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Oct 11

Beware of a New Scam Targeting Nonprofit Organizations

By Sponsor Insight

By Jill Robisch, National Bank of Indianapolis

Nonprofit organizations, known for their mission-driven work and commitment to community welfare, are increasingly becoming targets of a sophisticated scam. This scam involves fraudulent donors sending counterfeit checks to nonprofits, only to follow up with a request to return a portion of the funds—before the organization realizes the check is bogus.

Here’s how the scam typically unfolds:

  1. Initial Contact: The scam begins when a supposed donor reaches out to the nonprofit, often presenting themselves as a well-meaning individual or a representative of a company. They express a desire to make a substantial donation, often targeting smaller nonprofits that may be less equipped to verify the legitimacy of the funds.
  2. The Fake Check: The donor sends a check for a significant amount, which the nonprofit deposits into its bank account. The check appears genuine, and the nonprofit, eager to put the funds to good use, may not immediately question its authenticity.
  3. The Refund Request: After the check is deposited, the scammer contacts the nonprofit again, claiming that they accidentally overpaid or need a portion of the funds back for some reason—such as an emergency or to cover a different expense. They request that the nonprofit wire the excess funds back or send a separate check.
  4. The Revelation: After the nonprofit sends the requested refund, the original check bounces, as it was fraudulent. The organization is left with a loss, not only of the funds they returned but also of any bank fees incurred.

How to Protect Your Nonprofit

To avoid falling victim to this scam, nonprofits should take the following precautions:

  • Verify Donors: Before accepting large donations, especially from new or unknown donors, verify their identity and the legitimacy of the donation. Contact the donor directly using official channels, not through the contact information provided in suspicious emails or letters.
  • Wait for Clearance: Do not refund any part of a donation until the check has fully cleared. Bank processing times can vary, and it’s essential to wait until the funds are confirmed as available in your account.
  • Educate Your Team: Ensure that all staff and volunteers are aware of this scam and understand the importance of verifying checks and donations. Providing regular training on recognizing potential fraud can help protect your organization.
  • Consult with Your Bank: Work closely with your bank to identify and mitigate risks. They can offer guidance on how to verify checks and may provide tools to help you spot fraudulent transactions.

Nonprofit organizations should remain vigilant against this type of fraud. By implementing strong financial controls and educating their teams, they can protect themselves from falling prey to these increasingly common scams.

Oct 08

How to Prepare for Effective Training: Start with Clear Work Instructions

By Uncategorized

By Julie Struble, Charitable Advisors

In the nonprofit world, we often juggle multiple responsibilities—from managing donor relationships and overseeing programs to onboarding new hires and meeting stakeholders’ expectations. One of the most valuable tools we can provide our teams to help them navigate these tasks is documented processes. They don’t just keep the ship running smoothly—they ensure that staff can consistently achieve high-quality outcomes and be prepared for any challenge, including their training and onboarding.

Why Documented Processes Matter
Having documented processes in place offers a multitude of benefits for your organization, particularly when it comes to training and development. Let’s break down the key reasons:

  1. Achieving Consistent Outcomes
    Documented processes provide a clear roadmap for staff, ensuring they can consistently meet accreditation standards and funder requirements. When everyone knows how to perform their duties correctly, it becomes easier to meet organizational goals and maintain high performance across the board.
  2. Faster Onboarding and Training
    With a guide in place, new hires and program staff can be brought up to speed in weeks instead of months. This reduces the time spent on repetitive explanations, allowing employees to become productive more quickly.
  3. Ensuring Continuity in Case of Absences
    If a team member is sick, on vacation, or leaves the organization, documented processes allow another person to step in seamlessly. This ensures continuity, and your organization’s operations won’t miss a beat.

Steps to Prepare for a Training Program

Preparing for effective training requires careful thought and planning. Once you’ve created documented processes for your team, it’s important to choose the right format for training. Here’s how to get started:

  1. Select Key Processes to Document
    You don’t need to document every task—just focus on those that are critical to your organization’s success. For most nonprofits, this will be five to twelve key processes that directly impact outcomes, whether they relate to donor management, program delivery, or compliance.
  2. Write a Purpose Statement
    For each process, define the expected outcome and the consequences if the task isn’t completed correctly. This helps your team understand why the process is essential. For instance, if a grant report is submitted late or inaccurately, what are the consequences for funding or accreditation?
  3. List Inputs and Outputs
    Document the tools, software, and data necessary to complete the task (inputs), and describe the measurable result once the task is completed (outputs). Connecting these outputs to your organization’s quarterly or annual goals helps give the team context and shows them how their work contributes to the mission.
  4. Break It Down Into Milestones
    Divide larger tasks into key milestones. Then, document one milestone at a time with a simple step-by-step process (typically 8-10 steps). This makes it easier for team members to follow the workflow. If there are more than 10 steps, break the task down into smaller milestones.
  5. Review and Refine the Process
    Once the process is drafted, review it with your team. Check for any missed steps and refine where necessary. Share the documented process during a departmental meeting to gather feedback and finalize it for approval by the department manager or executive director.

