While hopefully the exception and not the rule, recent cases of scandals in prominent organisations have left the public asking whether getting caught was seen by some leaders as the worst crime of all.
So what are the qualities of an ethical leader – and how might someone with those qualities think and act?
Did you know median staff turnover for NFPs in Victoria is as low as 16 percent per year? That means half of all NFPs record turnover of 15 percent or less. How does your organisation measure up?
It’s fair to say that most workers would prefer not to work such long hours. But in many NFP organisations, working 40-50 hours a week is expected for a number of roles. Have you ever considered the impact of staff working excessively long hours on your organisation itself?
On the face of it, a lack of conflict in the workplace can seem to signify a well-functioning organisation. But like the duck that looks calm from the surface yet paddles furiously under water to stay in motion, a workplace that appears outwardly peaceful could just be hiding conflict where no-one can see it – or address it.
Having a difficult conversation in the workplace can be, well, difficult. Giving criticism is hard – and so is receiving it. As a result, the conversations that need to be had the most often go unspoken, leaving problems and grievances unaddressed and ultimately causing issues like reduced productivity and low morale.
Four standout ideas we picked up at the conference from the Asylum Seeker Resource Centre, the Happiness Institute, the Kitchen Garden Foundation and World Vision that you can apply to your organisation.
Do you dread having tricky conversations with colleagues about performance, pay, restructuring or workplace conflict?
Throughout a career, every not-for-profit leader will face these conversations. But for many, they can be the most difficult parts of a job.
Compassion. Integrity. Responsibility. Forgiveness. As a not-for-profit professional there’s a good chance you hold these character traits dear. As the leader in your organisation, they may also make you up to five times more effective.
Even with the knowledge that training and development can have a massive impact on your staff and organisation’s performance, being able to invest time and money in it can still be a challenge for many NFP organisations. In this post we explore the big question of “how?” for NFPs that want to take the next steps.
Frontline leadership expert and former human resources practitioner Karen Schmidt recently presented on “Leading people down the path of change” at a series of Not-For-Profit People Breakfasts in Sydney, Brisbane and Melbourne. In this guest post, Karen uses her ‘Workplace Gardening Philosophy’ to outline four vital steps NFP leaders need to take to manage change […]