Resharing as I think this is major systemic issue in the nonprofit sector. Having spent my entire career as a fundraiser, I’ve encountered both exceptional nonprofit leaders who drive meaningful change and, unfortunately, those who fall into this category of underperformance. Poor leadership has significant effects on an organization, most notably, on staff retention rates among fundraisers. My take is that this is often a reflection of deeper systemic challenges within our organizations. Some thoughts on this based on my direct experience: Lack of or Poor Annual Performance Evaluation Metrics: Nonprofits need to develop more robust and transparent performance evaluation metrics to accurately assess leadership effectiveness. How about requiring 360 degree reviews to get important feedback from staff? Organizational Culture: The culture within nonprofits often enables or hinders the recognition and accountability of underperforming leaders. The team sees it but board members may or may not fully understand what is going on on the inside of the organization. Thoughts? What other systemic issues have you observed or experienced directly that contribute to this problem? Most importantly, how can we collectively address them?
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Why is that some leaders who aren’t performing get to stick around? I have pondered this question many times over the course of my career. Maybe it’s because: 👉🏿 They are very good at managing up. 👉🏿 They are very good at managing their peers. 👉🏿 They are very good at memorizing facts & parroting what they have heard others say. 👉🏿 They are very good at leveraging their personal relationships at work to advance their careers. 👉🏿 They are exceptional at taking credit for their team’s work. And most of the time, their team knows the truth. That the leader is underperforming but does a very good job of hiding it. Why do you think some underperforming leaders get to stick around? #leadership #inclusion #culture #MitaMallick
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1moGreat post, Tina. In my experience, I've found some of the most ineffective and negative leadership in the for-profit sector. We can work around them, work with them, lift them up, and shelter our teams from their lack of leadership and often times, toxicity. Unfortunately, poor leaders will lose their best team members. Unless their manager recognizes the losses as a potential trend and decides to dig deeper, this cycle will continue.