How can non-profit managers motivate their staff to develop leadership skills?
Non-profit managers face many challenges in leading their organizations and achieving their missions. One of the most important tasks they have is to motivate their staff to develop leadership skills that can help them grow professionally and personally, as well as contribute to the success of the non-profit. But how can they do that effectively and sustainably? Here are some tips and strategies that can help non-profit managers inspire and empower their staff to become better leaders.
The first step is to identify the staff members who have the potential and the desire to become leaders. This can be done by observing their performance, attitude, and feedback, as well as by conducting assessments and surveys. Non-profit managers should look for staff who demonstrate initiative, creativity, problem-solving, communication, collaboration, and adaptability skills, as well as a passion for the cause and a commitment to the values of the organization. These are the qualities that can make a good leader in the non-profit sector.
-
Once you identify these leaders, let these individuals know that you see them. Recognition and validation go a long way! When we communicate appreciation for someone's creativity, initiative, problem-solving, collaboration, and adaptability, we let that individual know they are on the right path and should continue to do more. Without recognition, people may feel unseen or unheard. Some employees may actually demonstrate less leadership or feel their value is seen until they are one foot out the door.
-
Os gestores de organizações sem fins lucrativos podem motivar suas equipes a desenvolver habilidades de liderança de várias maneiras. Eles podem começar sendo um exemplo de liderança, oferecendo oportunidades de treinamento, delegando responsabilidades, dando feedback construtivo e agendando os esforços. Criar um ambiente de aprendizagem, estabelecer metas claras, promover a diversidade e inclusão, além de oferecer oportunidades rotativas de liderança também são estratégias estratégicas. Ao adotar essas práticas, os gestores podem ajudar suas equipes a crescerem profissionalmente e se tornarem líderes mais eficazes.
The next step is to provide the potential leaders with opportunities and challenges that can help them develop and practice their leadership skills. This can include assigning them to lead projects, teams, or events, giving them more autonomy and responsibility, involving them in decision-making and planning, and exposing them to different aspects and levels of the organization. Non-profit managers should also encourage them to take on new tasks, learn new skills, and explore new ideas that can stretch their abilities and broaden their perspectives.
The third step is to offer the potential leaders support and feedback that can help them improve and grow as leaders. This can include providing them with coaching, mentoring, training, and resources that can enhance their knowledge, skills, and confidence. Non-profit managers should also give them constructive and timely feedback that can help them identify their strengths and weaknesses, celebrate their achievements, and address their challenges. Non-profit managers should also create a culture of trust, respect, and appreciation that can foster a positive and supportive work environment.
The fourth step is to recognize and reward the potential leaders for their efforts and contributions to the organization. This can include acknowledging their work publicly and privately, giving them praise and recognition, and providing them with incentives and rewards that can motivate them and show them that they are valued. Non-profit managers should also create opportunities for them to advance their careers, such as promoting them to higher positions, giving them more visibility and influence, and connecting them with external networks and partners.
The fifth step is to model and share the leadership skills and behaviors that non-profit managers want their staff to emulate. This can include demonstrating vision, integrity, empathy, courage, and humility, as well as sharing their stories, insights, and lessons learned from their own leadership journey. Non-profit managers should also invite their staff to observe and participate in their leadership activities, such as meetings, presentations, negotiations, and collaborations. Non-profit managers should also encourage their staff to share their own leadership experiences, challenges, and successes with each other and with the organization.
The sixth step is to empower and delegate the potential leaders to take more ownership and initiative in leading their own teams, projects, and goals. This can include giving them the authority, resources, and support they need to make decisions, solve problems, and implement actions, as well as trusting them to do their best and holding them accountable for their results. Non-profit managers should also encourage them to empower and delegate to their own team members, and to create a culture of leadership and learning within their groups.
-
I have trained with some of the most recognized leaders such as Dr. W. Edwards Deming, Stephen Covey, Bob Terry, Tor Dahl and others. I had mentors who were CEOs of Fortune 500 corporations. The 1st action a CEO to institute leadership development for an enterprise, whether for private for profit corporation, or a non-profit corporation, is that a leader must have the skills and practice of the #1 essential requirement in leadership, namely self-awareness. Why? People learn in the cognitive portion of the brain, make decisions in the affective, or emotional portion of the brain. All CEO leadership is magnified in a corporation, therefore socio-emotional intelligence matters. Self-awareness leads to clarity. It is clarity to build upon.
Rate this article
More relevant reading
-
Nonprofit ManagementHow can you balance cultivating new leaders and supporting existing ones?
-
Non-profit Program DevelopmentWhat do you do if your leadership style is not effective in non-profit program development?
-
Non-profit LeadershipHow can you evaluate your non-profit leadership style?
-
LeadershipWhat are the most effective assessment tools for non-profit leadership?