Avoiding Post-Leadership Letdown

NFP Volunteering – Part 3 ‘Relevance deprivation‘ is normally associated with retirement from paid work, but it can also be experienced by non-profit leaders when they finish their term of office. While talent pipeline and succession planning resources usually focus on identifying and developing your future leaders, they don’t necessarily recognise that the journey also… Continue reading Avoiding Post-Leadership Letdown

NFP Volunteer Engagement & Coordination

NFP Volunteering – Part 2 Part 1 in this series of posts on NFP Volunteering argued that succession planning in most non-profit organisations cannot be separated from volunteer training, development, and support. Given non-profits’ heavy reliance on their volunteer workforce it is important that they take care to coordinate their volunteer efforts and optimise their… Continue reading NFP Volunteer Engagement & Coordination

NFP Success(ion) Planning: Pipelines and Pathways

NFP Volunteering – Part 1 Identifying future leaders and supporting their development is a key dimension of ‘resource management’ in the ‘For-Purpose’ sector. ‘Talent Pipelines’ and ‘Pathways to Directorship’ are often referred to in the succession planning literature, alongside the expectation that a board skills matrix (or director competency framework) should be used to select… Continue reading NFP Success(ion) Planning: Pipelines and Pathways

Strategic Realism

There are many small non-profits which have no staff, or only part-time office support. These associations, clubs, and charities are almost entirely dependent on their volunteer workforce, both for governance, and for program and service delivery. Often, the same people who already give hours each week to their involvement with the organisation, not only approve… Continue reading Strategic Realism