Leadership In Nonprofits

Your leadership team is underperforming. (And cracking the whip harder won't fix it.) Here's what nobody tells you about accountability: The harder you push, the less they deliver. I've watched CEOs destroy their executive teams this way: 🔥 Public callouts in meetings 🔥 Micromanaging every decision   🔥 Threats disguised as "motivation" 🔥 Fear-based deadline pressure Result: Your best leaders become corporate zombies. They show up. They comply. They stop caring. The expensive truth: Fear creates compliance. Clarity creates commitment. And you need commitment to win. Real story from last month: → CEO constantly berated his team for missing targets → 3 VPs quit in 6 months → Company lost $2M in transition costs alone Different CEO, different approach: → Created radical clarity around expectations → Listened without judgment → Built safety to admit mistakes early → Revenue up 40% in 12 months The difference? One used accountability as a weapon. The other used it as a framework for excellence. The 4 frameworks that create compassionate accountability: 1. RACI Matrix - Ends the "whose job is this?" chaos (Everyone knows their lane AND their value) 2. OKRs - Aligns hearts and minds (Shared goals create shared ownership) 3. EOS Accountability Chart - One person, one seat (Clear ownership without overlapping egos) 4. OGSM - Strategy meets reality (No more "I thought you meant..." conversations) But here's the key: These aren't hammers to hit people with. They're maps to help people win. The paradox of leadership: High standards + High support = High performance High standards + Low support = High turnover Your leadership team doesn't need more pressure. They need more clarity. Because when accountability comes from compassion, not control: → Problems get solved, not hidden → Leaders take ownership, not cover → Teams push forward, not back Stop managing through fear. Start leading through frameworks. Your leadership team is capable of greatness. But only if you create the conditions for it. Save this. Share it with your team. Because the best leaders don't create followers. They create owners. And ownership starts with clarity. P.S. Want a PDF of my Accountability Cheat Sheet? Get it free: https://lnkd.in/dpWsuT4b ♻️ Repost to help a CEO in your network. Follow Eric Partaker for more leadership insights. — 📢 Want to lead like a world-class CEO? Join my FREE TRAINING: "How to Work with Your Board to Accelerate Your Company’s Growth" Thu Jul 10th, 12 noon Eastern / 5pm UK time https://lnkd.in/dCJ-nCxM 📌 The CEO Accelerator starts July 23rd. 20+ Founders & CEOs have already enrolled. Learn more and apply: https://lnkd.in/dgRr89bM

"But where are you really from?" It's a question that makes many of us cringe, yet it points to exactly what makes multicultural teams invaluable. Those complex identities and layered perspectives that can't be reduced to a single origin story? They're organizational superpowers. Let's talk facts. McKinsey's research shows companies in the top quartile for ethnic diversity are 36% more likely to outperform on profitability. Boston Consulting Group found that companies with above-average diversity scores report 19% higher innovation revenues. These aren't marginal gains, they're competitive advantages that directly impact the bottom line. However, what the numbers don't fully capture is that multicultural teams solve problems differently. When you bring together people with varied cultural backgrounds, you get cognitive diversity, different approaches to risk, communication styles, problem-solving frameworks, and decision-making processes. A team that includes someone who grew up navigating collectivist cultures alongside those from individualist societies will naturally consider broader stakeholder impacts. That's not political correctness; that's strategic thinking. Innovation thrives at cultural intersections. PayPal's success came from Ukrainian, Polish, and Chinese immigrants collaborating with American-born founders. Google's search algorithm was co-created by a Russian immigrant. These breakthroughs happen because multicultural teams question assumptions that homogeneous groups take for granted. The global marketplace demands cultural fluency. Organizations with multicultural workforces don't need to hire expensive consultants to explain why their product messaging offended an entire continent or why their expansion strategy ignored crucial cultural norms. That intelligence lives in-house, preventing costly mistakes and identifying opportunities others miss. Yes, multicultural teams can experience more conflict initially. Research shows diverse teams debate more, challenge more, and take longer to build trust. But that friction creates better outcomes, more thorough analysis, fewer blind spots, and decisions that consider multiple perspectives. Comfort isn't the goal; excellence is. The organizations thriving today understand a simple truth: homogeneity is a luxury we can no longer afford. In an interconnected world, multicultural teams aren't just nice to have, they're a strategic imperative. They reflect our markets, understand our customers, and create solutions for the world that actually exists, not the one we imagine from a single viewpoint. The future belongs to organizations brave enough to embrace the full spectrum of human perspective. That's not idealism, that's smart business. 🌍 AA✨ —————————————————————————— 👋🏾 Hi, I’m Abi: Founder of The Culture Partnership. Follow + 🔔. I discuss organizational culture, inclusion, leadership, social equity & justice.

