Fundraising leadership within a nonprofit organization is crucial to the success of the overall mission and controls the size of any possible impact the nonprofit can make on a community. Most often leadership is a backbone which employees use as a source for various job related problems. In the nonprofit sector leadership is even more important as many times there are fewer employees and volunteers are not as consistent as they may have other obligations that take up their time.
There are multiple jobs the leaders must perform in order to ensure the nonprofit organization is self-sustainable and will provide the adequate services presumed available. Apostu wrote an article regarding leadership and development in non-governmental organizations and stated, “There is talk of a leadership deficit, because of the shortage of talented leaders and the growth of the non-profit sector generally. As a result there is some urgency in attempts to develop a new generation of leaders, and to provide relevant support to existing and future leaders.
In the nonprofit sector the importance of effective leadership is truly the driver of success and it is the most important aspect besides the mission at hand. Leaderships consist of a president which could be the founder of the organization, a vice president, and a board of trustees. Mel and Pearl Shaw state in their article regarding fundraising success that, “The president is the face and voice for the institution’s fundraising. ” Usually the president of a nonprofit does earn wages as this position requires adequate time and commitment.
The contributions made by the board of trustees are all very significant as well but ultimately the president of the organization will hold the final say in crucial decisions. The trustees could be people who attend regular meetings at the nonprofit location or they could be scattered throughout the United States and have virtual meetings less often when important decisions require attention. Pear and Mel Shaw also wrote regarding trustees stating, “They are responsible individually and collectively for working with a full understanding of the institution’s mission, vision, goals, strategic direction and financial position.
Each position holds its importance and must perform together in order to achieve a healthy environment that is capable of giving along with sustaining its own business integrity. Leadership doesn’t just encompass the nonprofit business plan or direction but also consists of everyday situations like lack of volunteers or funds. Leaders need to have an ability to step up when others are unable and drive the mission to success whenever reasonably possible.
Through fundraising efforts throughout the community the organization can continue to give its services and better the community. Fundraising leaders must have the ability to interact with employees in a way that encourages and motivates and makes them feel that each contribution they provide to the nonprofit is sincerely appreciated. As far as leadership in the community, having an ability to encourage donations and knowledge to approach businesses is they choose to do so and request sponsorships and grants is a skill that is desirable.
While this task might be more difficult many times the nonprofit may require it because it is substantial and can benefit both the nonprofit and for profit because it can be seen as a positive attribute to the community. As fundraising leadership is the key to a successful business, staff development is another crucial element to discuss. Usually staff development plans are made by the leadership staff to enable employees to understand their jobs, provide them incentive for growth within the company, and guide them into the right direction when situations occur that may be problematic.
A positive environment is a necessity in nonprofit organizations as it was previously mentioned; typically the volunteers are the nuts and bolts in the business. Sara Tillott wrote an article which discussed the importance of staff engagement and the development of a positive workplace through the efforts of leadership through her activities in the healthcare field. She stated in her article, “My time spent as a registered nurse has exposed me to the effects of a poor workplace culture, predominantly influenced by hierarchal management and dogmatic leadership styles.
Although many nonprofits don’t have a medical environment it can be said that many people that are in all types of work environments have been exposed to those negative cultures. Later she mentioned cultural changes and stated, “There is, however, growing concern that perhaps the potential for greater individual and team effectiveness is inhibited by the way organizations use their valuable human, financial and natural resources. ” Communication between leadership and the staff can be increased by positive mentoring, regular staff meetings, and continuous training.
Along with those aspects there has to be compassion towards employees and sensitivity towards them and their requests. All staff developmental concepts stem from communication from employer to employee. Lack of communication leads the employee to feel that they are doing their job the correct way and if the employer does not take to invest in the employee and their job performance there is suddenly issues that need to be resolved. Through leadership support and adequate developmental programs in place the nonprofit as a whole will benefit and ultimately strive towards success.
