When I read a story or hear about a nonprofit in extremis, I wonder if the leadership has been asleep at the wheel. Did no one see the signs? Why did they not point these things out to each other? What were they (or were they not) talking about at board meetings?
If handled well, a staff transition can boost an organization’s well-being and capacity, but if handled poorly, morale and service continuity can suffer.
When I read a proposal from Marilyn L. Donnellan for a series of nonprofit management guides, I was so impressed that, after consulting with my team, we created a new series: Nonprofit Management Simplified™.
After more than a century, a nonprofit organization just closed its doors. I can’t help but wonder whether the situation would have been different if, years ago, the board of directors had not “settled” when selecting a new executive director.
This by Amy Wishnick article is the first of two that discuss what can go wrong when hiring a nonprofit executive. She cautions against settling for less.
Why Is evaluation important? Evaluation, outcomes measurement, baselines, etc. are terms that are used interchangeably. But what does it all mean (besides a lot of word salad)?
Close your eyes and try to imagine the differing ideas and perspectives that various stakeholders have about your organization’s future. Does your board think about the future the same way your staff thinks about it? What about your clients and consumers? And, what do your funders, supporters, and even potential funders have to say about […]
The start of the fiscal year, even if not recognized with champagne and fireworks, often signals new beginnings. In the months and weeks leading up to July, there is often a burst of activity in nonprofit organizations. Nonprofit executives and their boards of directors create and ratify new budgets. Perhaps the governance or nominating committee […]
Consulting with nonprofits on strategic planning and organizational development, I’ve seen how succession planning has emerged as a very important task for the board and executive leadership. Succession planning involves developing talent within an organization to assume higher levels of responsibility, as well as identifying a plan for seamless continuity when the executive director/CEO leaves.
I had lunch recently with a highly effective nonprofit CEO. Most nonprofit staff members leave after two to three years, but his had stayed with him for more than ten. When I asked him why his staff was so loyal, he replied, “I tell every one of my staff members that their goal should be […]