November HR Nonprofit Peer Group webinar

Documenting processes might seem like a time-consuming task, but the payoff is well worth it. With streamlined procedures in place, your nonprofit can achieve its goals faster, provide higher-quality services, and operate more efficiently. And the best part? With the right approach, you can draft a process in as little as 15 minutes.

Join us on Nov. 6 at 1 p.m. for Maximizing learning outcomes: Choosing the right training format webinar. Our presenters will guide us through the best training format for your staff.  See below to register.

Oct 07

5 Leadership Books for Nonprofits

By Feature

by Chelsea Ohlemiller, Charitable Advisors

In the nonprofit sector, leadership is more than just guiding teams—it’s about fostering growth, driving social change, and empowering individuals to make a difference. Nonprofit leaders and employees often face unique challenges, from limited resources to high-stakes decisions that affect entire communities. To thrive, leaders and their teams need continuous inspiration, education, and empowerment.

Leadership literature can provide fresh insights and practical tools to navigate these challenges. Here are five essential leadership books that every nonprofit leader and employee should consider adding to their reading list.

1. “Leaders Eat Last” by Simon Sinek
Sinek’s Leaders Eat Last is a powerful exploration of leadership that focuses on the human side of leading organizations. At its core, this book argues that the best leaders prioritize the well-being of their teams above their own interests. Inspired by the military concept that leaders should be the last to eat in the mess hall, Sinek explains that true leadership comes from fostering a circle of safety within the organization.

      For nonprofit leaders, this book provides a compelling framework for building trust and cooperation within teams. Nonprofits thrive when leaders create an environment where employees feel valued, protected, and empowered to do their best work. Sinek’s insights on empathy, teamwork, and servant leadership are particularly valuable for leaders whose mission is community-focused.

      2. “The Five Dysfunctions of a Team” by Patrick Lencioni
      Patrick Lencioni’s The Five Dysfunctions of a Team is a must-read for nonprofit leaders looking to improve teamwork and organizational effectiveness. This business fable presents common obstacles that teams face, including a lack of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results.

        Lencioni offers practical solutions for overcoming these dysfunctions, making it easier to build cohesive and high-performing teams. Nonprofit employees often work under high-pressure situations, and team dynamics can make or break the organization’s success. By addressing and overcoming these five dysfunctions, nonprofit leaders can create a more collaborative and productive work environment.

        3. “Dare to Lead” by Brené Brown
        Brené Brown’s Dare to Lead emphasizes the importance of vulnerability, courage, and empathy in leadership. Based on her research on shame and vulnerability, Brown argues that brave leadership requires the willingness to have difficult conversations, embrace uncertainty, and lean into discomfort.

          For nonprofit leaders, this approach is especially relevant, as the work often involves navigating complex social issues and driving change in challenging environments. Brown’s emphasis on vulnerability as a strength rather than a weakness encourages leaders to be open, honest, and courageous in their decision-making.

          Nonprofit employees can also benefit from the lessons in this book by developing the courage to ask questions, take risks, and contribute to solutions. Dare to Lead offers practical tools for creating a culture of openness and trust within teams.

          4. “Drive: The Surprising Truth About What Motivates Us” by Daniel H. Pink
          Drive by Daniel H. Pink is an insightful exploration of human motivation that challenges conventional wisdom about what drives individuals to perform at their best. Pink argues that traditional motivators, such as financial incentives, are not as effective as autonomy, mastery, and purpose in driving long-term motivation and engagement.

            This book is particularly useful for nonprofit leaders because employees in the sector are often driven by a deep sense of purpose. Pink’s framework can help leaders create environments where employees feel a strong connection to their work, are encouraged to develop their skills, and are empowered to take ownership of their responsibilities.

            For teams that are passionate about their mission but may struggle with burnout or lack of resources, Drive offers actionable insights on how to sustain motivation and keep employees engaged.

            5. “Switch: How to Change Things When Change Is Hard” by Chip Heath and Dan Heath
            Nonprofit leaders are often tasked with driving change, whether it’s in their organization, their community, or the larger societal issues they aim to address. Switch by Chip and Dan Heath offers a compelling guide to understanding how change happens and why it is often difficult to achieve. The authors use storytelling and research to explore the psychological and emotional factors that influence change, making their approach relatable and actionable.