Hitting targets once may feel like a victory, but true leadership isn't about one-off wins. It's about fostering an environment where excellence becomes the norm, not the exception. This may sound lofty but it's the truth. And, it is easier said than done. However, it requires mastering the delicate dance between accountability and empathy. Accountability is often perceived as having a singular focus on tasks—milestones, deadlines, outcomes. This leads to a culture where leaders prioritize outcomes over empathy. I've seen this firsthand; a leader who calls you during a family emergency to check on a missed deadline quickly loses the trust of their team, appearing selfish and authoritarian. The flip side is very real too. The "everybody's friend" leader who prioritizes being liked above all else. In this "Country Club" environment, the office vibe is chill, but direction and performance leave the building! In my journey to find this elusive balance, I've discovered two frameworks to particularly illuminating. 1. 𝐓𝐡𝐞 𝐁𝐥𝐚𝐤𝐞 𝐌𝐨𝐮𝐭𝐨𝐧 𝐆𝐫𝐢𝐝 teaches us that people focus is as important as results focus. It's not an either-or scenario; great leadership requires both. 2. 𝐓𝐡𝐞 𝐖𝐢𝐬𝐞 𝐂𝐨𝐦𝐩𝐚𝐬𝐬𝐢𝐨𝐧 𝐋𝐞𝐚𝐝𝐞𝐫 𝐦𝐚𝐭𝐫𝐢𝐱 teaches us about getting things done in a human way The sweet spot where people matter and results matter is 𝐢𝐧𝐭𝐞𝐠𝐫𝐚𝐭𝐢𝐯𝐞 𝐭𝐞𝐚𝐦 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩, where leaders foster a caring, collaborative environment built on trust. How do we get there? 𝐖𝐢𝐬𝐞 𝐜𝐨𝐦𝐩𝐚𝐬𝐬𝐢𝐨𝐧 is the compass here. Wisdom is the courage to face the facts, however uncomfortable, and do the hard things that need to be done. Compassion is the intent to benefit others.  It takes a lot of inner strength to confront the uncomfortable truths while genuinely wanting to benefit others. It's not about people-pleasing; it's about making decisions that lead to better outcomes for everyone involved in the long run. For example, when addressing a performance issue, call it out, and also encourage a deeper discussion. Was the workload overwhelming? Did unforeseen challenges arise? This approach doesn't undermine accountability – it enhances it by building trust and loyalty. Remember, people are at the heart of any successful endeavor. We are nothing if not leaders of people. And the more we blend our concern for people with our focus on results, the closer we get to inspiring true commitment and excellence. These frameworks have provided me with the clarity and confidence required to navigate the complex landscape of leadership. I hope they help you too. Let's aim to lead with both accountability and empathy—because when we get that balance right, our teams thrive and our businesses prosper. #leadership #culture #mindset #work #success

Diversity within diversity This is what people think when you hold a DEI event with adequate representation. 🤔 "Our experiences matter to you". 💬 Several research studies show diverse employees stay in the workplace for specific reasons: ❣ Inclusive Environment: One that respects, and values individual differences, provides equal opportunities ❣ Representation in leadership and decision-making roles with the possibility of advancement can enhance the feeling of belonging ❣ Mentoring and Development Opportunities ❣ Anti-Discrimination Policies can help diverse employees feel safer and more valued ❣ Healthy Relationships with managers and colleagues ❣ Recognition and Respect for their unique experiences and perspectives ❣ Flexible Working Conditions for those who might face different work-life balance issues, such as parents, caregivers, and those with health concerns. ❣ Community Outreach: Diverse employees often value companies which engage in activities that support their communities. This cultivates a sense of purpose and solidarity. Remember, diversity is not only about hiring diverse employees but also ensuring they feel included, valued, and equal in the organisation. I get that we have some way to go to tackle the collective inequality in the system, but let's just start by including the topic of intersectionality. Opening up conversations about experiences we may not understand helps uncover blind spots in our perceptions and hones awareness. It makes us better leaders. It helps us shape policies that are relevant to the people we shape it for. #Neurodiversity #Belonging #Intersectionality #HR #IWD2024

