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Jun 30

Harvard’s Free Online Social Science Courses: A Vital Resource for Nonprofit Leaders

By Feature

Charitable Advisors

In 2025, understanding the complexities of American democracy is more crucial than ever for nonprofit employees and leaders who strive to create meaningful change. To support these efforts, Harvard University is offering several of its social sciences courses online — completely free and accessible to the public.

Nonprofits play a pivotal role in shaping public policy, mobilizing communities, and advocating for social justice. Yet navigating the political landscape can be challenging without a clear understanding of how government works and the forces that influence it. Harvard’s free courses provide an invaluable opportunity for nonprofit professionals to deepen their knowledge in these areas.

The courses cover key topics including the dynamics of American politics, public policy development, and the intricate workings of the three branches of the U.S. federal government. They also explore how political actors and institutions influence the electorate and shift policy outcomes. This insight is essential for nonprofits seeking to advocate effectively and build strategic partnerships within government and civil society.

By engaging with these courses, nonprofit leaders can gain a more nuanced understanding of the political environment, helping them to craft stronger advocacy campaigns and elevate their organization’s impact. Moreover, the courses emphasize how individuals and organizations can use their voices to lead change, providing practical knowledge that nonprofit professionals can apply directly in their work.

Given the growing challenges facing democracy — from political polarization to declining public trust — these educational resources are a timely tool to empower nonprofit sectors nationwide. According to recent surveys, only 20% of Americans trust the federal government to do what is right most of the time, underscoring the need for informed and engaged leadership.

Harvard’s no-cost, open-access courses remove barriers to high-quality civic education, making it easier for nonprofits to build the capacity needed to thrive in today’s complex political climate.

For nonprofit professionals looking to strengthen their advocacy and leadership skills, these free Harvard courses offer a unique chance to learn from one of the world’s leading universities and drive meaningful, informed change.

Learn more and enroll at: https://pll.harvard.edu/subject/government

Jun 16

‘Get on Board’ Returns June 23 to Connect Community Leaders With Local Nonprofits

By Feature

INDIANAPOLIS — Leadership Indianapolis will host its annual Get on Board event on Monday, June 23, at Newfields, bringing together more than 130 nonprofit organizations and hundreds of community members looking to make a difference.

Presented by AES Indiana, Get on Board serves as a gateway for individuals to explore nonprofit leadership, committee service, and volunteer opportunities across the city. From arts and education to housing, health care and environmental advocacy, participating organizations span a wide range of missions.

The event offers a rare opportunity: a one-stop setting where people from all backgrounds can connect directly with nonprofits and discover how their time, skills and experiences can support meaningful change.

A Pivotal Time for Nonprofits

As the nonprofit sector continues to recover from pandemic-related challenges, many organizations are facing renewed uncertainty in funding and programming. Community engagement—including board service and volunteer leadership—is critical to navigating these disruptions.

“Nonprofits rely on dedicated community members to fulfill their missions,” said Beth Perdue Outland, vice president of Leadership Indianapolis. “Get on Board helps many individuals take that first step toward engagement, whether through governance, committee work or hands-on volunteering.”

Building Boards That Reflect the Community

A growing body of research highlights the importance—and ongoing challenges—of diversity in nonprofit leadership. According to BoardSource’s 2021 Leading with Intent report, just 29% of board chairs felt their boards reflected the communities they serve. Despite incremental progress, only 10% of board members surveyed identified as Black, and just 5% identified as Hispanic or Latino. Age diversity also lags, with more than two-thirds of board members over the age of 45.

Leadership Indianapolis hopes Get on Board makes it easier for more people to participate in our city’s civic life.

“Diverse leadership is essential for nonprofits to truly understand and serve their communities,” said Rebecca Hutton, president and CEO of Leadership Indianapolis. “We want every attendee to feel welcomed and encouraged to step into these roles.”

The Value of Varied Experience

Nonprofit boards require more than passion for a cause—they need a breadth of expertise to function effectively. Legal, financial, communications and technology professionals all bring critical value, even if their day jobs don’t directly align with a nonprofit’s mission.

