A friend of mine recently updated her Facebook status:
(name withheld) is wondering why she is always disappointed by the non-profit organizations she becomes involved with. Drama, politics, and unprofessionalism abound. Should she stay away…or start her own?
This friend is a great person with solid, professional skills to offer with lots of passion for a variety of issues. Yet her support of the various causes continues in spite of the organizational leadership, not because of it.
I agree sometimes. It’s one of the main reasons that I am doing (almost done!) my MBA. Passion for the mission is definitely not lacking in the nonprofit sector. However, the knowledge of what it takes to lead and manage an organization to fulfill that mission is not spread as equally. I wouldn’t necessarily say it’s lacking, but it’s concentrated, leaving many organizations to frustrate the very people that want to help them further the cause.
One could definitely argue that this “drama, politics, and unprofessionalism” also exists, even runneth over, in the private and public sectors as well. But that doesn’t change the fact that nonprofit organizations are losing good volunteers (and good staff, too).
So what are the options?
Leaving can reduce your frustration in the short term, but how does this support the cause that you are passionate about?
Start your own
Takes work. And time. Other orgs are already doing it (however unprofessionally you may think). Thought starting your own may be the right answer, there are many reasons why not to start your own nonprofit.
A third option?
What about sticking with it? Is there a way to demonstrate (outside) leadership, provide constructive feedback, and keep our nonprofit relationships strong?
How might a conversation starter like this be taken by (inside) nonprofit leadership?
I really believe in the mission of your organization. I’m really passionate about this issue and want to contribute my time, skills and knowledge to help you further the cause. However, I have come to find myself frustrated with [X, Y or Z], and it’s leading me to question whether or not I will continue volunteering with [insert org name]. Is there something that can be done to improve [X, Y or Z] to help attract and retain volunteers like me?
Suggesting improvements alone may result in defensiveness, and not including the suggestion of leaving may make the issue seem less important than it is.
Is there a way to get this message across without coming off as an annoying “I’ve come to help professionalize you” type while actually positively impacting the professionalism of nonprofit leadership and managment?