Psychological safety is on everyone's lips. But what if we moralized them again? What would happen if we understood security not only as freedom from fear, but as a moral maturation environment? 👉 In the tradition of Lawrence Kohlberg, this is exactly what has been researched – under the term "Socio-Moral Climate" (SMC). In an empirical study, Pircher and co-authors (2012) show: Organizational democracy fosters a climate in which people feel not only safe, but also morally taken seriously, included, and called to account. What characterizes such a climate? 1. Open confrontation with conflicts 2. Diversity of perspectives is recognised and discussed 3. Taking responsibility and care are encouraged 4. Participation in decision-making processes 5. Mutual respect and appreciation Why is this important? Because a socio-moral climate not only strengthens the thinking capacity, but also promotes the moral development of employees – and thus also the democratic resilience and ability to cooperate in the company. And this is where Responsible Leadership comes into play: Responsible leadership does not only mean making ethical decisions – but also creating ethical spaces. Spaces in which conflicts are not avoided, but thought through together. In which people are allowed to learn to be responsible instead of just "performing". (See also https://lnkd.in/d47BUwSC) Leadership then does not mean control, but: 🧭 create the conditions for moral maturation 🤝 exemplify dialogical practices 🪞 see themselves as fellow learners But: SMC is not a soft skill – it is a systemic construct! If you want to promote such a climate, you also have to rethink cooperation: 🔸 Enable participation in decision-making 🔸 Do not dampen conflicts, but work through dialogue 🔸 Valuing different points of view 🔸 Creating spaces where responsibility is shared 🔸 Understanding leadership as an enabler of moral development Final Thought: Psychological Safety is a start. But in a time of multiple crises, organizations need more than that. We need to take responsibility, the ability to be democratic, and the will to shape things together. This is exactly what promotes a socio-moral climate – if we take it courageously and systemically seriously. 📚 Source: Pircher Verdorfer, A., Weber, W. G., Unterrainer, C., & Seyr, S. (2012). The relationship between organizational democracy and socio-moral climate: Exploring effects of the ethical context in organizations. Economic and Industrial Democracy

“I have so much experience, but I don’t know how to turn it into a story that makes sense for a Chief of Staff role.” ⬆️ If this sounds like you: a) You’re not alone b) I’ve got you. Keep reading. ⚠️ 𝗪𝗮𝗿𝗻𝗶𝗻𝗴: it's a long one today. Grab some 🍵 and read on: Crafting your narrative is a challenge, especially for roles like Chief of Staff, where every path to the position is unique. 🌀 𝗕𝘂𝘁 𝗵𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝗴𝗼𝗼𝗱 𝗻𝗲𝘄𝘀: If you’ve ever successfully navigated ambiguity in your career, you’re already halfway there. Here’s my framework to help you craft a narrative that not only makes sense but also resonates with the roles and leaders you’re targeting: 1️⃣ 𝗦𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲 𝗠𝗼𝗺𝗲𝗻𝘁 - Reflect on those pivotal experiences that stand out in your career. Why? a) Our brains are wired to remember emotional moments. b) These moments demonstrate your ability to adapt, lead, or pivot — all key to being a Chief of Staff. 💡 𝗦𝗼𝗺𝗲 𝗶𝗱𝗲𝗮𝘀: • You stepped in to lead during a crisis. • You built a process that solved a lingering problem. • You navigated a massive career pivot. • You helped someone else (your manager, team, or company) achieve their goals. 2️⃣ 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝘁𝗵𝗲 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆 - What did this experience teach you, and why does it matter for the Chief of Staff role? 𝗘𝘅𝗮𝗺𝗽𝗹𝗲: • 𝗧𝗵𝗲 𝗠𝗼𝗺𝗲𝗻𝘁: You spearheaded an annual planning process while juggling five competing priorities. • The Takeaway: The ability to manage complexity and drive clarity is a superpower. 3️⃣ 𝗔𝗱𝗱 𝘁𝗵𝗲 𝗗𝗲𝘁𝗮𝗶𝗹𝘀 Bring your story to life: • When did it happen? (Year, season, stage of your career) • Where were you? (Startup, corporate, nonprofit) • Who was there? (Your CEO, team, stakeholders) • What did people say? (Direct quotes can make your story vivid.) • How did you feel? (Confident, uncertain, resourceful?) Specifics make your story relatable and memorable. 4️⃣ 𝗧𝗶𝗲 𝗶𝘁 𝗧𝗼𝗴𝗲𝘁𝗵𝗲𝗿 Once you’ve outlined your 𝗠𝗼𝗺𝗲𝗻𝘁, 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆, and 𝗗𝗲𝘁𝗮𝗶𝗹𝘀, start at the beginning and let the story flow naturally. 💡 Pro tip: Highlight moments of tension or ambiguity (you felt X because of Y), and always circle back to your takeaway to leave the listener with clarity. 5️⃣ 𝗟𝗲𝘁 𝗶𝘁 𝗦𝗶𝘁, 𝗧𝗵𝗲𝗻 𝗦𝗵𝗮𝗿𝗲 Whether it’s for an interview, networking call, or LinkedIn post, give your narrative some space. Review and refine it before sharing to ensure it feels authentic and impactful. 𝗦𝗲𝗲𝗺𝘀 𝘀𝗶𝗺𝗽𝗹𝗲 𝘄𝗵𝗲𝗻 𝗹𝗮𝗶𝗱 𝗼𝘂𝘁 𝗹𝗶𝗸𝗲 𝘁𝗵𝗶𝘀, 𝗿𝗶𝗴𝗵𝘁? But for many, storytelling feels overwhelming or unnatural. 𝗧𝗵𝗮𝘁’𝘀 𝗼𝗸𝗮𝘆. It’s a skill, and skills need to practiced. Storytelling isn’t just about what you’ve done — it’s about showing how those experiences make you uniquely qualified for this role. 👋 Hi, I’m Clara. I help Chiefs of Staff thrive in their roles and grow their careers. 🔔 Follow for more tips on the Chief of Staff role.

