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

15/5/2024

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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3 Essential Appointments Every Nonprofit Woman Leader Must Make

12/3/2024

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Three Must Have Appointments for Nonprofit Leadership Success

As a nonprofit leader, I know you have a jam-packed schedule, overwhelming responsibilities and that pesky imposter syndrome that just won't quit. I get it. You're juggling too many balls, and sometimes it feels like you're barely keeping them in the air and worried that someone will find out you aren’t cut out for the job. As such, you are stuck in survival mode, and yet you crave growth; you just can’t seem to make it happen.

If you are like most nonprofit leaders, you want to get out of survival mode, enjoy your job more, feel that you have time to get to meaningful work, not just the crisis of the day, and, of course, enjoy the rest of your life. To do that, you must be a nonprofit leader who takes action.

Ask yourself: What am I actively doing to move from survival mode or a place of tolerating the pace, workload and stress to that point where most days you feel like you are thriving?

Too many nonprofit leaders are waiting to develop their leadership capacity!

I start with the phrase ACTIVELY DOING for a reason. Wishing, hoping and praying things will get better won't change them. Here’s the thing: most leaders are waiting to grow themselves.

Waiting for the right time.
Waiting for things to slow down.
Waiting to see if your boss or board will support you, encourage you or offer you the opportunities you seek.

You must stop waiting to be an effective, confident, and content leader. You must intentionally create the leadership and life experience you desire. You do that by scheduling what matters most. Because here’s the thing: wishing, hoping and praying things will get better won't change them.

To be intentional about your personal and professional growth and development, you need to treat it like anything else important in your day — You need to schedule it! Specifically, what do you need to have actually scheduled as appointments in your day-timer, calendar or appointment book? These following 3 things.

The 3 things you MUST have in your agenda
To be an effective nonprofit leader

1 - Schedule in time for self-care: Nourishing Your Mind, Body, and Soul

Yes, I am serious. This is the first one. Self-care is not a luxury; it's a non-negotiable necessity for effective leadership. And by self-care, I am not talking about your manicure.I'm talking about the basics: eating well, moving your body, and getting quality shut-eye. If your lunch breaks are non-existent, it's time to pencil them in. And how about a quick stroll in the afternoon to recharge your batteries? Oh, and don't forget to set an alarm for bedtime. Your body will thank you, trust me.

COMMIT to taking care of yourself by putting it on your schedule.

2 - Schedule in time for self-reflection: Cultivating Inner Wisdom and Clarity

Next on the agenda is scheduling time for self-reflection. It's time to get introspective. You must carve out space in your day for contemplation, pondering, and tuning in to your inner voice. Maybe it's a quiet walk around the block, a silent drive home without the distraction of podcasts, or a few minutes of journaling in the morning.

In the whirlwind of daily tasks and crises, it's easy to lose sight of your purpose and values. Discover how carving out intentional time for self-reflection can enhance your decision-making, resilience, and overall satisfaction in leadership.

ENSURE you have self-reflection booked as an appointment with yourself.

3 - Schedule in time for Self-improvement: Investing in Your Growth and Development

As a nonprofit woman leader, your growth is paramount to the success of your organization and the fulfillment of your mission.

But by self-improvement, I DO NOT mean the training that your organization or sector requires of you.
I DO mean learning and growth, which YOU want to do.

I'm talking about the stuff that fires you up, the learning and growth opportunities that light a spark in your soul. Maybe it's a webinar you've been eyeing, a juicy book you've been dying to read, or an online course that piques your interest. Whatever it is, make sure it's on your agenda. No more waiting for the mythical "right time." The time is now.

GUARANTEE self-improvement is on your agenda, not just "when you have time."

I will not tell you it's easy to schedule these things. It's not. It requires courage to stand up for yourself, your beliefs and your desires. Become your best self by scheduling self-care, self-reflection and self-improvement. It will be awkward and uncomfortable at times, but that's ok. We are not in a popularity contest. We are here to make a difference in the lives of others, in our families and communities. To do that, we need to be at our best. Please don't apologize for that!

