4 Practical Confidence Boosting Strategies for Nonprofit Women Leaders

24/5/2024

Empower Nonprofit Women Leaders: 4 Actionable Strategies to Boost Confidence

Mastering your confidence as a nonprofit leader is crucial for you and your organization. But why don't you feel confident? What gets in the way, and what can you do to change that? Let's begin by unpacking its importance, then barriers and finally, practical strategies for helping you feel more confident in your nonprofit leadership role.

START HERE:

This is why you need to develop your leadership confidence

1 - When you are a confident woman leader, you are perceived as more competent and trustworthy

Trust and credibility are foundational for leadership and essential for gaining the support of your board staff, clients, donors, and the community. This trust is critical for keeping your program alive and thriving.

2 - Confident women leaders are more decisive

When you trust your judgment, you make timely, effective and confident decisions. If you lack the confidence to decide, you might get bogged down in overthinking as you weigh the pros and cons or just put off making a decision forever. But if you are confident, you'll gather data, assess, make a confident decision with the information you have and then communicate it confidently.

3 - Confidence empowers women leaders to pursue continuous learning and development.

When you feel confident, you are ready to take on new challenges, seek mentorship, and develop the skills necessary to lead effectively. It also helps you welcome feedback as an opportunity for growth and self-improvement. This openness to feedback fosters a culture of continuous learning and improvement within your organization.

4 - Confidence is contagious

When you, as a leader, exude confidence, it inspires and motivates your team. This can lead to higher engagement, productivity, and morale among staff, driving your organization toward achieving its mission-critical work.

Mastering Confidence: Discover Your Leadership Potential by Awakening Your Inner Guidance System

Grab your copy today!

Develop your confidence as a nonprofit woman leader.

When you are a confident leader, you are perceived as more competent, trustworthy and decisive. Confidence empowers you to be a lifelong learner and spreads confidence amongst your team. Honestly, you probably already knew that.

So why aren't you always confident?
What gets in the way?

Let's see if any of these reasons are what gets you down.

THEN CONSIDER THIS:

This is WHAT gets in the way of feeling confident

There are many reasons why you may struggle with your confidence. Consider the following reasons and note if any of these impacts how confident you feel at any given moment.

You lack competence

You moved up the ranks without the leadership training to accompany your career growth. As such, you don't know how to run a staff meeting, communicate hard messages or manage a budget down to line items. You know you should do these things. You may have the forms, deadlines and information, but how to actually do it may never have been something you were taught.

Do you feel incompetent some days?

You've lacked feminine role models.

Because leadership is different for men, without a woman leader to show you the way, you've struggled to make it work with the hand you are playing with.

We know that traditional gender roles in the home and societal expectations often place additional burdens on you. When you are balancing your professional responsibilities with personal and family obligations, that can be overwhelming and lead to you doubting you can "do it all."

Do you have female role models that lead in a way you want to lead?

You don't believe in yourself

You are not alone if you struggle with impostor syndrome and worry you are not as competent as others perceive you to be. We know women leaders often face higher expectations and harsher scrutiny than their male counterparts so it's no wonder the pressure to perform perfectly can leave you full of self-doubt and a fear of making mistakes.

Do you struggle to believe in yourself some days?

FINALLY DO THIS:

Okay, so the real question is what to do about your lack of confidence. The solution is to build it up, gradually and day by day. Work on your confidence. Below are some practical strategies to help you.

Practical Strategies to Overcome These Barriers and Build Your Confidence:

Build your competence

To feel confident, you must first feel competent. Engage in continuous learning and development to build both competence and confidence. Continuous learning and development enhance your effectiveness as a leader. This ongoing growth fosters confidence, enabling you to tackle challenges more effectively and inspire your team with expertise and adaptability.

