Leadership Coaching on Small Nonprofit Staffing Part One

By using Leadership Coaching on Small Nonprofit Staffing Part One, 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. 

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.

• Would it be of value to consider behavioral assessments to better understand the strengths and differences among fulltime staff?

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

• Is the Executive Director assuring the good working together of this group of people?

• Is the line of authority through the Executive Director respected in practice by the onsite team?

Why This Practice is Important

A harmonious team always translates into more effective work and a more effective ministry.

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.

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.

• Are there any gray areas 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, have you done that?

• Have staff accountabilities broken down for any reason?

• What action will you take now?

Why This Practice is Important

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

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.

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.

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

• 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

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

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.

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?

• Have we eliminated everything that might give any indication 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

No job is more important than another. Especially in Christian work there is no place for grandstanding.

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 on Small Nonprofit Staffing Part One.

Using Leadership Coaching on Small Nonprofit Staffing Part One, What Improvements Do You Plan to Work On?

As you work through your review of Leadership Coaching on Small Nonprofit Staffing Part One, 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.