3 Ways to Nurture Talent for Future Leadership in Non-Profit and Social Impact Organizations
February 26, 2024 – In the non-profit and social impact space, identifying and nurturing talent is crucial for sustainable growth and impact. To ensure a pipeline of capable leaders, it is essential to invest in talent development strategies that cultivate the potential within the organization, according to a report from DRiWaterstone Human Capital. The firm addresses three ways to attract the next generation of leaders from outside your current workforce. DRiWaterstone discusses three key ways of nurturing and developing talent within your current workforce.
1. Identifying Potential Early On.
Identifying talent within your organization begins with a keen eye for potential, according to the DRiWaterstone report. “Future leaders may not always stand out immediately, but they often exhibit traits such as passion, creativity, dedication, and a deep understanding of the organization’s mission,” the study said. “To spot potential leaders, engage in open dialogues with team members to encourage them to share their ideas and aspirations, implement performance markers, or use quantitative analysis tools that allow you to recognize leadership capabilities.”
DRiWaterstone says it’s also essential to consider that not everyone aspires to be the same type of leader – or a leader at all. “Some may prefer to lead projects rather than people, while others may excel at managing individuals rather than specific initiatives,” the report said. “Some may want to stay where they are or make lateral moves to grow their skills outside of leadership for the time being. Therefore, understanding everyone’s unique aspirations and career goals is essential.”
Once you have spotted potential leaders and had these valuable conversations, DRiWaterstone explains to work with them to tailor career development plans that address their needs and goals as well as the needs and goals of the organization. The search firm notes that by recognizing and nurturing potential early on, non-profit and social impact organizations can build a solid foundation and ensure a solid leadership pipeline.
2. Providing Learning and Growth Opportunities.
“In today’s competitive job market, one of the ways that non-profit and social impact organizations can stay competitive with top leadership talent is to offer opportunities for learning and growth,” the DRiWaterstone report said. “Offer professional development programs, workshops, and training sessions to help employees acquire new skills and broaden their knowledge base. Encourage them to attend conferences, continuing education classes, seminars, and networking events to expand their horizons and connect with like-minded professionals.”
Related: 5 Communication Skills Found in Top Leaders
DRiWaterstone explains that mentorship programs can also be valuable in talent nurturing and development. According to Forbes, “Mentorship programs facilitate skill-building and continuous learning in a way few other initiatives do. The process also builds bonds that encourage employees to stay with the company for a longer period because they feel valued and supported.”
How Non-Profits Can Identify and Recruit Their Next Great Leader
Thanks to younger generations, interest in and support of mission-aligned organizations is surging. According to the Better Business Bureau, seventy-five percent of millennials believe that a business should have a higher purpose beyond generating capital. For Gen Z, the desire is even greater, according to a recent report from Johanna Vargas, vice president and senior associate at BroadView Talent Partners. “That’s good news for non-profits,” she says. The same purpose-driven organizations that younger generations are supporting with time and resources are the ones they hope to work for one day, according to Ms. Vargas.
DRiWaterstone also says to look for opportunities to pair experienced leaders with emerging talents to provide guidance, share insights, and help foster leadership qualities. (And don’t forget about the benefits of reverse mentorship) This mentor relationship not only accelerates leadership growth but also helps in the transfer of institutional knowledge—an important aspect for future leadership, according to the study.
3. Empowering Through Responsibility and Inclusivity.
Empowerment is a cornerstone of nurturing talent within non-profit and social impact organizations. According to upwork, “Organizations can achieve quicker and more effective problem-solving and decision-making by giving employees the autonomy to make their own decisions with the right level of guidance.” DRiWaterstone notes to entrust future leaders with responsibilities that challenge them and allow them to take ownership of projects and people. “Give them the opportunity to lead initiatives, even if they are small-scale at first, and increase their level of responsibility as they become more confident,” the report said. “Providing team members with autonomy and the opportunity to make project-focused decisions instills confidence and hones leadership skills such as creativity, problem-solving, active listening, conflict resolution, and more.”
Promoting inclusivity and diversity within the organization is essential for nurturing talent, according to DRiWaterstone report. “Ensuring that all employees have equal access to opportunities for growth and leadership roles is an important part of inclusivity in the workplace, as is embracing diverse perspectives and experiences that enrich the organization and provide a broader range of leadership styles,” the firm said. “By creating an inclusive environment, non-profit and social impact organizations can empower talent from all backgrounds to step into leadership roles and drive positive change.”
In conclusion, DRiWaterstone says that nurturing talent within non-profit and social impact organizations is not just an investment in individuals but also a commitment to the organization’s long-term success. “By inspiring and instilling the right tools, a well-rounded pool of future leaders is created—one that will carry the mission forward, making a lasting impact on their communities,” the firm said.
Related: Diversifying Leadership: Navigating the Future of Talent Acquisition
Contributed by Scott A. Scanlon, Editor-in-Chief; Dale M. Zupsansky, Executive Editor; Lily Fauver, Senior Editor – Hunt Scanlon Media