What areas do you wish you had more competence in?
DO THIS: Make a list and consider how you could grow those skills

Build your awareness

Increasing self-awareness through regular self-reflection is crucial because it helps you identify your strengths and areas for improvement, enhancing decision-making and emotional intelligence. Pausing and reflecting allows you to build emotional control and helps you to maintain your composure, which leads to feeling more self-assured when handling situations.

Do you spend time regularly in self-reflection?
DO THIS: Create a routine of weekly or daily self reflection.

Build your support networks

Find mentors, guides, coaches, teachers and peers to build a support network, especially one full of women. These people can provide guidance and support and help you navigate challenges and make informed decisions in your leadership role. Their insights and experience can provide invaluable perspective, accelerate your learning, and contribute to your professional growth and success.

Do you have female mentors, guides, leaders or coaches?
DO THIS: Make a list of who is in our support network and where you feel you could use more support. Consider how you can build your network.

Build a confident mindset

To challenge Impostor Syndrome, recognize and acknowledge your feelings of impostor syndrome. By confronting these feelings, you develop a conscious awareness of them, "name them to tame them," and then you can prevent them from hijacking your confidence and performance. Then, build new thoughts that will help you feel more confident.

Do you have thoughts that make you feel less than confident?
DO THIS: Rewrite the thoughts that might pull you down to be more confident thoughts.

I'm growing my leadership skills and building competence.
I'm more aware of what's happening inside of me, my thoughts and feelings. That awareness is helping me to be more capable of managing my thoughts and, thus, my composure.
I'm developing competencies by leaning into strong mentors and guides.

How to feel more confident as a woman leader

Confidence is about being comfortable with who you are and trusting your ability to make a positive impact. It is a cornerstone for effective leadership in the nonprofit sector. Confidence is built over time through development, experience, reflection, and support. More intentional focus on these areas will lead to greater self-assurance and success in your leadership role.

If you want to grow your competence, build your confidence and find a network of support, join The Training Library today!

Become a Confident Leader

If you're looking for a supportive community and resources to help build your confidence as a nonprofit leader, consider joining The Training Library membership site.

In The Training Library...

you'll find oodles of training materials
a supportive coach, me, who was a leader in the nonprofit sector for many years
you'll connect with your peers, also women nonprofit leaders, on a similar journey.

The Training Library provides the tools and guidance you need to grow, learn, and lead.

You'll become confident in your leadership abilities
Learn to bounce back when adversity hits
Discover how to be your best self
Find a place to belong!

Join today and take the first step toward becoming the confident, effective nonprofit leader you aspire to be.

Join The Training Library

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5 Questions to Ask Your Nonprofit Employee to Help Them Reach Their Potential

15/5/2024

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How Coaching Fosters a Growth Mindset for Nonprofit Employee Development

Coaching drives nonprofit employee development and organizational success. But do you know how to do it?

If you want to learn how to coach your nonprofit employees, read this to learn 5 coaching questions to ask
AND get an opportunity to learn coaching skills and get extra resources to help you learn to coach from coaching great MBS who wrote The Coaching Habit
AND listen to my podcast with Michelle to immediately learn coaching techniques

It's time to build a culture of coaching within your organization!!

Coaching drives nonprofit employee development and organizational success. But do you know how to do it? The thing is, many nonprofit leaders struggle to motivate employees to learn, develop and take responsibility for their work. Lena was one of those nonprofit leaders and maybe you are too!

Lena's nonprofit team was overly reliant on her.

Lena's staff would come to her with problems, and Lena would tell them how to fix the problem, hoping they would learn for the next time that a similar challenge arose. However, the next time a challenge arose for her staff, they would come knocking at Lena's door.

The employee couldn't figure out what to do or perhaps didn't have the confidence to do it and wanted Lena's reassurance. Lena would once again, albeit a bit frustrated with the interruption, walk them through how to deal with the problem, hoping they would learn this time. I don't have to tell you what happened. Lena continued to be interrupted by her more-than-competent staff, and she was annoyed. Lena told me she was ready to give up as she believed the staff would never figure it out.