              One of the key insights from Switch is the idea of aligning both the rational and emotional sides of individuals to create sustainable change. The Heath brothers argue that successful change efforts must appeal to both logic (the Rider) and emotion (the Elephant). This is particularly valuable for nonprofit leaders who need to inspire others to embrace change, whether it’s within their organization or in the communities they serve.

              Conclusion

              Leadership in the nonprofit sector comes with a unique set of challenges. By investing in personal growth and expanding your leadership knowledge, you can empower yourself and your team to tackle these challenges head-on. Each of the books mentioned provides invaluable lessons on how to inspire, educate, and motivate your employees to make a lasting impact.

              Whether you’re looking to build stronger teams, create a culture of trust, or drive meaningful change, these books offer actionable insights that can guide you on your leadership journey. As a nonprofit leader, your role is not just to manage—it’s to inspire and empower those around you to protect and serve our communities with passion and purpose.

              Aug 20

              How Zero Trust Edge Security transforms hybrid remote work 

              By Uncategorized

              By Cody Lents, COVI
              Organizations of all sizes are adapting to environments that have their people working from anywhere and at any time. With this rapid adoption of new workflows and working styles, the technology infrastructure and the cybersecurity solutions that protect them can seem like a maze of impossible puzzles. Many are overwhelmed just trying to keep up with the number of pieces involved let alone actually solving the challenges themselves.

              Let me tell you a story about a simple solution that solves one such challenge.

              An organization we recently worked with was experiencing significant team growth. Their staff was spread across various locations, including work from home, and they relied heavily on cloud-based tools like Google Workspaces and Microsoft 365 for collaboration and data storage. With limited IT resources, they were increasingly concerned about the security of their sensitive data and communication channels. The rise in cyber threats targeting organizations like theirs added to their worries. They needed a solution that would secure their network without requiring extensive in-house expertise.

              Enter Zero Trust Edge Security. This modern security framework offers comprehensive protection by verifying every access request, regardless of where it originated. It was the right solution for them to secure their remote workforce, cloud applications, and on-premises data seamlessly.

              Zero Trust Edge Security (or Zero Trust for short) transformed their operations. Their staff went from a “hope” based strategy manually jumping through numerous security hoops to a “data” based strategy, becoming a secure and resilient organization. This allowed them to focus on their core mission; raise more funds through sponsorships, events, and grant initiatives; and elevate their programming to see greater depths of impact. Their success demonstrates that organizations of all sizes can achieve high levels of security with the right guidance, and the right tools. Zero Trust can be a game-changer for organizations, providing robust protection and enabling them to thrive in a digital world.

              So, what is Zero Trust?

              If you look it up online, you’ll find something like this:  a Zero Trust Network (ZTN) is a security model and strategy that assumes no part of a network, whether inside or outside the perimeter, is inherently trustworthy. It requires strict verification of every user, device, and system attempting to access resources on the network.

              A simplified explanation is that traditional IT network security trusts anyone and anything inside the network. A Zero Trust architecture trusts no one and nothing.

              The core principles of Zero Trust include:

              1. Verify Explicitly: Always authenticate and authorize based on all available data points, including user identity, location, device health, service or workload, data classification, and anomalies.
              • Least Privilege Access: Limit user and system access to the minimum necessary and only for the duration necessary to complete the task. This helps to minimize potential attack surfaces and damage from potential breaches.
              • Assume Breach: Design the network architecture under the assumption that an external or internal breach has occurred or will occur. This involves segmenting the network to contain breaches and minimize lateral movement, monitoring, and analyzing traffic for suspicious activity, and maintaining rigorous access controls and logging.
              • Micro-Segmentation: Divide the network into smaller zones to maintain separate access controls for different parts of the network. This limits the ability of attackers to move laterally within the network.
              • Continuous Monitoring and Validation: Implement continuous monitoring of user activities, devices, and network traffic to detect and respond to threats in real-time. Regularly reassess and validate user permissions and network policies.

              By adopting a Zero Trust Network approach, organizations can enhance their cybersecurity posture, reduce the risk of data breaches, and better protect their critical assets and sensitive information.

              A breach represents the ultimate break in your team’s effectiveness, and the goal of Zero Trust is to stop this from happening. It’s important to keep in mind however, that poorly configured Zero Trust can be just as inhibitive. That’s why in order to meet our goal, the right expertise and the right tools matter.