“While a youth services organization might need mentors, it also needs accountants to manage its budget and marketing experts to help tell its story,” said Hutton. “There’s a place for everyone to contribute meaningfully.”

Younger professionals, often underrepresented in boardrooms, bring their own assets: digital fluency, wide social networks, and fresh perspectives. Savvy organizations are taking note.

Expanded Format for 2025

The 2025 Get on Board will be the largest to date, featuring an expanded venue footprint at Newfields and extended hours from 4 to 6:30 p.m. Admission is free with registration and includes same-day access to the museum and gardens.

Attendees can expect an informal, welcoming atmosphere where organizations are eager to share their missions and discuss how individuals can get involved.

“Get on Board creates meaningful connections between talented individuals and organizations that need their voices and skills,” Outland said.

For Patrick Jessee, CEO of Enable, the event marked a turning point. “After moving back to Indiana from Washington, D.C., I wanted to reconnect with the community,” he said. “At Get on Board, I found a mission that meant a lot to me personally.” That led to a board position with the Boys & Girls Clubs of Indianapolis, where Jessee also went on to serve as board president.”

How to Participate

Get on Board will take place Monday, June 23, from 4 to 6:30 p.m. at Newfields. Admission is free, but advance registration is required. Whether you’re a seasoned board member or exploring civic engagement for the first time, the event offers an opportunity to find your place—and make an impact.

For more information and to register, visit https://leadershipindianapolis.com/programs/get-on-board/

Jun 02

“Work for a Nonprofit, Make a Difference”: Why This Campaign Can’t End Here

By Feature

By Chelsea Ohlemiller, Director of Community & Content, Charitable Advisors

As the “Work for a Nonprofit, Make a Difference” campaign wraps up, I find myself reflecting not only on the progress we’ve made but also on the road still ahead. In my role as Director of Community & Content at Charitable Advisors, I’ve had the privilege of spending the last several weeks in the field — meeting with nonprofit professionals, listening to their stories, and witnessing their passion and dedication firsthand.

And let me tell you — this campaign wasn’t just about filling jobs. It was about lifting voices, bridging gaps, and inspiring action.

During the month of May, we had the honor of highlighting more than 25 nonprofit organizations through our video outreach efforts. Each story we shared was a glimpse into the heart of this sector — a space filled with mission-driven individuals doing the hard, necessary work of caring for our communities. Alongside those stories, we saw over 200 job applications submitted and more than 130 new job seeker accounts created on our nonprofit job board. Those numbers represent real people taking steps toward meaningful work. That’s not just success — that’s momentum.

But while we celebrate those wins, we must also acknowledge a reality that can’t be ignored: nonprofit organizations are still struggling to recruit and retain the talent they need.

Over the past month, I heard story after story from nonprofit leaders about positions sitting open for months, staff stretched thin, and programs delayed because of understaffing. According to recent national data, nearly 75% of nonprofits report having roles they cannot fill — and that’s more than just a hiring issue. That’s a service issue. That’s a community issue.

These jobs aren’t just about running programs or balancing budgets. Nonprofit roles often mean ensuring that a child has a safe place to go after school, that a neighbor has food on their table, or that an artist has a space to create. They are vital. They are urgent. And they deserve attention.

At Charitable Advisors, our goal isn’t just to host a job board — it’s to build a bridge between people who want to make a difference and the places where that difference can be made. We believe in elevating this sector and ensuring that everyone — from recent grads to seasoned professionals — knows that nonprofit work is not only viable but valuable, rewarding, and deeply needed.

That’s why this campaign was never meant to end in May.

This work continues. It has to.

While our May campaign served as a powerful spotlight, the truth is that these stories, challenges, and opportunities exist year-round. The staffing shortage doesn’t take a break after May 31. Neither should we.

So, where do we go from here?

First, we keep telling the stories. If you followed our campaign, you saw the incredible range of missions and impact our local nonprofits are making. We need to keep showing the world what nonprofit work looks like — the triumphs, the heartaches, and everything in between.

Second, we continue connecting job seekers to purpose-driven careers. Nonprofit jobs don’t always come with big salaries, but they come with big meaning. For many, that’s the missing piece in their professional journey — a chance to align their values with their work.