Lena learned about adopting a growth mindset as a nonprofit leader.

Lena was in a session I was teaching about supervision, where she learned about two mindsets we can have as leaders about our employees: a fixed mindset and a growth mindset.

A fixed mindset view of your employees

When you have a fixed mindset, you believe your qualities are carved in stone. Who you are is who you are, period. You think that characteristics such as intelligence, personality, and creativity are fixed traits rather than something people can develop. As a leader, you may view that about others, too. So when they come to you again, you think they will never learn!

Ugh, here we go again. Why can't they handle this on their own? It's not rocket science!
Seriously? They want me to solve this for them? Do they think I have a magic wand or something?
This is getting old. How many times do I have to go over the same thing? They should know better by now!

You can see how these fixed thoughts pulled Lena, and maybe you, towards believing This is hopeless. No matter what I do, my team just can't seem to handle things on their own. It's like banging my head against a wall. Why even bother trying?

Fixed mindsets keep leaders feeling incapable, which can lead to imposter syndrome. Having to deal with staff challenges constantly can leave you stuck in survival mode and move toward burnout. But there is another mindset that can turn things the other way.

A growth mindset view of your employees

When you have a growth mindset, you believe that your basic qualities are things you can cultivate through effort. With this frame of mind, you understand that while people differ greatly in aptitude, talents, and temperaments, you fundamentally believe that individuals can grow or change with effort, hard work and time. As such, you have that view about your nonprofit employees, too!

So when your employee comes to you again, you remind yourself that this is a great opportunity for my team to learn and grow. As such, your thoughts shift as well:

I trust my team to make the right decisions and learn from their mistakes. It's all part of the growth process.
I wonder what creative solutions they'll come up with this time. There's always something new to learn from each challenge.
Even if they stumble along the way, each obstacle is a chance for them to develop resilience and problem-solving skills.

These thoughts reflect a mindset focused on empowering and supporting your team's development rather than feeling frustrated or annoyed by their challenges.

Leadership is about helping our employees reach their full potential.

In Lena's session, she learned that leadership is about growing, developing and inspiring our employees to reach their full potential. To do that, we must have a growth mindset, believing that our employees can acquire new skills and abilities, albeit with work and effort. As such, we begin to get curious and ask them questions rather than solve their problems. With a growth mindset, we start to coach our employees!

Coaching conversations grow our employees

When we coach our employees, rather than managing, controlling, and directing them, we help them develop and grow. This keeps them motivated, engaged, and loyal, creating a magnetic workplace culture that people want to be in rather than run away from!

As you can guess by now, when Lena went back to work and started asking her employees more questions and getting curious about both how they would solve problems and what they needed to have the confidence to do that.

Lena saw tremendous improvements! Her employees became excited about their growth, potential and development. What's more, Lena saw the trickle-down effect. At team meetings, she saw her subordinates coaching their team members. Over time, her team's culture shifted from a crisis and putting-out-fires model to a proactive growth mindset!

5 Powerful Coaching questions to ask your employees

The point of coaching questions is to pull out the best in your employees, help them to use that to be their best and see their potential for growth. Here are some coaching questions you could ask your team members that not only put you in a growth mindset but also help your employees tackle their challenges with a growth mindset.

1 - What's the real challenge here for you?

This question helps the employee identify and articulate the specific issue they're dealing with.

2 - What strengths, talents or skills do you have that will help you sort through this?

This helps them see what they already have to help them solve the challenge.

3 - What part of this is hard for you?

We are growing the person, not fixing the problem. This question helps them look at their areas for growth and development.

4 - What resources or support do you need to tackle this inner challenge effectively?

They also need to grow, so this question helps the employee identify what they require to succeed and empowers them to seek assistance if needed. Again, the focus is on employee growth.

5 - How will you know when you've successfully overcome this challenge?

Encourages the employee to define what success looks like and to set measurable goals for themselves.

