As the nonprofit sector evolves in response to internal and external pressures, effective leadership has never been more critical. We asked our Nonprofit Practice Partners how organizations are tackling key issues such as leadership turnover, data-driven strategies, and emerging social equity concerns.
Below, they share the strategies they’re using to help support clients who are seeking to secure effective leadership, fill leadership gaps, and help organizations steer their missions forward.
Board Members Stepping Into Leadership Roles – Dan Carney, Cyd Kinney
We’ve seen a growing trend where nonprofit boards are becoming more active in guiding their organizations through challenging times. In some cases, a board member has taken on the interim CEO role to manage structural and operational changes traditionally handled by an external interim senior leader or turnaround specialist. Boards are also maintaining a strong oversight role during CEO searches and, at times, blurring the lines between governance and management.
We advise on alternative leadership structures, including the use of co-CEOs, to help guide organizations while ensuring smooth transitions. We also manage interim leadership challenges, recommend the timing of CEO searches, encourage boards to step back from management once the new CEO is in place, and coach CEOs on guiding boards back to their traditional governance role.
Harnessing Data to Drive Reach, Influence, & Fundraising – Sara Lundberg
As technology evolves at an increasingly rapid pace, nonprofit leaders are recognizing the transformative potential of artificial intelligence (AI) to enhance their impact and influence within their communities. The landscape is shifting quickly, and with it comes a growing demand for leaders who are not only adept at navigating this new technological terrain but are also skilled in building data-driven strategies. These strategies are essential for integrating increasingly sophisticated technology into their organizations, enabling them to optimize their operations and programmatic work.
There is also a pressing need for leaders who can effectively develop teams capable of utilizing data to drive both programmatic and fundraising effectiveness. This involves cultivating a culture of data literacy, leading to more informed decision-making and planning.
I guide clients through the critical process of identifying leaders who have not only honed their change management skills but also possess the ability to lean into transformation. These leaders embody emotional intelligence (crucial for leading teams through change) and seek out opportunities to collaborate, which creates an environment that embraces innovation and creativity.
Managing Cultural Nonprofits in a Post-Pandemic World – Philip DeBoer
The post-pandemic landscape has posed unique challenges for nonprofit cultural organizations: government relief funds have evaporated, high inflation combined with high interest rates have driven up costs, and donors and patrons alike are more selective in how they spend their money. Mass turnover in recent years has furthermore made it difficult for employers to identify fair and competitive salaries to attract the talent needed to meet the new moment.
For those clients that can’t afford a thorough compensation study before launching a search, I have been able to help by recruiting with a broad salary range and simultaneously reporting self-disclosed current compensation and expectations from the market. This innovative approach allows the client to discover the going rate for ideal talent while still completing the search on time.
Promoting Community-Led Conservation – Amara Kea
In the conservation space, we’re seeing a growing emphasis on community involvement and indigenous rights. Nonprofits are increasingly recognizing that sustainable practices require integrating local knowledge and respecting indigenous land rights. This shift not only strengthens biodiversity protection, but also enhances social equity, leading to stronger and more resilient communities.
We work with organizations to build teams that promote meaningful partnerships with local communities and highlight the importance of indigenous practices in conservation efforts.
Driving Efficiency in Social Services Through Technology – Renato Amador
Technology is playing a critical role in helping social services agencies care for their clients. Connected devices, self-service capabilities, and learning management systems enhance community engagement, research, compliance, and training. The challenge is finding talent with both technical expertise and a passion for the mission. To attract these professionals, organizations must proactively highlight their own value propositions.
We extend our clients’ recruiting efforts by articulating their vision to potential candidates. We employ our dedicated in-house research team and personal networks to thoroughly map the landscape for highly specialized positions. Our holistic approach to assessing and identifying talent provides mission-driven organizations access to passive candidates who may not ordinarily have been aware of these opportunities.
Navigating Senior Leadership Gaps – Michele Counter
With a wave of CEO retirements over the past two years, many new leaders have been taking the reins and learning their organization’s culture, strengths, and challenges. As they settle into these new roles, I’m hearing from CEOs seeking advice on how to rethink their executive team structures and address operational or talent gaps at the senior level.
As talent advisors dedicated to supporting the nonprofit sector, we provide a consultative approach rather than just transactional services. I’m honored to be a resource, share ideas, or serve as a confidential sounding board. Moreover, these conversations deepen my understanding of the challenges nonprofit CEOs face, making me a more effective search consultant for all my clients.
Philanthropy in an Election Year – Diane Charness
As Election Day approaches, donors are increasingly weighing how best to direct their charitable giving. Whether it’s addressing political advocacy, climate change, the arts, or tackling homelessness, the question remains. Meanwhile, nonprofits continue to face challenges in securing top fundraising talent, with advancement leaders’ average tenure at 18 months and diversity at less than 10%.
We partner to expand and diversify talent pools and retain high performers through strategic leadership assessments and development. We consult on succession planning and rewards programs that incentivize performance and retention.
Inclusivity-Focus in Academic Medical Leadership – Andrea Henderson
The latest talent trends in academic medical leadership emphasize hiring diverse leaders who prioritize DEI, health equity, digital transformation, and cross-disciplinary collaboration. Leaders focused on DEI ensure that institutions promote inclusive practices, helping to reduce health disparities and improve care for all populations. Digital transformation expertise enables leaders to leverage technology to expand access to care for underserved groups. Cross-disciplinary collaboration drives innovation by integrating expertise across clinical, educational, and research fields. These trends align with the shift toward value-based care, ensuring institutions can improve outcomes while optimizing reimbursement models.
Through our proprietary and inclusive recruitment process, we place leaders who enhance institutional resilience and adaptability and are equipped to navigate current trends while anticipating future shifts.
Addressing Challenges From Long-Term CEO Tenures – Esther McGregor
When nonprofit CEOs have held their positions for 10 years or more, they often exert a strong influence over their organizations’ culture and operations. This influence shapes how staff and boards perceive the organization’s performance. Consequently, if things start to go off track, it may go unnoticed or unaddressed because the team operates within the narrow frameworks set by their long-serving CEOs.
When new CEOs step in, they may encounter unclear processes, weak structures, and a lack of proper risk management. It’s common for new CEOs to identify issues that others hadn’t recognized, often leading to significant changes within the executive team in the first year. This can be a challenging environment for the new leader, who must address these issues while chartering the organization forward.
To prevent such surprises, it’s crucial to help organizations benchmark their performance and evaluate their operations before bringing in new leadership. This preparation ensures they find leaders who can effectively address existing challenges and guide the organization toward a stable and successful future.
Leading Nonprofits Toward Future Success
As nonprofit organizations continue to face evolving challenges, strategic leadership remains critical to success. Our Nonprofit Partners support mission-driven organizations by identifying and securing the right leadership to guide them through these changes.
Learn more about DHR’s Nonprofit Practice Partners as well as our strategic talent advisory solutions.
Mission-driven Leaders for Mission-driven Organizations
Nonprofit executives are leading through a transformative era, embracing change with resilience and foresight. DHR’s Nonprofit Practice empowers organizations to harness these visionary, results-driven leaders to reach their goals.