Leadership Coaching to Assist Managing Small Nonprofit Staffing

By using Leadership Coaching to Assist Managing Small Nonprofit Staffing, your organization can review several key things about your staff. 

Doing this should reinforce already good practices and provide some space to think about how staffing might be strengthened and improved. 

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33. On-site Staff Works in Harmony as a Team

This is Practice 33 of 80

One special staffing division is the on-site team, a mix of leadership and support personnel who need to work together year round.

The Board is aware of any ongoing conflicts and general lack of team cohesiveness. Long-term staff who know your organization well usually have a good perception of how well the on-site team interacts.

Care is taken to match new people to the existing team and regular training and support is given to the on-site team.

• How might behavioral assessments fit your organization to better understand the strengths and differences among full-time staff?

• Who actually is in a position to observe and comment on the on-site staff?

• How well does the Executive Director assure the good working together of this group of people?

• How well is the line of authority through the Executive Director respected in practice by the onsite team?

Why This Practice is Important to Me as a Leadership Coach

A harmonious team always translates into more effective work and a more effective ministry. A team "in trouble" usually means something needs to be addressed by whoever is in charge. 

My experience in coaching is that "people stuff" is the hardest part of a leader's responsibility. My clients, usually Executive Directors, need to step in either by being directive to whoever is managing the team, or directly intervening themselves.

Remember this is a small nonprofit. Relationships are crucial, and a leader can wear a lot of hats. But problem areas need to be addressed, regardless of how you feel about doing it. 

That's the whole point of providing this self-paced, self-driven leadership coaching to assist managing small nonprofit staffing. 

The Key Concept, Attitude or Action That Drives This Practice

FAMILIARITY

That doesn't always happen overnight and it is always improved by open and honest communication.

An Expansive Thought

'Together' is a powerful working word for our vocabulary.

An Action Point

Address any personal 'stuff' that distracts and discourages. Make relationships right, starting today.

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34. Staff Accountabilities are Clearly Communicated

This is Practice 34 of 80

Staff line of authority and accountabilities are clearly written. People need to know who they are accountable to, whether in the overall organization or in any small team or group that has been put together for a specific project.

Put it in writing. If you often form up teams, develop a standard, written approach that will make things easier. Be crystal clear, so there is no ambiguity for anyone.

• What, if any, gray areas are there around who is accountable to whom in your present job descriptions?

• Is this the case for a short-term group put together for a special purpose as well?

• If it would be beneficial to achieve clarity through writing it down, how will you go you go about that? When? How will you communicate it?

• Have staff accountabilities broken down for any reason?

• What action will you take now?

Why This Practice is Important to Me as a Coach

Being responsible to the wrong person or no one at all makes ineffective work more likely.

I've said it so many times, "Clarity rules!" People need to know. Up, down, and across the line of responsibilities, clarity is required so there is no doubt about who does what. In some small nonprofits, for instance that deal children, it actually may be a risk issue. 

The Key Concept, Attitude or Action That Drives This Practice

AUTHORITY

Being accountable to wise and good authority creates space to accomplish our best.

An Expansive Thought

What is clearly written can be clearly conveyed. Who reports to who is an essential requirement for success.

An Action Point

If there is confusion or problems on the team, first check how the line of authority is working.

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35. Staff Coaching Supports Personal and Professional Growth

This is Key Practice 35 of 80

The person coaching observes and listens carefully to each person on staff. You listen for what individuals feel they could use to take the next step in their development. You challenge them to take those intentional steps to develop both personally and in the work they are doing.

Many don’t grow much over time in a conscious way because they aren’t intentional about it. Be the catalyst for change among your staff. Coach them to be their very best and reach for their God-given potential.

• How are you seeing the benefits of coaching through individuals intentionally changing and developing?

• How is the staff coaching approach to personal development operating generally throughout your organization?

• What could you do to foster more of that?

Why This Practice is Important to Me as a Professional Coach

Investing in the life of a committed, effective worker has always proven to benefit the work.

I see firsthand, every single working day, the benefit of coaching in assisting leaders to do better, achieve more and really thrive. It works at every level of an organization. 

The Key Concept, Attitude or Action That Drives This Practice

COACHING

Coaching is tailored to the individual. One size fits all generally doesn't work well.

An Expansive Thought

Investing in a 'thing' sometimes grows and brings limited satisfaction. Investing in a person can go far beyond your greatest expectation.

An Action Point

Incorporate the coach-approach to staff development and see what will happen.

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36. Staff Respect for the Work of Other Team Members is High

This is Key Practice 36 of 80

Everyone has a respect for each other’s duties within the team. No position is above another. It may appear that way on the organizational chart, but that only shows function.

Every person plays an important role and needs to have fostered a respect for the role that others play, regardless of what they are doing or how much of a certain skill it requires.

Each person does his or her part. Where it is reasonable, staff are willing to step in and give each other a hand. Generosity attracts generosity. And that makes for a great work environment.

• What can we do to increase the spirit of generosity in giving to one another?

• How can we eliminate anything that might inadvertently give a message that someone’s task is less important than another?

• What can we put in place to recognize the importance of every contribution?

Why This Practice is Important to Me as a Christian Leadership Coach

No job is more important than another. Especially in Christian work there is no place for grandstanding. We are one body, and we each have a role to play in serving together. Fostering that is paramount to coaching, and to the smooth running of a small tight knit group of workers. 

The Key Concept, Attitude or Action That Drives This Practice

ENVIRONMENT

An environment of respect and co-operation among staff will be felt throughout the program and organization.

An Expansive Thought

Hearing, "Can I give you a hand?" when you're hot and tired is like a cup of fresh water to the parched.

An Action Point

What can you eliminate that says someone's task is less important than another's?

This is the end of Leadership Coaching to Assist Managing Small Nonprofit Staffing. You can access the last four staffing practices here. 

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Using Leadership Coaching to Assist Managing Small Nonprofit Staffing, What Improvements Do You Plan to Work On?

As you work through your review of Leadership Coaching to Assist Managing Small Nonprofit Staffing, what have you noticed that may be immediately actionable? 

What will you initiate in order to realize these improvements in your organization? 

Be intentional. Do it.