Modern Leadership for Fundraising Executives
But what’s good for the employees also is good for leaders. When leaders establish goals for themselves, it not only gives the process credibility but also enables them to focus on their own ambitions and desires. This is as important as the direction sought for employees because it helps a leader maintain a vision and conceive the next steps on the path to reaching that target.
5. Everyone must be held accountable.
There cannot be any exceptions when it comes to a leader holding employees accountable to their jobs. It’s not unreasonable for a leader to expect all employees to demonstrate a sense of professional maturity when they accept the responsibilities of their position, but it must be transparent and reinforced that being held accountable is the norm. Then it is essential for the leader to follow through and adhere to the policy.
It might be difficult and even uncomfortable for a leader to confront an employee who is not meeting expectations, but the effects of not doing so will reverberate negatively among the staff and undermine any further effort to be credible. Additionally, leaders need to have uniform procedures to address issues of accountability. That means establishing standards and practices that everyone is subjected to in order to create an environment of equal treatment.
This can be an exciting time for nonprofit leaders who recognize the opportunity to change. Standing behind you is an army of workers who want nothing more than this effective shift in managerial philosophy. This shift also is an investment in staff through an outward recognition of their ability to successfully complete the tasks and decisions associated with their jobs. The prospect of changing how a leader leads may be a scary thought, but consider just one of the consequences of not changing: the loss of enthusiastic, well-trained employees, especially young talent who bring new ideas and ambition. FS