              Summary

              Implementing a proper Zero Trust solution can greatly improve efficiency within an organization. This approach ensures that all employees have a single, unified system to protect their applications and digital tools. It simplifies access control for internal resources and optimizes the performance of its IT infrastructure, usually without adding the burden of managing extra passwords or additional log in experiences.

              This appropriate implementation and configuration is key to any successful zero trust network and essential for an efficient edge security solution.

              An experienced IT partner will be able to understand your unique challenges and how they relate to the overall cybersecurity landscape and develop an appropriate implementation plan for you.

              Aug 12

              Best Practices for Monitoring Nonprofit Organizations’ Financial Health

              By Sponsor Insight

              By Jill Robisch, First Vice President and Manager, Nonprofit Services, The National Bank of Indianapolis

              Nonprofit organizations play a crucial role in addressing social issues and serving communities. However, just like their for-profit counterparts, nonprofits must ensure sound financial management to fulfill their missions effectively. Monitoring the financial health of a nonprofit is essential for maintaining sustainability, transparency, and trust among stakeholders. Here are some best practices for keeping a close eye on the financial well-being of nonprofit organizations:

              Establish Clear Financial Policies and Procedures: Implementing robust financial policies and procedures ensures transparency, accountability, and compliance. These policies should outline guidelines for budgeting, spending, fundraising, and financial reporting.

              Regular Financial Reporting: Nonprofits should generate regular financial reports, including income statements, balance sheets, and cash flow statements. These reports provide insights into the organization’s financial performance, trends, and areas needing improvement.

              Budget Monitoring and Variance Analysis: Develop an annual budget aligned with strategic goals and regularly monitor actual expenses against budgeted amounts. Conducting variance analysis helps identify discrepancies and allows for timely adjustments to ensure financial stability.

              Diversify Revenue Streams: Relying heavily on a single source of funding exposes nonprofits to financial instability if that source diminishes or disappears. Diversifying revenue streams by pursuing grants, donations, program fees, and earned income opportunities reduces dependence on any single source and enhances financial resilience.

              Maintain Adequate Cash Reserves: Building and maintaining sufficient cash reserves provide a safety net during unexpected financial challenges or emergencies. Aim for a reserve level that covers several months of operating expenses to ensure stability.

              Engage Board Members: Engage a knowledgeable and diverse board of directors with expertise in finance, accounting, and nonprofit management. Board members should actively participate in financial oversight by reviewing financial reports, asking pertinent questions, and providing guidance on financial matters.

              Adapt and Plan for the Future: Nonprofit operate in dynamic environments, and financial monitoring should adapt to changing circumstances. Continuously assess risks, anticipate future challenges, and develop contingency plans to maintain financial resilience.

              By adhering to established best practices, nonprofit organizations can actively monitor their financial well-being, enhance accountability, and maintain their effectiveness in serving communities. To gain further insight into these best practices and ensure organizational sustainability, we invite you to participate in Session 3 of The National Bank of Indianapolis Nonprofit Training Series, focusing on Monitoring Financial Health. The session will take place virtually on September 10th at Noon. Registration at
              https://www.eventbrite.com/e/950175399197?aff=oddtdtcreator

              Jul 29

              Navigating a Changing Landscape: The Election’s Impact on Nonprofit Organizations

              By Feature

              by Charitable Advisors

              As the upcoming election approaches, nonprofit organizations find themselves at a critical juncture. The results of this election could have profound implications, affecting funding, regulatory environments, and the communities they serve. Here’s a look at how the election might impact nonprofit organizations and the strategies they can employ to navigate the changing landscape.

              Funding and Budget Priorities

              One of the most immediate concerns for nonprofits is how the election will influence federal and state funding. Government grants and contracts constitute a significant portion of many nonprofits’ budgets. Changes in administration often bring shifts in budget priorities, which can either bolster or undermine funding for various causes.

              For instance, a government that prioritizes healthcare may increase funding for medical research, community health programs, and related nonprofits. Conversely, an administration focused on fiscal austerity might reduce funding for social services, leaving many organizations scrambling to fill the gaps.

              Nonprofits must stay informed about candidates’ platforms and proposed policies. Understanding these priorities can help organizations anticipate changes and adapt their strategies accordingly. Building relationships with policymakers and advocating for continued support is crucial, regardless of the election’s outcome.

              Tax Policy and Charitable Giving

              Tax policy is another critical area where the election could impact nonprofits. Charitable giving is often influenced by tax incentives, such as deductions for donations. Changes in tax policy can either encourage or discourage individuals and corporations from making charitable contributions.

