Non-profit Leadership’s Post

Passion and purpose often intertwine in nonprofit leadership, but cognitive biases and heuristics can subtly influence decision-making, shaping interactions, and ultimately impacting the organization’s culture and reputation. These mental shortcuts, while often helpful in navigating complex situations, can also lead to blind spots and skewed perceptions. This is part 1 of a 3 part series. https://lnkd.in/ePm64SnY

Passion and purpose often intertwine in nonprofit leadership, but cognitive biases and heuristics can subtly influence decision-making, shaping interactions, and ultimately impacting the organization’s culture and reputation. These mental shortcuts, while often helpful in navigating complex situations, can also lead to blind spots and skewed perceptions. This is part 1 of a 3 part series. https://lnkd.in/e6TsFSTV

Community can be defined in many ways. I believe that a BIG part of community is investing and contributing to the community or "system". Sadly, I don't believe organizations think in these terms in a way that is concrete or real. I don't know what "role" would own that idea? Sure there are Chief People Officers and culture ambassadors etc. I just don't think it's enough of a focus in most places. The picture below is just amazing to me. Someone took the time to create that gift on the beach in a place Cardiff By The Sea for all to enjoy. How cool is that? So my question for you is....What are you doing to invest in whatever community you are a part of inside or outside of work? Receiving and taking is easy. Giving takes intention. #leadership #community #engagement #whatinspiresme #gratitude

💡 “Some organizations have shifted to a #CoLeadership model to increase capacity, efficiency, and #transparency in their operations. Others have done so to allow for a broader range of identities—both to better reflect the diverse populations they serve and as a way to include more #BIPOC leaders. Many also see the model as an approach to dividing leadership duties to reduce #burnout, build #equity, and support working families” #FoodForThought 🧠 #Candid https://lnkd.in/gyF2p-m9)

Have certainly experienced/been witnessing the same … “A new study finds that aspiring leaders, especially those of color, aren’t being pulled into leadership through support and positive role models but are more often pushed into top positions to escape difficult work circumstances. New data from Building Movement Project is a reminder of how much more still needs to be done to make leadership roles attractive. As baby boomers step out of long-term positions, younger leaders are less defined by their organizations and more comfortable with shorter tenures. At the same time, reports of burnout from the demands of the top job have not abated. To sustain current leaders and to increase interest in these positions, greater attention is needed to develop the positive aspects of the job. Here are a few ways grant makers and current nonprofit leaders can help…” https://lnkd.in/e4D7Rtn5?

📊 Addressing the Challenges of Nonprofit Leadership As the torch passes from baby boomers to the next generation of leaders, a new report sheds light on the complex dynamics shaping the nonprofit sector. Released by the Building Movement Project, "The Push and Pull: Declining Interest in Nonprofit Leadership," underscores the shifting landscape of leadership aspirations, particularly among people of color. The findings reveal a reality: aspiring leaders, especially those from backgrounds underrepresented, are often propelled into top positions not by a pull of opportunity but by a push from challenging work environments. This trend is intensified by disparities in mentorship and representation within organizations, with staff of color feeling less heard and supported compared to their counterparts. Even once in leadership roles, executives of color continue to face obstacles, reporting less support from boards and staff than their white peers. Burnout emerges as a top concern, highlighting the urgent need for systemic change. With these challenges, the report offers actionable insights for fostering a more inclusive and sustainable leadership landscape: 1. Ensure Doable Jobs: Provide funding and resources to address the variety of challenges facing nonprofit leaders, from pay equity to work-life balance, especially in organizations serving communities of color. 2. Increase Support Networks: Bridge the gap in support between exiting and incoming leaders, facilitating formal and informal gatherings for knowledge-sharing and mentorship. 3. Cultivate Young Leaders: Invest in mentorship programs to nurture the leadership aspirations of young professionals, particularly those from backgrounds underrepresented. 4. Embrace Alternative Leadership Models: Explore co-executive director arrangements and innovative partnerships between boards and executives, prioritizing support for new leaders' needs over micromanagement. In this period of transition, the nonprofit sector needs to come together to address these challenges and highlight the rewards of leadership. By fostering a culture of support and empowerment, a brighter future for organizations and the communities they serve can exist. #Culture #Work #Leadership #Research #Mentorship #Transition

Intergenerational conflict has become an obstacle for so many of the mission-driven organizations in Noble Story Group's orbit. For some it has become the primary subtext going on below the surface that is tearing the team apart. I came across this smart article recently that recounts one org's experience and take-aways by its former (boomer) leadership. While it is missing voices from other intersectional identities, there is a lot of food for thought here about what can make intergenerational collaboration work. If you have read similar or better pieces on this issue, please share!

🔑 Shared power through trust, relationship-building, discussion of our identities, and vulnerability – the keys to harmonious collaboration. Join me for a candid conversation with Brian Brady, where we reflect on shared power in nonprofit leadership positions. Brian and I previously worked together at Mikva Challenge, and though we came to the work with very different identities and disagreed on many things, we developed a strong working relationship built on mutual trust and regular dialogue. In this episode, we dive into managing personal relationships within large organizations, the importance of vulnerability in shared power, and Brian's advice for privileged leaders. Tune in now for valuable insights. Listen here 💬 https://lnkd.in/g-3VNRmT #SharedPowerPodcast #LeadershipReflections #TrustAndVulnerability #NonprofitLeadership #MutualTrust #CollaborativeLeadership #IdentityDiscussion #CandidConversations #LeadershipInsights #InclusiveLeadership