Three biggest mistakes made by non-profit Boards
August 10th, 2009
Like many organizations based on profit is the pinch of the economic crisis, so they are a high percentage of nonprofit organizations. Given that these nonprofits are feeling the pressures of increased competition for every dollar donors, who put more emphasis on service delivery and efficiency. My U.S. dollars will go to the organization that more is spent prudently, with the "biggest blow" for every incremental dollar contributed.
Error # 1
Many nonprofit boards are leadership, the challenge that point not to leave their (true) lost comfort zone. They cling to the belief that something is going to change, even if they change anything. Faith to step into the unknown (something different) is untapped or missing altogether.
Remedy:
If the card is stuck in its ability to change, seriously consider changing the composition of the Board. Look for members with a history of success in managing change. Commitment to a cause not a board member of the great leadership that are not part of their skill set.
Error # 2
Hiring a consultant in the hope that it will provide a magic wand which, once fired, it still does not fix everything through monitoring and maintenance.
Remedy:
When working with consultants, clearly have the purpose and scope of your project in writing. How to measure results. Consultants, either a part of your job for you, or help make their work more effectively. Decide which option you are looking for. Be clear, honest and transparent. Do not step into the river if you’re not ready to swim to the other side.
Error # 3
Many nonprofits are married with the idea that differ from other organizations, either because of religious affiliation or their reliance on volunteer staff. Each organization is composed of individuals. People are people, and the menu of options available to manage, train, motivate, inspire, correct, exercise, etc. are the same regardless of profit. Holding people accountable is not "unloving" and do not drive productive volunteers. In fact, exactly the opposite effect.
Remedy:
Great leadership of the organization will move forward and not let a personnel policy, whether paid or not, act in ways inefficient or unproductive. Part of the responsibility of a leader is to improve the skills of each follower. This is no less true when it comes to volunteers.
Be honest, is not their profit, willing to make changes? If not, well, you can find the routine of their organization is in just get deeper and more difficult to climb. If you want to change something – something needs to change.
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