{"id":248786,"date":"2025-05-20T08:53:58","date_gmt":"2025-05-20T08:53:58","guid":{"rendered":"https:\/\/peraltafinancing.com\/angel-investor\/navigating-change-in-an-angel-organization-%e2%94%82-dealum-blog\/"},"modified":"2025-05-20T08:53:58","modified_gmt":"2025-05-20T08:53:58","slug":"navigating-change-in-an-angel-organization-%e2%94%82-dealum-blog","status":"publish","type":"post","link":"https:\/\/fivemor.com\/?p=248786","title":{"rendered":"Navigating change in an angel organization \u2502 Dealum Blog"},"content":{"rendered":"


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In today\u2019s fast-evolving investment landscape, change is not optional, it\u2019s inevitable. On May 6, Dealum hosted a webinar to explore how angel organizations can strategically manage transformation rather than be overwhelmed by it.<\/p>\n


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In this webinar, moderated by Darja Ogorodnik, we brought together organizational change expert Age Rosenberg, Ashok Kamal (Executive Director at NuFund Venture Group), and Diane Szoke (Director of Operations at Charleston Angel Partners). Together, they shared a deep dive into how theory meets practice when it comes to evolving angel groups.<\/p>\n

\u201cNo pain, no gain\u201d: why change hurts,<\/strong>\u00a0and why it\u2019s worth it<\/strong><\/h2>\n

\u201cChange is painful, but awareness makes it manageable,\u201d said Age Rosenberg as she opened the session with a powerful summary of two decades of research and fieldwork in change management.<\/p>\n

Age emphasized that most organizational change efforts fail because they only address surface-level processes \u2013 changing a title, rolling out new software, or issuing new rules \u2013 without changing the deeper structure of how work gets done. \u201cIf you change only on paper,\u201d she said, \u201cnothing really changes. People revert to old habits.\u201d She illustrated this through a case study of a ministry where managers received new titles but continued working exactly as before for years, simply because no one explained how their responsibilities were supposed to shift.<\/p>\n

For successful change, Age advocates mapping out practices in detail: \u201cWhat do we do? Why do we do it this way? What tools and habits support it?\u201d She introduced the idea of \u201cstructural inertia\u201d \u2013 the resistance created by tightly interconnected systems and habits. Even if one element changes, everything around it can pull it back to the old state unless broader alignment is addressed.<\/p>\n

Her conclusion: \u201cAwareness creates freedom.\u201d Organizations can begin to change effectively by understanding the current situation \u2013 how people really work, not just how they\u2019re supposed to.<\/p>\n

Reinventing the angel group model: the NuFund example<\/strong><\/h2>\n

Ashok Kamal\u2019s story at NuFund Venture Group is a case study in strategic reinvention. When he joined the organization (formerly Tech Coast Angels San Diego) in 2017, it was a classic angel group model: slow, fragmented, and struggling to attract top founders. \u201cWe weren\u2019t getting access to the best deals,\u201d Ashok explained. \u201cWe had a reputation for moving slowly. People didn\u2019t know what to expect from us, and our operations were stuck in the pen-and-paper era.\u201d<\/p>\n

Rather than fight to improve a broken system, NuFund overhauled its entire structure. They launched an annual fund model, pooling capital and making group investment decisions through a democratic process. \u201cInstead of herding 10 individual $25K checks, founders now get a single $350K check from us,\u201d Ashok said. \u201cIt\u2019s better for founders and less chaotic for our members.\u201d<\/p>\n

Key changes included:<\/p>\n

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  • Creating an annual pooled investment fund<\/li>\n
  • Professionalizing operations<\/li>\n
  • Rebranding from \u201cTech Coast Angels San Diego\u201d to \u201cNuFund Venture Group\u201d to signal the shift<\/li>\n
  • Embedding technology (including Dealum) to streamline workflows<\/li>\n<\/ul>\n