These questions empower employees to take ownership of their challenges and approach them with a growth mindset, emphasizing learning, development, and resilience. They also show you care as their boss, not just about solving problems, but also about growing them!

Resources to help you develop your coaching skills

If you are a member of The Training Library, you will find a webinar called The 3 Step Strategy for Creating Comfortable Coaching Conversations! It includes a list of 20 or more coaching questions to help you.

Remember, our job as leaders is to bring out the best in our employees and help them reach their full potential so that together, we can make an incredible difference in the lives of those we serve.
We do that when we coach, grow and mentor our team to be their best! That starts with you and your mindset!

3 Step Strategy for Creating Comfortable Coaching Conversations
Here's the challenge: You know you are supposed to be coaching your staff but don't know what that means or how it's different from supervision.

Or you do know, but you have not been able to put coaching into action consistently.

If you want success with coaching, start small.
In this webinar, you will learn a 3 step strategy to help you engage with your staff in ways that help them reach their full potential!

In this one-hour webinar, you will:

Understand how coaching conversations are different than supervisory conversations.
Learn 3 strategies to help you create coaching relationships on your team.
Feel comfortable practicing coaching your team members and peers.

Creating Comfortable Coaching Conversations

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How Nonprofit Leaders can STOP having open-door policies now!

9/5/2024

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Unlock Success: Why Nonprofit Leaders Should Rethink Open-Door Policies

Are you a nonprofit leader with an open-door policy? If so, please stop doing that!!

I know you want to be accessible, facilitate communication, be collaborative and promote transparency. You want to be there when your people need you, address issues before they blow up and show how much you care about them. But you are really burning yourself out, and as a result, you will be a less-than-stellar leader.

While there are benefits to having an open-door policy, you need to realize how damaging it could be to your relationships, the reputation you are getting and the impact you leave.

As natural pleasers, performers, and perfectors, we often feel compelled to say "yes" to every request and keep our doors metaphorically open at all times. While this may seem noble, it can ultimately lead to exhaustion and diminish your ability to lead effectively. The pressure to constantly be available and accommodating can leave you in survival mode, with burnout looming!

You want to avoid staying in survival mode, as it affects the effectiveness of your leadership. In this podcast, I shared the five dangers of staying in survival mode on your team!

The five dangers of staying in survival mode on your team!

Here they are in a nutshell:

Being grumpy affects team engagement and creates distance.
Feeling scattered results in a lack of trust and questioning leadership abilities.
Lacking enthusiasm diminishes your ability to inspire and motivate your team.
Becoming narrow-minded leads to losing empathy and focus on broader organizational goals.
Losing passion for the job reduces your effectiveness and negatively impacts team morale.

Having an open-door policy is not helping you!

Grab this guide to see where you currently land on The Surviving to Thriving continuum and plan your way out!

A guide to help you ditch survival mode as a nonprofit woman leader

As you can see, where you land on the surviving to thriving continuum affects your leadership. An open-door policy keeps you whacking moles and putting out fires.

Keep it up, and you'll be the grumpy, scattered, narrow-minded leader who lacks enthusiasm and has lost passion for their job.😳 Maybe you already are!

Do this to reclaim your sanity:

By setting boundaries, we can reclaim our time and energy, allowing us to focus on what matters most, which may change daily. You need the clarity of mind to decide that. Therefore, it's time to ditch the open-door policy and set boundaries before burnout.

How do you ditch the open-door policy?

First, there are four essential components to ditch your open-door policy.
Then, you need to set this structure up with clear communication. I'll share a draft message afterward.

THE 4 COMPONENTS TO HELP YOU DITCH the OPEN DOOR POLICY

1 - Establish office hours:

Establishing designated office hours during which team members can seek your guidance and support.

Starting next week, I'll hold office hours every Monday and Thursday from 10 AM to 12 PM. During these times, feel free to stop by with any questions or concerns, and I'll be happy to assist you.