Here is How I Would Turn My Volunteer Experience and Internships into Tangible Value in my Resume💡 Volunteer work and internships are often overlooked, but they can be powerful tools to showcase real-world experience on your CV. These roles highlight your initiative, adaptability, and commitment to making a difference even without a paycheck. So here is what I would do: 📌Focus on the Impact, Not Just the Role: Employers want to see how you made a difference. Emphasize the results you achieved and the value you brought to the organization, team, or project. 💡 Example: Instead of: "Volunteered at a local food bank," Write📝: "Organized logistics for distributing 5,000 meals weekly, improving operational efficiency by 25% during a high-demand period." 📌 Quantify my Contributions: Adding numbers makes your experience more tangible and impressive. Quantify the scale, scope, or results of your efforts wherever possible. 💡 Example: - "Assisted in fundraising efforts for a nonprofit, securing $20,000 in donations, surpassing the target by 15%." - "Trained and mentored 10 volunteers on administrative processes, reducing onboarding time by 30%." 📌 Focus More on the Soft Skills I Learnt: Volunteer and internship roles often help develop critical soft skills, such as adaptability, empathy, and problem-solving. Highlight these skills, especially when applying for roles where they’re essential. 💡 Example: - "Resolved conflicts among team members during a volunteer project, ensuring smooth collaboration and meeting project deadlines." - "Adapted quickly to a fast-paced internship environment, learning new tools and systems within two weeks to support ongoing projects." 📌 Treat it Like Any Other Experience: I would place my volunteer work and internships under the “Experience” section of your CV, especially if they are directly relevant to the job. Include your title, the organization’s name, and the dates you contributed. Lastly, never undervalue the things you do, no matter how small they may seem. They have impact and tangibility🧏🏽♀️. #resumetips #careertips #jobseekersupport