              For example, an increase in the standard deduction might lead to fewer taxpayers itemizing their deductions, potentially reducing the incentive for charitable giving. On the other hand, policies that expand or enhance deductions for charitable donations could stimulate more giving.

              Nonprofits should keep a close eye on proposed tax policies and engage in advocacy efforts to support favorable legislation. Educating donors about the benefits of charitable giving, regardless of tax changes, can also help maintain steady contributions.

              Regulatory Environment

              The regulatory environment for nonprofits is subject to change with new political leadership. Regulations governing nonprofit operations, such as reporting requirements, lobbying restrictions, and governance standards, can be tightened or loosened based on the administration’s philosophy.

              A more stringent regulatory environment might increase the administrative burden on nonprofits, requiring more resources to ensure compliance. Alternatively, a less regulated environment could provide more flexibility but might also increase the risk of fraudulent activities within the sector.

              Nonprofits must stay abreast of regulatory changes and be prepared to adjust their operations to maintain compliance. Investing in strong governance practices and transparent reporting can help build trust with stakeholders and mitigate the impact of regulatory shifts.

              Social and Political Climate

              The social and political climate fostered by the election results will also affect nonprofit organizations. Issues such as immigration, healthcare, education, and social justice are often at the forefront of political debates, and the outcomes of these debates can influence the focus and funding of nonprofit programs.

              For example, an administration with a strong stance on immigration might impact nonprofits that provide services to immigrant communities. Changes in healthcare policy could affect organizations focused on public health and access to medical services.

              Nonprofits should be prepared to respond to shifts in the social and political climate. This might involve adapting programs to meet new community needs, increasing advocacy efforts, or collaborating with other organizations to amplify their impact.

              Engaging in Advocacy

              In light of the potential changes brought by the election, nonprofits are increasingly recognizing the importance of advocacy. Engaging in advocacy allows organizations to influence policy decisions that affect their operations and the communities they serve.

              Nonprofits can participate in advocacy by educating their supporters about key issues, mobilizing voters, and communicating with policymakers. Building coalitions with other organizations can amplify their voices and increase their impact.

              It is essential for nonprofits to remain nonpartisan in their advocacy efforts. While advocating for specific policies and issues is important, maintaining a nonpartisan stance helps preserve public trust and ensures compliance with regulations governing nonprofit activities.

              Preparing for Uncertainty

              The uncertainty surrounding the election can be challenging for nonprofit organizations. To navigate this uncertainty, nonprofits should focus on building resilience and adaptability.

              Diversifying funding sources is a key strategy. Relying too heavily on government funding can be risky, so nonprofits should seek to broaden their funding base through individual donations, corporate partnerships, and foundation grants.

              Strengthening relationships with donors and stakeholders is also crucial. Clear communication about the organization’s mission, impact, and needs can help maintain support even during uncertain times.

              Investing in organizational capacity, such as staff training and technology, can improve efficiency and effectiveness. This, in turn, enhances the organization’s ability to adapt to changing circumstances.

              Final Thoughts

              The upcoming election presents both challenges and opportunities for nonprofit organizations. By staying informed about policy changes, engaging in advocacy, and building resilience, nonprofits can navigate the evolving landscape and continue to fulfill their vital missions. Regardless of the election’s outcome, the commitment of these organizations to serving their communities remains steadfast, highlighting their critical role in society.

              Jul 08

              Navigating Career Growth in the Nonprofit Sector

              By Feature

              by Charitable Advisors

              The nonprofit sector, with its rich tapestry of causes and missions, offers a landscape of immense career growth for those who are passionate about making a difference. For those driven by a desire to contribute to the greater good, the journey within this sector is not just a career path but a lifelong commitment to fostering positive change. Yet, beyond the noble pursuit of societal betterment, there lies a dynamic environment filled with opportunities for professional advancement. Here are some strategies to help you navigate your career growth in the nonprofit sector.

              Setting Clear Goals

              Embarking on a career in the nonprofit sector requires setting clear, achievable goals. Begin by defining your career objectives and envisioning where you see yourself in the next five to ten years. Are you aiming to become a program director, a development officer, or perhaps a policy advocate? Once you have a clear vision, create a roadmap for achieving these goals. Break down your long-term objectives into smaller, manageable tasks and milestones. Regularly assess your progress and be prepared to adjust your goals as needed. The path to success is seldom a straight line; adaptability and resilience are key.

              Seeking Feedback

              Actively seeking feedback is crucial for personal and professional growth. Constructive criticism from supervisors, peers, and mentors can provide invaluable insights into your strengths and areas for improvement. Make it a habit to solicit feedback regularly, and more importantly, act on it. Embrace a growth mindset where you view challenges and setbacks as opportunities to learn and evolve. By being open to feedback, you can continuously refine your skills and enhance your performance.