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Nonprofit Leaders Discover The Power of Being True to Yourself

16/11/2023

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The Inner Work of Leadership: Be Yourself and Lead with Authenticity

Women leading nonprofit organizations know that leading with authenticity is at the core of effective leadership, or maybe they don't!

In a world where we often feel the need to armour up, put on masks, and present facades, embracing our true selves can be terrifying and also a transformative experience.

In my work, I teach four fundamentals of leadership. Let me cover them quickly here so you can create a plan to lead more effectively and feel good about yourself when you do!

Nonprofit Leaders Discover The Power of Being True to Yourself

1. Be Yourself

I spent many years armouring up, putting on a face or feeling like there was a right way to lead.

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

At times, I felt like I, figuratively and more often than not literally, suited up to go to work and then stripped away the layers when I got home. Sound familiar?

But it's more than just the clothes we wear. It's the style, approach and manner we bring to our leadership. True leadership begins with authenticity.

To be our best selves, we need to do the inner work of unmasking ourselves, shedding the armour, and embracing our genuine selves. That starts with identifying your values, beliefs, strengths and quirks and learning to be comfortable with all of them.

That's the work of Being Yourself

2. Develop Yourself

Continuous personal and professional development is the heartbeat of excellent leadership. Whether you're battling a lack of confidence or, quite frankly, don't know how to do 1-1 supervision, the journey of personal and professional development in leadership never truly ends.

Strong and authentic leaders commit to ongoing personal and professional development. They have a plan for how they are growing and developing themselves on the inside and how they tactically do their day-to-day work.

That's the work of Developing Yourself.

3. Take Care of Yourself

Leadership isn't just about guiding others; it's about leading yourself first.

Self-care plays a critical role in maintaining your composure, being able to focus, and being decisive. After all, you can't pour from an empty cup.

Strong leaders develop practical strategies for ensuring their minds and bodies are well-equipped to handle the demands of leadership.

That's the work of Taking Care of Yourself.

4. Teach Others to Do the Same

True leaders empower those around them to embrace authenticity, continuous growth, and self-care. It starts with you, though. You can only teach it effectively if you do it. But when you do help others to unmask, develop, and care for themselves, it creates an engaged culture of loyal team members.

Yes, we need to manage them, but inspiring leaders do more than that! Effective leaders learn to motivate, coach and mentor their team members.

That's the work of Teaching Others to Do the Same.

Learning to lead with excellence

If you want to discover how to excel in leadership, explore how you can strengthen those fundamental strategies in how you lead.

You'll learn more in the podcast series Invest in Your Leadership Excellence.

The first episode in the series is here: Women leaders - Why you need to invest in your personal and professional development.

LISTEN NOW!
Remember to subscribe on whichever channel is your favourite so you don't miss all 4 episodes in the series.

Leading with authenticity

Remember, leadership is not just a position, title or hat you put on when you show up at work each day.
Leadership is a journey of self-discovery and growth.
It is a personal growth journey!

Embrace your authenticity, invest in your development, prioritize self-care, and lead with excellence and in a way that feels good!

Do the inner work! It's worth it!
p.s. If you want help doing the inner work so you can grow both personally and professionally, join The Training Library today!

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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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

3 Essential Appointments Every Nonprofit Woman Leader Must Make

Three Must Have Appointments for Nonprofit Leadership Success

Too many nonprofit leaders are waiting to develop their leadership capacity!

The 3 things you MUST have in your agendaTo be an effective nonprofit leader

1 - Schedule in time for self-care: Nourishing Your Mind, Body, and Soul

2 - Schedule in time for self-reflection: Cultivating Inner Wisdom and Clarity

3 - Schedule in time for Self-improvement: Investing in Your Growth and Development

Nonprofit Leaders Discover The Power of Being True to Yourself

The Inner Work of Leadership: Be Yourself and Lead with Authenticity

Nonprofit Leaders Discover The Power of Being True to Yourself

1. Be Yourself

2. Develop Yourself

3. Take Care of Yourself

4. Teach Others to Do the Same

Learning to lead with excellence

Leading with authenticity

Archives

Become an Authentic Leader

Become a Confident Leader

The 3 things you MUST have in your agenda
To be an effective nonprofit leader