leadership – Trina Isakson

Two resources you might be interested in

First up: Salary Survey

Last year I compiled salary and compensation data from over 100 organizations in Metro Vancouver. Hyper-local compensation data broken down by organization budget, and as many position types and subsectors as I could while keeping confidentiality. I released the report late last year but I neglected to share the final report with my website followers. If you use the code IMAWESOME you can get 20% off.

Find the 2016 Metro Vancouver Nonprofit Sector Salary Survey here.

What do purchasers say they find helpful?

“Local, current data.”
“The quartile benchmarking for non profits of different sizes. It totally helped me gauge whether our salaries were competitive and which positions’ compensations needed to change as a result.”
“Salary categories with differing organizational budgets; excellent work for the cost charged – THANK YOU!”
“I especially appreciated the segmented data for arts and culture organizations. This will come in very handy for our organization as we begin a transition process for some senior leaders.”
“It was a major force in renegotiating my contract with confidence and grace. Thanks for your hard work.”

Next: Network building for introverts

I’m working on an e-book with the working title The Introvert’s Guide to Building Networks: an anti-networking manual.

If the idea of networking has never really resonated with you, I’d love to hear your input on the draft so far. I’ve completed sections on being strategic, events, and meetings/gatherings. The draft is open for comments–feel free to add yours!

Bonus: Race in the nonprofit sector

Nonprofits have to face biases about who is qualified to lead and why. (Race to Lead)

I’ve been doing a lot of personal and professional reflection on race and diversity lately, and really appreciated the Race to Lead report from the Building Movement Project. I’ve only got through the key findings so far, but the full report looks to be a valuable and timely read. The report is free and easy to download.

Nonprofits have to transfer the responsibility for the racial leadership gap from those who are targeted by it (aspiring leaders of color), to those governing organizations. (Race to Lead)

That’s it! Enjoy.

Don’t get in the way of others who see you as a leader

If you’re like me, not well.

A colleague/friend/mentor recently told me that he sees me as someone who has a strong vision for the future for the nonprofit sector, and that I do work with others who also want to get there. I’m out in front. I’m a sector thought leader.

I did not accept the compliments of ‘visionary’ and ‘futurist’ gracefully. He told me that while I might not see myself as a sector leader, I should not get in the way of others who see me in that light. He thought that I picture my circle of influence as much smaller than it is and could be.

Something for me to chew on. I don’t question my ability, but as an independent actor outside of the nonprofit sector institutional framework, I do question my influence at a high level sometimes. It’s not that I’m not interested in influence at a high level, but it’s not the first lens that I see my work through.

I’m a bit of a “keep your head down and work hard in service of clients and educating others” kind of person. Framing my work in a different, more expansive, light, is not something that comes instinctively. This obviously relates back to my interest in quiet changemakers–those who do great work and have great influence irrespective of the spotlight.

A better, alternative, response my colleague’s comments might have been

Thank you, that’s very kind of you to say that.

Simply. Acknowledge. The gift.

How do you respond to professional compliments?

When others around you speak of your personal or organizational influence, does it match how you see yourself?

What’s the story others tell about you? What’s the story you tell about you? What’s the story you want others to tell about you? And are you reaching high enough?