              Taking Initiative

              In the nonprofit sector, taking initiative can set you apart and demonstrate your commitment and capability. Volunteer for new projects, propose innovative ideas, and don’t hesitate to step into leadership roles when the opportunity arises. Being proactive not only showcases your enthusiasm and dedication but also allows you to gain diverse experiences and build a robust skill set. The willingness to go above and beyond your defined role can lead to new opportunities and career advancement.

              Establishing Thought Leadership

              Positioning yourself as a thought leader in your area of expertise can significantly enhance your career prospects. Share your knowledge and insights by writing articles, speaking at events, and engaging in discussions on social media. Contributing to industry publications, creating learning opportunities, and/or hosting webinars are excellent ways to establish your voice and build your name and work in the sector. By sharing your expertise and experiences, you can build credibility, expand your network, and open doors to new opportunities.

              Staying Informed

              The nonprofit sector is always evolving with new trends and challenges. Staying informed about industry developments is crucial for staying relevant and competitive. Regularly read industry publications, attend webinars, and participate in professional development opportunities. Engage in continuous learning through courses and certifications relevant to your field. By staying informed, you can anticipate changes, adapt to new realities, and position yourself as a forward-thinking professional.

              Building a Strong Professional Network

              Networking is a vital component of career growth in the nonprofit sector. Building a strong professional network can open doors to new opportunities, collaborations, and mentorship. Engage with industry peers by attending conferences, workshops, and networking events. Join professional associations to connect with like-minded individuals and access valuable resources. Volunteering with other organizations can also expand your network and provide new perspectives and experiences. A robust network can support your career growth and provide a platform for sharing knowledge and resources.

              Investing in Continuing Education

              Continuing education is crucial for staying current and advancing your career. Many nonprofits offer training programs, workshops, and seminars for professional growth. Pursuing formal education and certifications, such as nonprofit management courses, grant writing workshops, or digital marketing training, can enhance your skills and credentials. Leadership development programs can prepare you for higher roles. Investing in education helps you stay ahead and position yourself for career advancement.

              Embracing the Opportunities

              The journey in the nonprofit sector is one of continuous learning, growth, and contribution. By following these strategies, you can unlock your full potential and make a significant difference in the communities and causes you are passionate about.

              Jun 24

              Want Leaders in Community Development? Develop a New Hiring Strategy

              By Feature

              By Amandula Anderson, executor director of IFF Indiana Region

              It’s easy to stick to the tried-and-true pipeline when hiring for community development roles. But forming connections with people from different industries and generations can make our teams stronger.

              Do you ever wonder what the next era in community development looks like? In my 20-plus years in the field, I have been privileged to work with an array of professionals with backgrounds in the arts, architecture, construction, psychology, accounting, and development. What has always intrigued me is that even though we have such diverse backgrounds, we still come together for the greater good: to build parks, housing, and streetscapes, and for community empowerment. As I look out into the field now, I still recognize those same skill sets, yet whenever I see job postings, I see that we typically seek the same type of candidate, and that postings lag for months looking for the “right” person. It makes me wonder if we are holding ourselves back in community development because we aren’t reaching deeper into our communities to find talent.

              As a leader who has sought talent at many jobs, I find myself leveling up my search criteria. No longer am I just looking for someone with a nonprofit background. I seek out people who bring a new perspective that will build on the experience of the team. For example, emerging professionals who attend business networking events. They are likely there to build their current careers—but selfishly, I want to show them how much more rewarding the same technical skills can be when used with a community development purpose! Recently I met woman who was a branch manager for a local bank at one of these events. As she asked questions about my role, I could see the lights turned on for her. She later reached out to me about a role that she found interesting at a CDFI, still working with small businesses, but providing technical assistance to help owners become loan-ready. The time and energy she put into underwriting loans is now spent giving advice and support to clients she may have never encountered at her bank.

              With this in mind, I am sending a call to action to my fellow leaders to think differently about recruitment. We have to start reaching outside the standard networks of conscientious community leaders to recognize the potential of people who have never been exposed to the true rewards of this field. While this may seem contrary to what you’ve previously been told, I promise it will lead to engaged, passionate, curious teams. Below I outline some key ways to cultivate a diverse, multigenerational team that will be the future of community development.

