These programs are an opportunity for employers to do the right thing and give back to the communities where their associates live and work. They are also an incredible opportunity for you to lead within your organization and the community. But what does it really take to start a CSR program or project and lead the initiative? 

Here are some things I’ve learned.

Build off the basics

When you want to bring a new CSR program or partner to your organization, start with an audit of your personal goals and your organization’s core values. A program or partner that matches both helps you and others in your organization feel personally connected and invested in a partnership that benefits everyone. 

During my time working on CSR programs, I’ve seen the benefit of this firsthand. Ten years ago, I helped Strategic America onboard a nonprofit working to tackle the high stillbirth rate in Iowa through a public awareness campaign called Count the Kicks. The CSR partnership with Healthy Birth Day worked because it aligned with SA’s mission to find a better way in all that we do. In this case, it was about helping promote a better way to reduce stillbirths and increase healthy birth outcomes across the state.

Match goals and skills

When you begin championing a new CSR opportunity at work, find projects that align with skills that match your organization’s strengths and those of fellow employees. This helps you show the value of the project while continuing to hone skills. Your CSR program can also grow and evolve over time to include new work, new opportunities and reach new goals. 

Taking SA again as an example, our work with Count the Kicks has focused on an ongoing awareness campaign in Iowa. As a marketing firm, this strategy and goal made sense for us. It also allowed us to start making a difference for women across the state. Today that awareness goal reaches across the nation and the world.

Get buy-in from internal stakeholders 

Though you’ll likely look for organizations that match your own interests when starting a CSR program, remember you’ll need buy-in from your fellow employees to be successful. Demonstrate the value of this project — whether it be at companywide meetings or individual conversations.

I remember the moment that Count the Kicks became more than a CSR project for our associates. A little boy who had been saved by our awareness campaign came to our office for a companywide meeting. He was a living, breathing reminder that the work we do matters. And I believe it changed our associates’ outlook on the program forever.

Encourage others

If you are in a position to help others create their own CSR projects, help them find their way. Many of our other CSR projects have come from the women and men across our agency who are passionate about helping others in their communities. Examples include Wildwood Hills Ranch, Bras for a Cause, United Way and others. Encourage ideas, assist in assessing the cultural and skills match, and then advocate for the project among stakeholders. 

Think bigger

There’s no reason to stop with internal CSR work if you’re passionate about an issue. Find opportunities to volunteer your time, expertise or talents to organizations you care about. There are also board positions across the metro that need your leadership, so don’t be afraid to get involved. 

Personal engagement outside of work has been especially powerful for me. I joined the Count the Kicks board and have found the work incredibly rewarding. 

When you create or advocate for CSR projects, they become a part of your legacy — whether you intended it that way or not. Think about what you want your legacy to be. Then get started. Never forget that your leadership can drive change and have a lasting impact, whether you’re part of a small team or a large organization.