Just as many profit-based organizations are feeling the pinch of the economic slump, so are a large percentage of non-profits. As these non-profits feel the pressures of increased competition for each donor dollar, they place more emphasis on service delivery and efficiency. My dollar will go the organization that spends it most wisely, giving the “biggest bang” for each incremental dollar contributed.

Mistake #1

Many non-profit boards are leadership-challenged to the point they will not leave their (admittedly) unsuccessful comfort zone. They cling to a belief that something will change even if they change nothing. Faith to step out into the unknown (something different) is untapped or missing entirely.

Remedy:

If the board is stalemated in their ability to change, seriously consider changing the makeup of the board. Look for members with track records of successfully managing change. Commitment to a cause does not a great board member make if leadership skills aren’t part of their skill set.

Mistake #2

Hiring a consultant with the expectation they will deliver a magic bullet that, once fired, will fix everything without continuing follow-through and maintenance.

Remedy:

When working with consultants, have them clearly define the purpose and scope of your project in writing. Determine how results will be measured. Consultants will either do part of your job for you, or help you do your own job more effectively. Decide which option you’re looking for. Be clear, honest and transparent. Don’t step into the river if you’re not willing to swim all the way to the other side.

Mistake #3

Many non-profits are married to the idea that they differ from other organizations because of either a religious affiliation or their reliance on volunteer staff. Every organization is comprised of individuals. Folks are folks, and the menu of options available to lead, train, motivate, inspire, correct, engage, etc. are the same regardless of profit motive. Holding people accountable is not “unloving” and will not drive away productive volunteers. In fact, it has exactly the opposite effect.

Remedy:

Great leadership will move the organization forward, not a policy of letting staff, whether paid or not, operate in inefficient or unproductive ways. Part of the responsibility of a leader is to enhance the skills of each follower. This is no less true when dealing with volunteers.

Be honest, is your not-for-profit willing to make changes? If not, well, you may find the rut your organization is in will only get deeper and more difficult to climb out of. If you want to change something – you must change something.

Lynn Baber is a business coach, speaker, author and retired equine professional. She brings the lessons she has learned over thirty-five years at the business table and in the round pen to help her clients and readers. Visit Lynn at http://www.baberresearch.com.

Article Source