              Create Active Relationships

              Perusing your LinkedIn, you are likely to find a few interesting connections. What if you invited one of them to coffee, not with hiring in mind, but just to get to know them? In an interview, we are focused on a set of skills or technical expertise to align with a specific job—but if we just spent time learning what makes someone tick, how much more might we discover? Use your early morning coffees or afternoon teas to engage with someone you might have nothing in common with on the surface. Seek out connections who challenge your thinking about what the “right” age, education, or experience are for community development. Research shows that multigenerational teams have a positive impact on long-term success and growth for a company, but in order to cultivate a multigenerational team you must look outside your circle. Older candidates can bring vast experience from their life and work, complementing the younger generation’s new perspective and ideas.

              I once met a young woman in the construction field and asked her to lunch so I could learn more about her. I was looking to fill a new role and took several people out to lunch to learn if they might fit. Her first question to me was, “Why did you think I might be a good person for your role, I’m in construction, not real estate?” Construction IS real estate, but it struck me—if she saw her work through a wider lens, maybe she would be more open to new opportunities that build on her current strengths and challenge her. Sometimes people get caught up in the corporate world, looking for a path to more meaningful work, and it is our duty to guide them. All the talents and skills needed to succeed at a for-profit job—such as being analytical, customer-centered, and organized—are exactly what is needed to succeed in the nonprofit sector. Often folks just need someone already in the field to highlight this.

              Level up Job Postings

              Oftentimes people can’t see themselves doing the work because the job description has industry talk, specialized educational requirements, or work experience that someone outside the field can’t relate to. Consider adding language such as, “the ideal candidate enjoys helping others” or “seeking candidates that are eager to help create solutions to…” Ask your current team their “why” in this career and use this language to share how a job at your organization can be fulfilling. Rewrite job descriptions to match the actual work and not be hyper-focused on certain degrees or certifications. Call out duties, such as “the opportunity to work one-on-one with a client” or “help us implement a grant to create more homeownership in the community.” Help candidates see themselves in the work. Further, as you seek out candidates, consider posting roles in new places like the local business magazine and young professionals job boards and networking groups.

              Be Willing to Coach Up

              I’ve often heard people say they don’t want to be a mentor because it takes too much time and effort. The truth is that one mentor cannot be all things to anyone. I have found that the people who have been willing to spend time with me on my journey each hold a special characteristic that I value and want to emulate. It’s a mistake to think of coaching as a job; it can be a fulfilling part of your career. Seeing someone reach a goal they never thought possible gives me so much joy.

              I love to see others win! Coaching goes two ways. When I take the time to learn more about an industry or profession, it helps me to see how community development connects to the world around me. Get to know not just the person, but also the work they do. It will make a more compelling case for why they should consider our field when you can make connections and use examples. The lessons you have learned as a professional can’t be taught in a classroom. Share your perspective on what’s happening in the news or your work and life experiences—this helps to build character in both of you and opens you up to different ways of thinking.

              Remember, when you bring in someone new to the industry, it typically takes six to 12 months for them to learn what they are supposed to be doing. Every single person on my team has heard me say, “You are where you are supposed to be for the length of time you have been doing this work; here’s where you can focus next.” By providing encouragement and direction, you are being empathetic and building them up. Coaching may not come naturally, which is why investing in tools may help, such as understanding DiSC styles, learning to manage up and down, and the art of deep listening. And lastly, know when to make a quick referral and follow up. There is always someone smarter than you on a specific topic. Share your network.

              Keep Engaged Even After Hiring

              The work doesn’t end by just bringing in new, diverse talent. Forming a team is one part of the job, but supporting the individuals on that team is another. The community development profession often requires a lot of someone, like grant writing, stakeholder engagement, and assessing financial feasibility. Take explicit efforts to support that individual in succeeding. In practice, this may look like scheduling 30-minute one-on-ones, grabbing coffee or lunch to chat, driving to a meeting or function together, asking them to sit in on a meeting that has nothing to do with their current role so they can see how the overall organization functions, or pairing two people with different skill sets to work together to find solutions. When we strategically open up our world of work, we share in our fulfillment in the work and people are able to envision themselves in it.

              Lastly, I think that we can all agree that community development is hard. It takes someone who is willing to mix their passions with technical skills. Have you ever tried to build a capital stack? It’s like making lasagna, only you have to keep running back to the store because you forgot an ingredient. For us to answer real-world problems we need to continuously evolve how we develop solutions in community development. This requires challenging ourselves to seek people with diverse skills and abilities who have a desire to make a difference. It is possible to have a work life that excites you—which this field does for me nearly every day.

              This article was original published in Shelterforce.

              Jun 17

              Continuing Impact: Reflections on the ‘Work for a Nonprofit, Make a Difference’ Campaign

              By Feature

              by Chelsea Ohlemiller, Director of Community & Content
              While the initial launch of the “Work for a Nonprofit, Make a Difference” campaign is wrapping up, the theme of this campaign will continue indefinitely.