Third, and perhaps most importantly, we invite you to be part of this effort.

Whether you’re a student unsure of your career path, a professional looking for more purpose, or someone who simply believes in the power of community — you can help.

Here’s how:

  • Share the message. Talk about nonprofit careers. Share job openings. Send friends and family to our job board. Sometimes people don’t realize these jobs exist — or that they could be a great fit.
  • Encourage exploration. If you know someone considering a career change, suggest they look into nonprofit work. Whether it’s development, program management, marketing, or direct service, there are roles that fit every skill set.
  • Support nonprofit organizations. Whether or not you’re job-hunting, your support matters. Volunteer, donate, attend events, advocate — these actions make a difference and strengthen the sector overall.
  • Stay connected with us. We’ll keep doing the work — highlighting organizations, promoting opportunities, and sharing success stories. Join us. Follow us. Be part of this movement.

This campaign reminded me of something I’ve long believed: the nonprofit sector is full of everyday heroes — people who choose to show up for others, day after day. But even heroes need help. They need teammates, support, and community.

If you’ve ever wondered how your career could be more fulfilling, more impactful, or more connected to the world around you — nonprofit work might be your answer. And if you’re already part of this space, I thank you. Your work matters, even when it’s hard, even when it’s unseen.

We may have closed the book on May’s campaign, but this story is far from over. At Charitable Advisors, we’re committed to keeping the momentum going. And I hope you’ll join us.

If you missed any of the incredible videos from the campaign, be sure to check them out on our social media channels — they’re still up, and still inspiring.

Follow our website and social media to learn more, get involved, and help us keep building a stronger, more connected community — one job, one story, one mission at a time.

Mar 17

HR Focus Group Findings – Key Challenges and Opportunities for 2025

By Feature

Chelsea Ohlemiller, Charitable Advisors

Recruiting and retaining top talent in the nonprofit sector has always presented unique challenges, but as we move into 2025, organizations are facing an increasingly competitive and ever-changing hiring landscape. Nonprofit leaders recently gathered in HR focus groups, led by Charitable Advisors, to discuss the latest trends in attracting and retaining employees, shedding light on evolving candidate expectations, salary dynamics, and the impact of AI in hiring.

Here are the key takeaways from these collaborative recruitment and retention sessions:

The Biggest Challenges in Nonprofit Hiring

One of the most significant challenges for nonprofit organizations, particularly smaller ones, is salary competitiveness. Traditionally, mission-driven work and flexible benefits made up for lower pay, but today’s candidates expect higher salaries more comparable to those in the private sector. This shift puts pressure on nonprofits, especially those that struggle to offer competitive compensation and benefits.

Another hurdle is job titles that don’t translate well outside the nonprofit space. Potential candidates may overlook roles due to unfamiliar language, leading to missed opportunities for both the organization and job seekers.

Retention remains a concern in 2025, as competition for skilled professionals intensifies. Employees who once accepted lower salaries for meaningful work now seek higher pay and advancement opportunities, making it crucial for nonprofits to offer career growth pathways.

What Candidates Want in 2025

Candidate expectations have evolved significantly over the past year. While remote work remains a major draw for job seekers, many nonprofit positions, particularly frontline and program-based roles, require in-person engagement. The inability to offer remote flexibility has made recruitment more difficult, especially for these essential positions.

Encouragingly, many employees are showing interest in internal promotions and taking on more responsibility, signaling a desire for long-term growth within their organizations. This is hopeful insight, as leadership skills are in high demand. Especially considering, organizations desire candidates who can not only fulfill their job responsibilities but also build and lead teams effectively.

Salary Expectations and Transparency

Many nonprofits are becoming more transparent about salaries early in the hiring process, helping to align candidate expectations from the outset. Organizations have turned to salary and benefits surveys to restructure pay scales and explore creative compensation strategies, such as additional paid time off and unique benefit offerings. We also heard that some nonprofits have stopped posting compensation or only post a minimum salary because applicants seem confused or unable to understand that a salary range is generally based on level of experience.

Health insurance remains a major concern for job seekers entering the nonprofit sector. Some organizations are addressing this by offering innovative benefit options, but the challenge persists, particularly for smaller nonprofits with limited resources.

