Much has been said on the topic of giving feedback – it’s vital to building an effective team and boosting productivity, among other things.
But what do you do if you’ve given a team member feedback and they ignore you? Or get defensive? Or even begin to evade discussions involving feedback?
There’s an emerging type of worker who usually knows more about their job than anyone else in the organisation and is not likely to suffer fools gladly. This type of worker can be difficult to manage as they don’t consider themselves to be subordinates in the traditional sense.
Numbers of these “knowledge workers” are rising steadily in the NFP sector and beyond. And a key challenge for managers today is how to get these sorts of staff members to want to do what you want them to.
It’s the age-old question: are leaders born or made?
While there’s no hard and fast verdict, the general consensus is that it’s a combination of both – and that’s great news for the up-and-coming leaders in your organisation who might need further development.
What motivates the people in your NFP to come to work each day? And others to apply for the jobs you advertise?
Many in the NFP sector, decrying the inability of the sector to match the wages that corporates and government often pay, reckon it’s mostly about how much your organisation can pay them.
In the lead-up to his presentation at the 2016 Not-For-Profit People Conference, Monash Business School professor and servant leadership expert Dr Sen Sendjaya shares his insights on servant leadership, including why it’s a particularly powerful approach for NFP organisations.
Ahead of her talk about high-performing teams at the 2016 Not-For-Profit People Conference, the Climate Council’s Chief Operating Officer Katrina Porteus has given us a sneak peek of how the independent climate change organisation built a team that delivers real impact despite its small size.
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.
Ongoing workplace boredom can impact your team in a way that’s comparable to chronic stress.
If not addressed, a staff member’s boredom can quickly transform into resentment. That can then lead to them ‘checking out’ – beyond being passively uninterested, the staff member becomes bitter and no longer wants to work at an organisation they don’t care about.
Could you imagine having to manage not one, not two – but five organisational restructures in four years? That’s the task that homelessness organisation HomeGround Services was faced with when it had its funding was cut and staff found themselves having to reinvent the organisation multiple times in in just four years. Not only did General […]
The not-for-profit sector in Australia is undergoing a period of unprecedented change. From government funding cuts to sector-wide restructures and government pressure for mergers, managing change is something virtually unavoidable for NFP leaders and HR professionals. So how can you not only cope, but thrive, in this environment of limited resources and constant change? The […]