6 Considerations for Nonprofit Board Members

Imagine this scenario: 
You’re sitting on a nonprofit board where you have invested your time, talent and money over many years. The CEO has unexpectedly resigned leaving behind a dramatic leadership crisis. Because of this sudden change, employees are concerned and keeping the staff focused and maintaining morale proves to be a difficult task. You wonder, “What are we going to do without a leader? What will happen to our funders, foundations and other stakeholders that invest in our programs and services?”

Sound familiar? Your Human Resource team is small, underpaid, overworked and they think you can find a hard charging Vice President of Sales on your own. Plus, your company wants a sales leader who will make an IMPACT.

You have a solid LinkedIn profile set up (even with a photo you like). You have a base of connections that you continue to expand upon, but you may ask yourself the  question: How do I use my LinkedIn presence to generate high quality contacts and leads for my business network?   

If your organization thinks the reason to have a diverse workforce is simply political correctness, it is time to think again. Given the ever increasingly global nature of business and a national population that will be 57% minority by the year 2060 according to the United States Census Bureau, diversity is essential to business success in many ways.

Anyone can sue anyone for anything.  

Use a lawnmower for a hedge trimmer – there’s a lawsuit for that. Climb over a barbwire fence into the lions’ exhibit and get mauled – there’s a lawsuit for that. A burglar sprains his back while stealing valuables from your home – yes, there’s a lawsuit.

The why, what, and how of finding your perfect candidate during a job search.

As someone who spent many years developing IT applications, I’ve learned that getting the requirements right from the start is a top priority. There are many details to define as you move through the project development life cycle. Many things can change during the life cycle, but when developing and delivering a successful system clearly defining basics at the beginning of the project is critical.

In any company, your responsibility as an employee revolves around meeting your CEO’s needs and hitting business goals month after month and year after year. As a Human Resource professional, you need to bring “A” players aboard to meet your CEO’s expectations. No matter what position a person has, everyone has a boss. Here are 16 tips for boss management to help you grow within your role, and enjoy overall company success.

Work hard and smart, be nice to others, be the first person in the office and the last person to unplug the coffee pot… pitch in and help out with urgent projects, especially when it’s “not your job.” Look good, smell good and update your wardrobe. Maintain eye  contact, listen twice as much as you talk and genuinely care about others. Call them by name. Don’t gossip or shop online. Get plenty of rest, limit your carbs and consider kale.

4 steps organizations should consider prior to a beloved leader’s departure

Twenty years after creating what is now a $10 million environmental advocacy group, the founding director has chosen to retire. As the driving force, the director’s energy and foresightedness have been the primary face of this nonprofit organization as it lobbied to protect local public areas and encourage sustainable community programs. Employees and volunteers have come and gone during those years, but the leader steadfastly remained at the forefront.

Organizations, whether for-profit or nonprofit, are frequently faced with this dilemma. How can the organization replace a charismatic founder-entrepreneur and still maintain growth? What type of leader is required for this new phase? When possible, the search should begin at least six months prior to the official date of retirement. 

Several years ago, I served on the board of a local nonprofit. When our Director of Development left to go to a larger organization, “Mary,” the Founder and Executive Director, immediately embarked on a search for her replacement. ...