Turnover and Hard-to-Fill Positions

Turnover remains high in program staff roles, which often require on-site work with little flexibility, often leading to burnout and job dissatisfaction. Other positions, such as grant writers, therapists, development professionals, and financial roles, are also becoming increasingly difficult to fill.

Grant writing, in particular, has faced a growing challenge leading some organizations to turn to AI-generated proposals. While AI can streamline the grant-writing process, it still requires human oversight. Something to keep an eye on in 2025.

Consistent with last year, therapists, home-based service providers, and instructional roles remain difficult to recruit due to certification requirements and an overall shortage of qualified professionals. Meanwhile, operations positions have seen rising turnover as the field grows and competition increases.

AI’s Role in Nonprofit Hiring

The increasing use of AI by job applicants has brought both opportunities and challenges. While AI-generated resumes and cover letters have become more common, many hiring managers report that these submissions lack personalization and depth. Cover letters created with AI often appear incomplete or fictitious and fail to match the candidate’s actual qualifications to the job.

AI can serve as a helpful starting point in the hiring process, but nonprofit recruiters stress the importance of human oversight to ensure accuracy and authenticity in applications. Many organizations are training HR teams to identify AI-generated applications and ensure that technology is used to support—rather than replace—the hiring process.

Effective Recruitment Strategies

Despite the challenges, some recruitment strategies are proving highly effective:

  • Targeted Job Boards: Using job-specific platforms helps attract the right candidates.
  • Employee Referrals: Offering referral bonuses ($100–$250) encourages staff to recommend strong candidates.
  • Career Fairs and Networking Events: These remain valuable, especially for engaging younger talent.
  • Talent Pools: Proactively building a pipeline of qualified candidates allows nonprofits to fill roles more quickly when positions open.
  • Sign-On Bonuses: When feasible, these incentives make nonprofit roles more attractive.

The Growing Importance of Soft Skills and Cultural Fit

Hiring managers emphasize that soft skills, including communication, adaptability, and passion for the organization’s mission, are becoming just as important as technical qualifications. Many nonprofits are open to candidates with transferable skills who may not check every box on a traditional job listing but align with the organization’s values and goals.

Job-Seeking Advice for Candidates

For job seekers looking to stand out in the nonprofit sector, our nonprofit leaders suggested the following practices can make a difference:

  • Submit a Thoughtful Cover Letter: A personalized, well-crafted cover letter is critical. AI-generated, generic submissions won’t suffice—hiring managers want to see authenticity and a clear connection to the mission.
  • Research the Organization: Candidates should demonstrate knowledge of the nonprofit’s mission and values in their applications, and especially in interviews.
  • Prepare for Interviews: Having insightful questions ready and addressing hiring managers by name shows initiative and professionalism.
  • Follow Up: Sending a thank-you email to the interview panel leaves a lasting impression and reinforces interest in the role.

Interestingly, on Charitable Advisors ED/CEO searches, less than half of candidates submit cover letters, despite our clear request – yet 80% of those interviewed have included a cover letter. So.. either the stronger candidates take the time to write cover letters or resumes alone don’t serve job seekers very well. Among those who received actual job offers, we believe that 100% had submitted a cover letter—highlighting its crucial role in the hiring process.

Looking Ahead: A Call to Action for Nonprofits

As the nonprofit job market evolves, organizations must adapt their recruiting and retention strategies to remain competitive. Salary transparency, leadership development opportunities, and creative compensation structures will be key to attracting and retaining top talent in 2025.

While challenges persist, nonprofits that prioritize strategic hiring, invest in their people, and foster strong workplace cultures will continue to build resilient and impactful teams. By staying attuned to candidate expectations and leveraging effective recruitment tactics, nonprofit leaders can ensure their organizations thrive in the years ahead.

Thank you to the dozens of nonprofit organizations that attended our Nonprofit Recruitment Sessions. Your knowledge, experience and personal data will help support our efforts in the new year.

