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Ready to Lead- Seven Recommendations for Current Executive Directors (Part 1) |
| Written by Chuck Bean, on April 14, 2008 |
 I’m now reading Ready to Lead for the second time – this time with “new eyes” after our recent event which brought together current executive directors and emerging nonprofit leaders to discuss the report’s findings -- and to build the will to take action. (Thanks to the Meyer and Casey foundations for their report and for co-sponsoring that event.)
As the Executive Director of the Nonprofit Roundtable, my core stakeholders are the executive directors (or presidents or CEOs) of our Member organizations. So, over my next two posts I will provide my advice to them… (Emerging leaders, if you’re listening, you can plug your ears – or turn on a podcast on your iPhone, or whatever one does these days.)
Ready to Lead offers seven recommendations to current executive directors, here's my take on three:
“Help staff build external networks.” - The report says, “Forty-five percent (45%) of respondents identified the need to further develop external connections and networks as something they need to do to get ready for executive leadership.” This ought to be a no-brainer – help your staff get out once in awhile. Here are three quickies: 1) get them connected to DC’s Young Nonprofit Professionals Network; 2) send them to a cost-effective training at the Center for Nonprofit Advancement, The Foundation Center, or Maryland Nonprofits; 3) set up a brown bag lunch with the staff of a closely-allied nonprofit organization for mutual professional development (we did this recently with the National Center for Nonprofit Associations, and I loved it!).
“Be a mentor” – There are two major “SHOULD” prescriptions for executive directors (my caps are added): “Current executives SHOULD be serving as talent scouts for future executive directors for their own organizations and others. Because so many nonprofits are relatively small and employees often advance in their careers by moving on to other organizations, executive directors SHOULD consider mentorship an investment in the future leadership of the entire nonprofit sector—and encourage other executive directors to do the same.” I’d like for the Roundtable and all its Members to lead the way to build this culture of mentorship in our region, but we’ll need to have more discussions to overcome a too-common perception that we’re competing with each other for talent. The more we see ourselves as a community of nonprofits (rather than individual organizations) and the more we can blur the boundaries between each other, we’ll develop this culture. That said, I am pleased to observe many of our Members doing this mentoring already!
“Be a good role model” – This is code for “Get a life, EDs!” Respondents in the survey perceived EDs as too-constantly complaining. The report says: “Current executive directors can help change the perception that leadership necessarily entails an unhealthy work-life balance—and lessen their own potential for burnout—by modeling healthier behavior. Whether generally expected of all employees or only practiced by the executive director, 80-hour work weeks and round-the-clock e-mails influence organizational culture and create the impression that these work habits are essential for advancement or executive leadership.” We know it’s hard, but let’s complain less – and don’t be the martyr!
continued on Tuesday, April 22....
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