Leading by Design

Even though 2020 will technically be in our rear view mirror soon, its ramifications will be with us for years to come. Make no mistake, there's a lot of work to do. So, here are my four really tough, but really important, resolutions designed to lay some solid groundwork for doing your best work in 2021. Aren't you glad there are only four? If you're interested in my resolutions from previous years, take a look here  and here .

Are you a nonprofit executive director in search of a better relationship with your governing board? Is your relationship with your board collaborative, contentious, or non-existent? Does your board drift between non-management and micromanagement? Do you mentally or emotionally check out of the relationship due to lack of time or commitment? I'll be leading a new class for Museum Study starting August 3rd on Leading Together: Working for and With Your Board of Trustees . This four-week course is geared for executive directors and will cover roles and responsibilities, assessing the board-staff relationship, and putting strategic and integrative thinking to work at board and committee meetings, among other topics.  Each week will include readings and assignments. We'll also gather in Zoom chats to explore topics in more depth and problem-solve your CEO-board challenges!  The cost is $400. I hope to see you this summer!

On May 19th, exhibition designer and developer Paul Orselli and I sat down to talk about museum and nonprofit leadership. If you'd like to watch more of Paul's Museum FAQ's, find him on YouTube .

We read and hear a lot about transparency and accountability these days, but these are by no means new concepts. However, they've taken on renewed meaning in a world where spinning the message and dodging the glare of scrutiny seem to be prized skills. Yet.... “…our funding is principally from sources requiring superficial accountability, our strategic planning is rarely compelling, board and staff are uninformed about exactly who is and is not participating in our exhibitions and programs, and we provide fare that is indexed to internal priorities, with minimal effort to explain what we have chosen not to do, or the explicit rationale for what we have chosen to do. It is essential that museum leaders resist self-congratulation and start explaining our priorities, our intentions, and the desired and measurable outcomes of our efforts.” Maxwell L. Anderson, Ph.D. from “A Clear View: The Case for Museum Transparency,”  Museum Magazine (March-April 2010) pp. 48-53 T...

Periodically, social media is ablaze with comments from nonprofit leaders bemoaning the fact that their organizations are too small to keep up with a seemingly overwhelming amount of professional and regulatory standards. While one may hear less outright complaining from big nonprofits when they turn a blind eye to the importance of standards, ethics, and the public trust, chances are we'll be reading about their transgressions in the headlines. Whether nonprofits flaunt the public trust due to ignorance or by design, the performance expectation for all nonprofits -- no matter their size, discipline, or resources -- is grounded in the fact they have been incorporated to perform a public service. They have entered into a relationship with the public that fulfills a need for which they receive benefits in return. Chief among these benefits is tax exemption for mission-related activities and the opportunity for donors to make tax-deductible contributions. When a nonprofit honors ...

I've been following some of the running commentary in a couple of Facebook groups that cater to nonprofit leaders, both veteran and emerging. I'm glad to know there are active and supportive fora where folks can vent their frustrations and celebrate their accomplishments. We all need a safe space in which to do just that. The venting focuses almost exclusively on workplace issues -- you can probably guess them -- lousy pay, crushing hours, troubles with subordinates, trouble with board members, ethical dilemmas, general frustration with the pervasive notion of scarcity to which many nonprofits cling. While the members of the Facebook groups represent a teeny fraction of the actual nonprofit workforce, I believe their challenges are widespread and probably growing as the number of nonprofits continues to expand. These challenges aren't new, although increased external scrutiny and competition have made them more pressing, more in-your-face, and no longer avoidable.  T...

I've written about resolutions for nonprofits before (see the infographic  and read more here ), but this year -- especially this year -- nonprofit boards will be put to the test in the face of civic dissonance, uncertain government support for education, arts, history, and science; and the continuation of dramatically shifting demographics. So, here's my short list: Know your organization's mission cold and I don't mean memorize the mission statement.  I mean deeply and fully understand the impact your nonprofit makes to those who benefit from the work you do. Understand how you meet the need, how you excel at doing so, and why that's important.  Be able to tell the stories about your organization's impact to anyone. Get up to speed on what real governance is all about.   Set goals and success measures, exercise oversight, consider the future (a lot), strategize pathways to success, and keep at it.  Good governance is intentional and sustained. Be ...