2 - Use structured check-ins:

Implement structured connection times, such as team meetings or email check-ins, to streamline communication and avoid interruptions throughout the day.

To ensure we're all on the same page and maximize productivity, I'll schedule 20-minute team meetings every Tuesday at 9 AM. This will be our dedicated time to discuss priorities, address challenges, and collaborate on projects that need our immediate attention. If we need a second session each week, we'll arrange that.

3 - Set the boundary:

Communicate your availability clearly and assertively.

While I value open communication, I also need dedicated time to think, plan and do the administrative parts of my job. Going forward, I'll limit my availability for impromptu meetings and requests.
If something is important, please email me, and I'll do my best to respond within 24 hours.
If it is urgent, text and I'll return it in an hour.
If there is a fire, break the door down

4 - Encourage self-sufficiency:

Encouraging your team to find solutions independently teaches them how to problem-solve. It's a way to foster their confidence and expertise while giving you some breathing room to focus on other important tasks.

I am not the only one with knowledge and experience on this team. You have an amazing group of peers, and I encourage you to problem-solve and collaborate with your colleagues before seeking my input. I'm here to support you, but I also want to empower you to take ownership of your work.

HOW TO COMMUNICATE YOUR NEW OFFICE HOURS AVAILABILITY

Here is a draft email to send to your team. You'll need to rework it to feel comfortable and match your personality, leadership style, and the structure you've decided to establish.

Hey Team,

I love the work we do and the impact we have, but I also know that we all feel scattered and stressed at times. I've been thinking about how to support each other best and ourselves in this journey. As your leader, I am committed to fostering a culture of collaboration, empathy, and respect. But I'm also feeling stretched, not as thoughtful as I'd like in my responses to you, and less focused than I'd like to be at times.

To maintain our effectiveness and well-being, I've decided to implement some changes in how we communicate and collaborate moving forward. Starting Monday, I will establish designated office hours and communication channels to streamline our interactions and ensure everyone's time is respected.

I believe that by setting clear boundaries and expectations, we can create a more sustainable work environment where we can thrive both personally and professionally. Let's talk about how they will impact you and potential pitfalls, but also how you can implement some boundaries around your ability and time to focus.

Now is the time to share your thoughts, feedback, questions, and concerns about these changes.
I'm all ears!
~ Kathy

Becoming a thriving nonprofit leader takes time, but it's worth it!

We know that setting boundaries is essential for our effectiveness and well-being. We also know it's hard to do, though, for so many reasons.

Bit by bit, though, by implementing practical strategies such as establishing office hours, using structured communication channels, and setting expectations around availability, we can create a more sustainable work environment where both you and your team members can ditch survival mode and thrive.

You'll find the podcast here to catch up on the episodes. A few favourites of my clients and students are:

Subscribe to the Podcast

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Discover the 3-step framework for non-icky disciplinary talks

2/5/2024

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How to have nonprofit corrective conversations without them feeling icky

As a nonprofit leader, nurturing your team's development is critical. However, it's not just about occasional chats or random feedback. Nor is it about only talking to them when they've done something wrong. Instead, it's about having purposeful discussions that empower your staff to grow.

First, let's explore three types of growth conversations for nonprofit leaders: teaching, coaching, and corrective talks. Each serves a distinct purpose, but all can foster a culture of growth and improvement. Then, we will dive deeper into a three-step framework for having those disciplinary conversations in a way that doesn't feel so icky for you or your employees. Because let's be honest: You've probably not been taught how to do that.

3 Types of growth conversations to have with your nonprofit employees

Your job as a leader is to grow your staff and help them reach their full potential. They have so much more in them. They just might need you to help them see that and pull it out. To help you do that, you need to have the following three kinds of conversations to help your nonprofit staff grow and reach their full potential.

Teaching Conversations

You'll need to teach your employees when they need to learn something they don't already know.

