Considering a Career Change? Be a Non-Profit CEO!

There is a wide variety of career options within the non-profit sector.

Note: this blog contains an excellent online training opportunity with link toward the end!

Considering your career options! As many of my blog readers know, my consulting practice has two arms – diversity and career development. In terms of career development, I have written about the importance of each individual owning their career, and asking themselves those penetrating questions to explore what they really want to be doing. It is so critical that long term career aligns with one’s passions.

Back in 2011, I published a 3-part blog series about managing careers:

Part 1 (link) introduced the concept and career mapping – including look where you have been and key skills you have developed during the journey.

Part 2 (link) provided several tools for career management, including a simple spreadsheet to evaluate a job’s fit with your career desires and goals.

Part 3 (link) emphasized really understanding yourself and taking ownership of your career journey.

Aligning career and passions – a short case study. So looking back and parts 2 and 3, one of the passions that people may have is helping make the world a better place. For many people, perhaps for you, making a positive impact on the world through your profession may be more important than work location, recognition, and even pay! I once had a mentee who was very unhappy in his high paying IT job at a major company, and later found deep fulfillment as a social worker making half the salary. (This is not to say that all public sector jobs come with a pay cut … but do understand if personal fulfillment or high pay is higher personal priority.)

If making a positive impact on the world is one of your highest career priorities, perhaps a non-profit sector job is for you. They can come in a wide variety of options – advocating for under-served and oppressed minorities, protecting the environment, helping develop our children, working within the arts arena, working within health care and personal well-being …. The options are endless.

Sean Kosofsky, Mind the Gap Consulting, LLC

Enter Sean Kosofsky, non-profit sector professional extraordinaire! One of my business partners who I have known personally for many years, Sean Kosofsky is a true dynamic leader in the non-profit area. His previous job was as Executive Director of the Tyler Clementi Foundation, an organization created by the Clementi family which seeks to prevent bullying through inclusion, assertion of dignity and acceptance as a way to honor the memory of Tyler Clementi: a son, a brother and a friend. A few years ago, I interviewed Sean in this role for a blog about him and the foundation (link.)

Now Sean is a “Nonprofit Fixer.” He’s worked in nonprofits for 25 years and served as executive director for four organizations. He is a coach and consultant for boards, executive directors and activists of all stripes. His experience includes communications, victim-services, civil rights, environment, policy, bullying prevention, lobbying, management and much more.

Sean is passionate about building successful nonprofits. He especially wants to build strong boards and strong nonprofit CEOs. Sean learned how to run non-profits the hard way – by watching it be done wrong. Sean told me, “Being an Executive Director is incredibly rewarding but it is filled with unique challenges. It’s easy to be thrown into the deep end and told to sink or swim. Your bosses are volunteers who don’t even work at the nonprofit.

The training opportunity! So Sean is offering this online Executive Director Boot Camp course to fill a real gap in our sector…proper preparation for anyone interested in running a nonprofit. No fluff. No theory. No ice breakers. We get down to business with concrete tools and solid wisdom needed to succeed. Most executive directors would have killed to have this info before they started.”

You can learn more about the course and sign up at https://mtg3.teachable.com/?affcode=206049_qcqnq5vh

2015 Warning – A Talent Shortage! Focus on Growing and Retaining Your Talent – Part 2 of 2

Are your competitors luring your best employees away to "greener pastures?"

Are your competitors luring your best employees away to “greener pastures?”

The premise of this two part series is that there is a major issue now facing US companies as the economy continues to improve and the record number of people retiring exceeds the supply of new qualified talent entering the work place.

In Part 1 (link) I focused on three top sources of bringing in new talent. But once you obtain the best talent, how do you keep them engaged and growing? And to make the issue worse, as the economy continues to improve, you competitors are going to come after your best people to lure them away to greener pastures. You need to actively show your employees that the company cares about their career growth and that great future possibilities are available within your enterprise.

The importance of providing a skills and career growth value proposition is highlighted in the SHRM (Society of Human Resource Management) January/February 2015 “HR Magazine” in a feature story called “What’s in Store for HR in 2015.” In fact, a majority, 5 of the 9 predictions, supports this theme of the importance of talent development:
• Culture, diversity, engagement and retention will be front-burner issues.
• Corporate learning will be transformed and will take on more importance
• Talent mobility and career management strategies will become necessary to complete
• Leaders will invest in talent analytics and workforce planning
• HR teams will get a new design and focus on professional development

When your best talent leaves to go somewhere else (and let’s face it, it normally is your best who are recruited and lured away by competitors), the replacement cost in terms of recruiting, hiring and onboarding is huge! The cost per employee can often range from 1 to 1.5 times annual salary. Yet to invest in some robust career development tools to excite and retain your employees may even cost less than replacing one employee! Get proactive and grow your people instead of spending millions of dollars on “employee replacement costs.”

A good talent growth strategy will involve engaging employees in growing skills within their current position as well as giving them tools to plan meaningful longer range careers within your enterprise (see my past blog on short range and longer range development.) On the career growth side, I offer an innovative yet proven approach based on career mapping that is tailored to your enterprise and engages employees enthusiastically in longer range career planning.

Check out the Total Engagement Career Mapping offering as well as reading this ZipRecruiter article about my process. In addition, here is another article that demonstrates how to calculate a business case for investment in employee career development, ideal for securing the necessary budget from your CFO. And then contact me today to request my two page offering spec sheet and / or to set up an appointment to discuss how Total Engagement Career Mapping can work within your company.