Breaking Into CSR When You Come From Another Sector During our virtual Social Impact Discussions, I’ve heard the same question again and again: “How do I transition into CSR if my background isn’t corporate?” The truth is—many of the most impactful CSR leaders I know did not start in CSR. They came from nonprofits, foundations, schools, community organizations, government, HR, and operations. Their paths weren’t linear, but their skills were powerful. Here are a few insights for anyone navigating this transition: 1. Your nonprofit and philanthropy experience is corporate-ready. If you’ve managed programs, partnerships, grants, volunteers, budgets, or community impact—you’ve already done CSR work. The language is different, but the skills are highly transferable. Tell your stories and highlight your transferable skills. 2. Don’t let your title pigeonhole you. Executive Directors, Program Managers, and Ops leaders often underestimate the strategic and operational strength they bring to CSR. You’ve likely done stakeholder engagement, storytelling, budgeting, impact measurement, and cross-functional collaboration—core CSR competencies. You may need to take a step down title when you transit from nonprofit sector to corporate side. 3. Translate your experience into corporate language. - Replace “served 500 families” with ➡️ “Led a multi-stakeholder program serving 500 clients with measurable outcomes.” - Replace “managed volunteers” with ➡️ “Engaged and trained 200+ volunteers, increasing participation by X%.” It’s about repositioning—not reinventing. 4. Your path may not be traditional—and that’s your advantage. Mid- and senior-level career changers often bring a level of emotional intelligence, community insight, and systems thinking that the private sector needs but doesn’t always know how to look for. 5. HR and Operations folks—CSR needs you, too. Your skills in employee engagement, training, process improvement, and change management translate beautifully into CSR, DEI, and employee impact roles. If you’re hoping to step into the social impact space, remember this: CSR is not defined by where you started—it’s defined by how you lead with purpose. To all CSR professionals in my network: How did you make the transition into your current CSR roles? Share your stories and advice below!

### Characteristics of Democratic Leadership Democratic leadership, also known as participative leadership, is a style that values the input of team members and peers while maintaining the final decision-making authority. Here are the key characteristics that define democratic leadership: **1. Encourages Participation** 🤝 - Leaders actively seek input and feedback from team members. - Decision-making is a collaborative process. **2. Fosters Creativity and Innovation** 💡 - Team members feel valued and motivated to contribute ideas. - A diverse range of perspectives leads to innovative solutions. **3. Builds Strong Teams** 🌟 - Promotes a sense of ownership and accountability among team members. - Enhances team cohesion and trust. **4. Enhances Job Satisfaction** 😊 - Employees feel their opinions matter, increasing job satisfaction. - Creates a positive and inclusive work environment. **5. Promotes Learning and Development** 📚 - Leaders encourage continuous learning and skill development. - Provides opportunities for personal and professional growth. **6. Strengthens Problem-Solving Skills** 🧩 - Collaborative decision-making leads to more thorough problem analysis. - Diverse input results in well-rounded solutions. **7. Empowers Employees** 🔋 - Employees are given autonomy in their roles. - Encourages initiative and self-confidence. **8. Improves Decision Quality** ✔️ - Informed decisions are made based on comprehensive input. - Reduces the risk of errors and biases. **9. Supports Ethical Practices** 🏅 - Promotes transparency and honesty. - Leaders act as role models for ethical behavior. **10. Boosts Morale** 🎉 - Recognition and appreciation of contributions enhance morale. - Creates a sense of belonging and purpose. ### Conclusion Democratic leadership not only empowers individuals but also strengthens the team as a whole. By fostering an inclusive and collaborative environment, this leadership style drives innovation and enhances overall organizational success. --- #DemocraticLeadership #LeadershipSkills #Teamwork #Innovation #JobSatisfaction #EmployeeEmpowerment #InclusiveLeadership #LeadershipDevelopment #WorkplaceCulture #EthicalLeadership

Let’s talk about the data: 📈Companies with more diverse executive teams are 33% more likely to outperform their peers on profitability. (McKinsey & Co.) 📈Organizations with inclusive workplace cultures see 1.4x higher revenue growth and 2.3x higher cash flow per employee. (Deloitte) 📈Employees who feel a strong sense of belonging report a 56% increase in job performance and 50% reduction in turnover. (Harvard Business Review) These aren’t just numbers; they are stories of human connection, trust, and opportunity. I've seen first-hand how equity-driven policies, inclusive leadership, and intentional programming can transform organizational culture. When team members feel seen, valued, and empowered to bring their full selves to work, they unlock new levels of creativity and collaboration. Building equitable organizations isn’t just about “doing the right thing.” It’s about understanding that every individual, regardless of their background or lived experience, plays a vital role in shaping our future. By investing in inclusive hiring practices, equitable pay structures, and programs that foster belonging, we cultivate environments where innovation thrives —our employees, our clients, and our communities. Even though we’re seeing DEI initiatives deprioritized or removed from organizations, we—as leaders and changemakers—have a responsibility to do better. True leadership means staying committed to fostering equity and inclusion, even when it’s not easy or trendy. Let’s stay the course and lead with purpose. Our teams, clients, and communities deserve nothing less. #Equity #Inclusion #Leadership #Innovation #Culture #DiversityAndBelonging