How can you support your staff's success in non-profit management?

Supporting staff starts with setting a common ground for expectations. Clear communication about our shared goals and their role in achieving them is essential. I make it a point to openly discuss the organization's vision and how each team member's performance ties into our broader objectives. Providing regular feedback is crucial; it helps staff see where they excel and where there's room for growth. Recognition is just as important—it boosts morale and reinforces our values. Coaching sessions are invaluable for personal and professional development, ensuring each staff member feels equipped to meet their targets and contribute meaningfully to our collective success.

Empowering staff to grow is key to our organization's health. I strive to provide opportunities that cater to individual career goals while aligning with our company's mission. Training sessions, mentorship programs, and hands-on projects are just some ways I help them advance their skills. Encouraging the team to seek diverse feedback is also part of our culture—it fosters a space where learning is ongoing and multidimensional. Reflection is a practice we cultivate; it leads to self-awareness and proactive development. Seeing staff take these opportunities to heart is rewarding and reinforces the investment in their future as part of our company's success.

Creating a collaborative culture is vital for our success. I promote an environment where everyone's input is valued, encouraging my team to share ideas and feedback openly. It's about tapping into our collective intelligence to innovate and solve problems more effectively. I often facilitate cross-functional teamwork, which not only broadens our perspective but also helps staff appreciate the big picture of our organization's mission. Involving them in decision-making not only leverages their expertise but also bolsters their investment in outcomes. When they witness their direct impact on our work, it boosts engagement and drives our shared mission forward.

Empower THEM as individuals to not only have the responsibility but also the AUTHORITY to act without fear of retribution. Let the know it’s okay to take calculated risks and the growth only comes by experiencing failure from time to time. If they feel that they own it their attitude will be totally different.

Trust is the key factor here: leaders need to have confidence in their staff’s ability to make decisions. In my experience, continuously second-guessing the expertise of your staff will leave them feeling frustrated, insignificant, and unmotivated. It shows self-awareness and sets a positive example when a leader is humble enough to admit that others may know better. Trusting your staff sometimes includes standing up to stakeholders who attempt to push initiatives that may be well-intended, but are actually distractions to the organization’s strategic direction or vision.

Train your staff if you want them to succeed as managers. Someone who shines in a solo technical role can drown if you give them management responsibilities without training and support. That includes: * How to supervise other staff * How to collaborate with management peers * How to create budgets and manage to them * How does the organization as a whole work (otherwise they may only understand their piece of it and not how it relates to the rest of it) * How to understand their own communications styles and everyone else's (e.g., DiSC) Will this cost money and time? Definitely! But it's much cheaper than tossing someone into the deep end, having them make a mess, then losing them to burnout 2 years later.