Feb 03

The Power of Financial Wellness in Strengthening Nonprofit Impact

By Sponsor Insight

By: Jill Robisch, First Vice President & Manager, Nonprofit Services

In a world where attracting and retaining talent in the nonprofit sector is more challenging than ever, organizations must prioritize the financial well-being of their employees. Nonprofit staff often dedicate their careers to serving others, yet many face personal financial challenges that can impact their ability to focus fully on their mission-driven work. Supporting employees on their journey to financial stability, including homeownership, not only benefits the individual but also strengthens the organization’s impact.

The Ripple Effect of Financially Well Employees

When nonprofit employees achieve financial wellness, the benefits extend far beyond their personal lives. Financially stable staff are less stressed, more productive, and more engaged in their roles. They bring greater focus and energy to their work, allowing organizations to deliver services more effectively and achieve their missions more sustainably. Moreover, when employees feel supported by their employer in areas like financial education and homeownership, it fosters loyalty and helps retain top talent.

Guiding Employees Toward Homeownership

Homeownership is often a cornerstone of financial stability, yet for many nonprofit employees, navigating the path to buying a home can feel daunting. From understanding down payment requirements to finding affordable mortgage options, the journey can seem out of reach without the right guidance. Nonprofit organizations can play a pivotal role by connecting their employees with the tools and resources needed to make homeownership achievable.

One impactful way to do this is by partnering with financial institutions that understand the unique needs of nonprofit employees. For example, banks with specialized mortgage programs—such as low or no down payment options—can demystify the process and provide tailored solutions. Additionally, financial literacy programs focused on budgeting, saving, and credit-building can empower employees to take confident steps toward owning a home.

The Financial Wellness Ambassador Program: A Partnership for Success

At The National Bank of Indianapolis, our Financial Wellness Ambassador Program offers a hands-on approach to supporting employees’ financial goals. This initiative includes customizable training sessions and one-on-one coaching designed to meet individuals where they are in their financial journey.

Nonprofit organizations can invite our Financial Wellness Ambassadors to host workshops on topics such as budgeting, debt management, and preparing for homeownership. These sessions not only equip employees with the knowledge they need but also provide actionable strategies for achieving their goals. For those seeking more personalized guidance, our financial wellness coaches are available for one-on-one consultations, offering tailored advice and support.

A Shared Commitment to Financial Stability

By prioritizing the financial health of their workforce, nonprofits can cultivate a stronger, more resilient team. Whether it’s through facilitating access to homeownership resources, offering financial literacy training, or collaborating with programs like The National Bank of Indianapolis’ Financial Wellness Ambassador Program, nonprofits can make a meaningful difference in the lives of their employees.

Ultimately, financially well employees are the foundation of a thriving nonprofit. By investing in their team’s financial stability, organizations can unlock greater potential for achieving their mission and making an even bigger impact in the communities they serve.

For more information on financial wellness training or to connect with a Financial Wellness Ambassador, reach out to The National Bank of Indianapolis today. Let’s work together to build a financially empowered workforce.

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.

              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.

              Apr 24

              Transforming Strategic Goals into Achievable Outcomes: A Practical Approach

              By Sponsor Insight

              by Kristen Schunk Moreland of Schunk Moreland Strategies

              There are few things worse than an unused plan. Navigating the complex world of nonprofit management necessitates not just the formulation of strategic visions and goals but also their effective execution. It’s one thing to craft a comprehensive strategic plan, encompassing vision, mission, and values; it’s entirely another to translate these elements into tangible results. What benefit does an exceptional strategy offer if it remains unexecuted, merely sitting on a shelf?

              Enter Schunk Moreland Strategies. Consider us as your strategic partners, bridging the gap between conceptual planning and practical implementation. We extend our expertise beyond the development of strategic objectives and delve into the crucial phase of implementation planning. Our mission is to elevate the art of execution, transforming theoretical strategies into concrete achievements.

              An organization’s success lies in its capacity to implement decisions and streamline processes with effectiveness, efficiency, and consistency. Central to this success is the engagement and commitment of the entire team towards the strategic goals. Involving the team in the execution process not only garners support for strategic initiatives but also imbues them with a sense of purpose. This collective endeavor enhances performance, boosts morale, and cultivates a culture of accountability and commitment.