              Through the initial fifty day campaign to attract staff to nonprofit roles, we’ve been able to see some important impacts.

              • 15+ organizations were highlighted through our video outreach opportunities.
              • Over 470 candidates applied for nonprofit jobs.
              • Over 212 new job seeker accounts were created on the Central Indiana Nonprofit Job Board.

              Nonprofit jobs play a vital role in our state by addressing community needs that are not addressed by the for-profit or government sectors. These organizations are essential in fostering social equity and creative expression, as they provide resources and support to marginalized and underserved populations. Nonprofit jobs contribute significantly to the local economy and help reduce unemployment rates. They also encourage civic engagement and volunteerism, strengthening the sense of community and collective responsibility, which is why filling these roles is vital to the success and safety of our city, our communities, and our state.

              Chelsea Ohlemiller, our Director of Community and Content was out in the field where she saw and heard the hardships nonprofits are facing regarding hiring and recruitment. She has worked diligently to increase visibility to these career opportunities. The data shows that this campaign has been successful, but it hasn’t stopped the challenges the sector is facing, which is why the work must continue. Our goal at Charitable Advisors is not to simply have a nonprofit job board where nonprofit employers and candidates connect. Our goal is to attract and show job seekers available career opportunities with meaningful missions and highlight the work around our communities that has profound and lasting impact.

              Ongoing efforts are needed to raise awareness about the rewarding opportunities within nonprofits and to address the challenges of hiring and recruitment within the space. By maintaining a focus on these critical gaps, we can ensure that nonprofits are staffed with dedicated and skilled professionals committed to making a difference in our communities.

              So how can you help?

              • Talk to your friends and post on your social media about your positive experiences working in the nonprofit sector. #WorkforaNonprofit
              • Steer people who are interested in learning more about nonprofits to our free newsletter and the job board
              • Forward and like our social media posts promoting the sector and specific job opportunities.
              • As a hiring manager or team member, post your organization’s career opportunities on the Nonprofit Job Board. The more positions that are concentrated in one place, the more job seekers will be attracted to impactful work.

              By collectively promoting these resources, we can continue to strengthen the nonprofit workforce and ensure these organizations thrive beyond this campaign, and beyond the reach of our individual networks and connections. Together, we can ensure the nonprofit space remains proficient and full of dedicated and passionate individuals.

              Bet you missed some of our nonprofit staff video testimonials? – You can find them here: https://www.facebook.com/CharitableAdvisors/videos

              Jun 06

              The Leadership Handoff – Who’s Next?

              By Uncategorized

              We invite you to share your thoughts in our short, anonymous survey

              Where are we now?

              By Bryan Orander, president at Charitable Advisors

              Some twenty years ago, demographers predicted a leadership crisis as Boomers retired, leaving fewer Gen X leaders to succeed them. Fortunately, this transition has been less dramatic than initially feared. In many organizations, Boomers have stayed on longer, allowing Millennial leaders a few more years to accumulate experience and become successors.

              Our succession planning and executive search efforts focus primarily on ED/CEO roles. However, we’ve noticed that when a CEO retires, there’s often another member of the leadership team also nearing retirement.

              A decade ago, my perception was that many nonprofits had deep benches of middle managers with years of experience who could grow into senior leadership roles. In recent searches, we’ve observed that this bench strength is limited beyond the senior leadership team.

              Questions: Who will succeed the senior leaders in your organization? 

              Shifting Priorities/ Focus on Burnout

              After decades of unwavering dedication to clients, patients, or patrons in exchange for marginal compensation, nonprofit staff are reassessing their priorities. Reducing burnout and limiting long hours seems like a good thing, but what does it mean for the sector when capable leaders at all levels start expecting reasonable work schedules and competitive pay and benefits?

              Is there less interest in traditional nonprofit leadership roles?

              Last week, I listened to an HR podcast in which the speaker noted that fewer young people are interested in the perceived hassles of business leadership roles. While I want to argue that leadership in the nonprofit sector offers the chance to champion a cause rather than just managing people and budgets, are we seeing the same trend in nonprofits?

              Question: What are you observing in your own organization?

              Please share your thoughts with us through this survey. This survey is anonymous unless you choose to share your contact information at the end. If you would be open to a conversation for a follow-up article, please share your name and e-mail or phone number.

              Questions or suggestions, please contact Bryan Orander or 317-752-7153 or Chelsea Ohlemiller 

              Take the Next Leaders Survey https://www.surveymonkey.com/r/7RVXB2G