    Despite initial resistance, especially around the name and branding, Kamal stressed the importance of inclusion and transparency. \u201cPeople ultimately respected the process because their voices were heard,\u201d he said. His advice for any organization navigating change: \u201cBe collaborative, be deliberate, and then be decisive.\u201d<\/p>\n

    Rebuilding from the ground up: Charleston Angel Partners\u2019 transformation<\/strong><\/h2>\n

    For Diane Szoke, transformation started with a harsh reality: \u201cWe had friction and fog at every touchpoint.\u201d When she joined Charleston Angel Partners in 2021, their platform was barely functional, members couldn\u2019t access basic investment info, and founders had no way to apply or stay connected. \u201cLegacy members weren\u2019t just disengaged \u2013 they were completely disconnected.\u201d<\/p>\n

    Rather than patch the old system, Diane\u2019s team opted for a complete rebuild, using Dealum as the foundation. But, as she made clear, \u201cThis wasn\u2019t about digitizing a broken process. It was about creating a better way to operate.\u201d<\/p>\n

    She approached the transition with a user-first mindset, asking: What do members and founders really need? The new system emphasized transparency, access, and ease of use, designed to reengage members and rebuild trust. The results speak for themselves: 100% engagement from active members and 90% re-engagement from previously inactive legacy members.<\/p>\n

    Her strategy for overcoming resistance? Start small, roll out changes in phases, and leverage the platform itself to show value. \u201cWe didn\u2019t try to force adoption. We built trust by mapping platform benefits to real pain points,\u201d Diane said.<\/p>\n

    What drives successful change?<\/strong><\/h2>\n

    During the panel discussion, moderated by Dealum’s Darja Ogorodnik, several key themes emerged:<\/p>\n

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    • Involvement is essential.<\/strong> Whether it\u2019s rebranding or changing processes, all three speakers emphasized the importance of involving stakeholders throughout. \u201cEven if people resist, let them be heard. They need to process it,\u201d said Age.<\/li>\n
    • Deadlines matter.<\/strong> Age also highlighted the need for structured checkpoints. \u201cDeadlines in between help build momentum and prevent chaos at the end.\u201d<\/li>\n
    • Culture is the foundation.<\/strong> Ashok noted that NuFund\u2019s success wasn\u2019t just about tools or processes, but a shift in mindset. \u201cWe became a venture fund because we embraced entrepreneurial thinking. Change starts with culture.\u201d<\/li>\n
    • Address the emotional side.<\/strong> Diane reminded listeners that change fatigue and fear are real. \u201cWe had to acknowledge how people felt, and make the new system genuinely easier to use.\u201d<\/li>\n<\/ul>\n

      Looking ahead <\/strong>\u2013 what\u2019s next for angel groups?<\/strong><\/h2>\n

      The final question turned to the future. Both Ashok and Diane see continued evolution ahead:<\/p>\n

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      • More liquidity options.<\/strong> Ashok predicted that angel investors will increasingly seek ways to shorten the return cycle \u2013 through secondary markets or pooled funds \u2013 to avoid \u201cangel purgatory.\u201d<\/li>\n
      • Borderless collaboration.<\/strong> Diane highlighted how digital platforms like Dealum enable investors to collaborate across geographies, leading to better diligence and deal access.<\/li>\n
      • Data-driven decision-making.<\/strong> Both foresee analytics playing a larger role, with Diane noting CAP\u2019s move toward predictive tools to flag red flags early.<\/li>\n
      • More than money.<\/strong> \u201cCapital alone doesn\u2019t cut it anymore,\u201d said Diane. Angel groups that offer mentorship and strategic support will win out.<\/li>\n<\/ul>\n

        Bottom line?<\/strong> Whether your organization is just beginning to modernize or already mid-transformation, change isn\u2019t a checklist \u2013 it\u2019s a culture. And the best way to navigate it is with awareness, structure, and a healthy appetite for chaos.<\/p>\n

        For those looking to start their own transformation, the message from the speakers was clear: don\u2019t just adopt new tools \u2013 reimagine how your organization operates.<\/p>\n

        Rewatch the full webinar below or directly on YouTube<\/a>. <\/p>\n