              Our experience with more than 50 nonprofits and higher education institutions underscores our ability to guide organizations toward their strategic ambitions. By facilitating inclusive planning sessions, we ensure comprehensive alignment and motivation across your team, enhancing the overall implementation process. This collaborative strategy fosters a sense of ownership among team members, propelling the organization toward its goals with increased momentum and alignment.

              Schunk Moreland Strategies is dedicated to adapting our approach to fit the unique challenges and opportunities of the nonprofit sector. We customize our implementation plans to be not only realistic and actionable but also deeply reflective of your organization’s core mission and values. Our approach guarantees that strategic objectives are not merely aspirational but become active drivers of impactful change within the communities you serve.

              Engaging with Schunk Moreland Strategies means more than securing consultancy services; it means clarity of mission, vision, and focus, with measurable outcomes. We are your surefooted partner bringing confidence and a sense of purpose that shines throughout your community, paving the way for enduring achievement.

              You can reach Kristen at: Kristen@SchunkMorelandStrategies.com or learn more at: https://www.schunkmorelandstrategies.com/about

              Apr 24

              Addressing the Nonprofit Hiring Crisis with a Career that Shapes Your Legacy: “Work for a Nonprofit, Make a Difference.”

              By Feature

              by Chelsea Ohlemiller, Director of Community & Content, Charitable Advisors

              When you think about your legacy, the one you’re currently creating, you likely have hopes of creating a positive impact—something that will make a lasting influence for good. You’re working in the nonprofit space right now—to make a difference.

              This is the very heart of our new “Work for a Nonprofit, Make a Difference” campaign that launched on April 22 and will run through June 10.

              According to the National Council of Nonprofits 2023 Nonprofit Workforce Survey, 33.8% of nonprofits are significantly understaffed and an additional 41% reported being unable to fill entry-level positions that provide direct service. The data identifies something most of us already know- there is a hiring crisis in the nonprofit sector. Recent local focus groups have confirmed the struggles nonprofits are experiencing in recruiting and retaining talent.

              With over 74% of nonprofit organizations reporting job vacancies, this campaign seeks to spotlight the meaningful benefits of working for a nonprofit, because the benefits create an undeniable impact– for each person, family and community served.

              Over the next seven weeks our team will be focused on championing the nonprofit work happening in Indiana with the goal of filling open positions in the nonprofit space with talented, dedicated, and passionate individuals.

              Here’s the Plan

              To recruit new individuals to the space, we must get creative and be visible in places where people are known to spend the most time– social media. The Charitable Advisors team will be utilizing our social media platforms to highlight the work, missions, and advocacy of local nonprofits to encourage new individuals to the sector or draw people back who have worked for a nonprofit in the past.

              I have been out in the community the past month capturing video testimonies about the impact of working in a nonprofit and will be providing a steady stream of these uplifting videos on our social media pages.

              We want current job seekers to see that these open positions are not merely listings on a board or announcements in a newsletter; they are opportunities for impact. They are the careers that advocate for change, connecting like-minded individuals with a shared mission to make a difference, while also making a respectable income.

              We Need Your Help

              Follow our social postings and forward the ones you love to people in your network beyond the nonprofit space.

              Post your nonprofit job openings on our Job Board so new job seekers are aware of what’s available. Postings to the job board are automatically included in the weekly Not-for-profit News email newsletter to 13,000 nonprofit leaders and staff.

              Add your own testimony. You can complete a few questions on this form to participate in this meaningful campaign: https://forms.gle/CMsx9mASgrMHNUBQ8

              Check out two new resources we have created:

              1. Job Seeker Headquarters & Toolkit: https://charitableadvisors.com/job-seeker-hq/
              2. Employer Toolkit: https://www.charitableadvisors.hiringopps.co/employers

              Let us not overlook the power of a simple job listing or a recruitment drive. Let us instead embrace them as catalysts for a future where the impact of one can inspire many. Let us increase the visibility of open positions in the nonprofit sector to help individuals find a career that isn’t just a job, but an opportunity to leave a legacy of influence and impact that will continue for generations to come.

              Together we can highlight the incredible nonprofit job opportunities in Indiana, attracting new talent and building excitement about the work.