Taking time to teach your team members isn't reserved for new hires. Sometimes, we must re-teach or update systems or procedures for more seasoned staff. It may also be something they missed when they were hired or had way too much thrown at them, in the beginning, to be able to retain it all.

Coaching Conversations

They may not know it exactly, but you're helping them learn to learn, figure out how to figure it out and find out who can help them.

We often use the term coaching when we are correcting them

Coaching is a more comprehensive and ongoing process that helps staff reach their potential. It involves connecting your staff to their goals, strengths, and areas for growth and supporting them in creating and implementing action plans to achieve those goals. Coaching feels empowering to your team members.

Coaching is probably not a skill you've been taught but a skill you can learn. You may find the Comfortable Coaching Conversations training helpful to develop your coaching skills. You'll find it in The Training Library.

Corrective Conversations

Corrective conversations are more focused and immediate discussions addressing specific issues or behaviours hindering individual or team performance. They involve providing feedback, addressing concerns, and discussing strategies for improvement in response to identified problems or shortcomings.

Corrective conversations are often initiated in response to observed or reported incidents, with the primary goal of resolving the issue and preventing recurrence.

I encourage you to reserve these for serious mistakes, offences or infractions.

Ok, now let's learn the framework

The 3-step Framework for NON-ICKY Corrective Conversations

1 - Plan with Purpose

Before the conversation, be intentional.

Review this person's strengths, story and style. Everyone is unique; you want to connect with that uniqueness in your head and heart.

Plan the outcome you want and start with the emotions
How do you want that person to feel after the conversation?

Beaten down? Probably not. Shameful? That's probably not it, either.
What if they left feeling respected, supported, empowered, motivated, and engaged in their work?

Identify strengths you will use to create that outcome.

Where might you get hung up, triggered or struggle to maintain confidence or composure? How will you handle that? The more prepared you are, the more confident you'll feel about handling the conversation.

Take time to write your script beforehand to address the issue clearly, concisely and confidently when it's time.

I want to address [specific behaviour or issue] I've observed recently. For example, [provide specific examples]. We need to address this because [explain impact or consequences].
I need to address [specific behaviour] because it's impacting [team dynamics/project outcomes/etc.]. When this happens, it can lead to [negative consequences], which we want to avoid.

2 - Connect and Then Correct

Do not jump into the correction as soon as you sit down. Connect first. This is a human with human feelings. They want to be seen and respected. You also want to build trust. Connecting before correcting is essential as it lays the foundation for a constructive dialogue between you and your employee.

👋🏻 Build rapport. Acknowledge that this is awkward for both of you.

Hey, how's it going? Well, that's a silly question to ask when we both know these aren't the funnest conversations for either of us to have. I remember being on the receiving end once, and my stomach was in knots. I was so glad when it was over.
Hey there, thanks for taking the time to chat. I know these conversations aren't always easy, but I'm here to support you. I've been in your shoes before, and I get how nerve-wracking it can be.
Hey, I hope you're doing well. I understand that these conversations might not be the highlight of your day, but I'm here to make it as painless as possible. I've been in your position, and I know how important it is to feel heard and supported during these discussions.

When delivering the correction part of the conversation, get straight to the point by clearly and concisely stating the issue or behaviour that needs addressing. Avoid beating around the bush or sugarcoating the feedback. You've already scripted this sentence if you've done your planning part above.

Provide feedback based on observable actions or outcomes rather than making assumptions or judgments about the individual's intentions or character. Always add context by explaining why it's important and how it impacts the individual, the team, or the organization. Help the individual understand the consequences of the behaviour and the need for change.

3 - Nurture and Nudge

After the conversation, continuously support and guide the individual by providing gentle encouragement and direction to ensure sustained progress and development.

Ensure that in your following one-on-one meetings and whenever your paths cross, you provide regular feedback on their progress, acknowledging improvements and offering guidance on areas that still need attention.