If you were asked to narrow down the list of executive director qualifications to the three most important, which ones would you identify? Would the list consist of soft skills, hard skills, or some combination? Would your list be based on the great ED you are or one you've worked for, or would it be your wish list for the ED you haven't been fortunate yet to work for?  This was an assignment in my recent online class in leadership and administration for the American Association for State and Local History . I asked the class to review three-five advertisements for museum directors and analyze what these listings intimated about the organization’s past experience, current focus and goals, and future aspirations. Then, I asked the class to identify what they consider to be the three most important qualifications they would look for in a director. (Okay, so there's more than three if you dissect my three big groups.)  Soft skills outnumbered hard skills, although ...

WHAT'S SO IMPORTANT ABOUT A NONPROFIT'S MISSION STATEMENT ANYWAY?  A recent exchange of emails with a museum client about their mission statement underscores the potential they can play in a nonprofit's growth and development.  I've been encouraging this client to go beyond the usual, inward-focused litany of activities that virtually every museum in the world cites as their mission.  Yes, museums collect and preserve stuff.  But if that's all they did, they'd be more like mausoleums than museums. The museum director and his staff have had several robust discussions about what the museum does and the audiences they serve.  It's clear from their conversations that the museum is much more than a place full of stuff.  There's meaning and resonance there, too.  Sorting through that has been both an intellectual and emotional exercise. Museums are not the only victims of tepid mission statements.  There are plenty of nonprofits of all stripes t...

THIS SUMMER I'M LEADING AN ONLINE COURSE in museum administration -- a new venture offered by the American Association for State and Local History.  The small band of participants -- most not museum administrators, by the way -- are being treated to the basics of nonprofit organization spanning how museums are founded to issues of leadership.   The most recent lesson explored the complex and sometimes competing roles of the museum director.  A director has allegiances to both the governing board and the staff requiring continual alignment of priorities and mitigation of distances between the two.  A director also has allegiance to her vision for organizational health, sustainability and excellence. Add to that the fact that as an organization develops, its leadership needs will change.  What worked for the start-up may be too informal and inefficient for a more mature organization.  The director's role, therefore, is not only played out vertically and...

A RECENT CONVERSATION ABOUT WHO WAS RESPONSIBLE for ongoing member communications at a nonprofit got me thinking about how boards can, often quite unintentionally, waste their CEO's talent and, in turn, the talent of bright, committed staff.  Boards can waste their own talent, too, but that's the subject for the next post.  In this conversation, some board members argued that it was the role of the board to review and approve every word the organization relayed to its membership.  Others differentiated between "strategic" communications -- issue briefs, advocacy alerts, statements on future organizational directions, for example -- and "informational" communications, such as event promotion, volunteer or donor recognition, and activity recaps.  Clearly, the substance of the communication seemed to be one (if not the ) determining factor in when the board would involve itself in message development and approval.  However, we didn't get to that unde...

I'M SPENDING SOME TIME THIS MORNING DRAFTING COMMITTEE JOB DESCRIPTIONS, or charges, for a nonprofit organization whose committees have been working without the benefit of this important tool.  You might be saying to yourself, if committees are functioning, why gum up the works with wonky job descriptions?  Isn't that just one more layer of red tape that few people pay attention to, much less care about? I could respond by saying that committee job descriptions, just like employee job descriptions and board of trustee job descriptions, have the potential for strangling enthusiasm.  Enthusiasm is a wonderful thing until it sloshes over unrequested into the work of others, or when it distorts organizational focus to the point where no one is sure where they're headed or why.  I see this very simple tool as a means of harnessing enthusiasm, not curbing it. At their best, committee job descriptions provide parameters (broad or specific) that help organizational lea...

LAST MONTH I PRESENTED A WORKSHOP ON NONPROFIT BOARD-STAFF RELATIONSHIPS to members of the Long Island Museum Association. Here's a picture of most of us at the end of the session -- a fine looking bunch, don't you think? I shared with the participants four simple lessons that I've learned over the course of my work in nonprofits about the delicate interconnectedness of nonprofit boards and staffs.  We may know the accepted divisions of authority and responsibility between them, but they rarely function with textbook precision, even in the best of organizations. Why?  One reason is because it takes work to learn and try to understand the motivations of others. Here's a possible starting point: my four lessons, meant to be short, sweet, and hopefully memorable. Lesson #1:   We’re all in this together.     This is my personal and professional philosophy.  I take to heart this quote from John Carver, author of Boards that Make a Difference : ...