to yourself and your body and your psyche, that serves other people better, because you will grow strong enough to lift someone else up.” - Mary Lambert, American singer-songwriter and spoken-word artist known for her advocacy for mental health awareness and LGBTQ rights
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