People want to know that you care about them and their growth ⭐️

They need to feel that after corrective conversations. This ongoing commitment to them is part of the trust-building process.

Once you see the growth, you can shift into coaching conversations and help them reach the next steps as you help them grow, advance, and reach their full potential.

Final thoughts on nonprofit staff growth conversations

Corrective conversations don't have to feel so icky. When you plan with purpose, connect before you correct, and then continue to nurture and nudge your employees, you'll build trust, develop your team and feel much more confident having these conversations. Just remember to keep them limited. Spend more time coaching your employees than correcting them! And if you still need to learn how to coach, perhaps that's your next growth path!

Learn how to have nonprofit conversations

When you are ready for more help with corrective conversations, work through How to Prepare for a Tough Talk in The Training Library.

When you are ready to develop your coaching skills, complete Creating Comfortable Coaching Conversations in The Training Library.

If you've been meaning to

grow yourself
become a better leader
learn to keep your composure
get better at having those tough talks
figure out how to finally do supervision right

NOW is the time to plan HOW you will do that 👆🏻 growth.

If you need a place to start, The Training Library may be a good resource for you.

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4 Practical Confidence Boosting Strategies for Nonprofit Women Leaders

Empower Nonprofit Women Leaders: 4 Actionable Strategies to Boost Confidence

START HERE:

This is why you need to develop your leadership confidence

1 - When you are a confident woman leader, you are perceived as more competent and trustworthy

2 - Confident women leaders are more decisive

3 - Confidence empowers women leaders to pursue continuous learning and development.

4 - Confidence is contagious

THEN CONSIDER THIS:

This is WHAT gets in the way of feeling confident

You lack competence

You've lacked feminine role models.

You don't believe in yourself

FINALLY DO THIS:

Practical Strategies to Overcome These Barriers and Build Your Confidence:

Build your competence

Build your awareness

Build your support networks

Build a confident mindset

5 Questions to Ask Your Nonprofit Employee to Help Them Reach Their Potential

How Coaching Fosters a Growth Mindset for Nonprofit Employee Development

Lena's nonprofit team was overly reliant on her.

Lena learned about adopting a growth mindset as a nonprofit leader.

A fixed mindset view of your employees

A growth mindset view of your employees

Leadership is about helping our employees reach their full potential.

Coaching conversations grow our employees

5 Powerful Coaching questions to ask your employees

1 - What's the real challenge here for you?

2 - What strengths, talents or skills do you have that will help you sort through this?

3 - What part of this is hard for you?

4 - What resources or support do you need to tackle this inner challenge effectively?

5 - How will you know when you've successfully overcome this challenge?

Resources to help you develop your coaching skills

How Nonprofit Leaders can STOP having open-door policies now!

Unlock Success: Why Nonprofit Leaders Should Rethink Open-Door Policies

The five dangers of staying in survival mode on your team!

Having an open-door policy is not helping you!

Do this to reclaim your sanity:

How do you ditch the open-door policy?

THE 4 COMPONENTS TO HELP YOU DITCH the OPEN DOOR POLICY

1 - Establish office hours:

2 - Use structured check-ins:

3 - Set the boundary:

4 - Encourage self-sufficiency:

HOW TO COMMUNICATE YOUR NEW OFFICE HOURS AVAILABILITY

Becoming a thriving nonprofit leader takes time, but it's worth it!

Discover the 3-step framework for non-icky disciplinary talks

How to have nonprofit corrective conversations without them feeling icky

3 Types of growth conversations to have with your nonprofit employees

Teaching Conversations

Coaching Conversations

Corrective Conversations

Ok, now let's learn the framework

The 3-step Framework for NON-ICKY Corrective Conversations

1 - Plan with Purpose

2 - Connect and Then Correct

3 - Nurture and Nudge

Final thoughts on nonprofit staff growth conversations

Learn how to have nonprofit conversations

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