In this column, I have previously talked about organizational and development assessments as a tool to understand your development skills or prior to a capital campaign, but recently we have employed this type of assessment at the beginning of an executive search.
Why? We use this tool when organizations know they have to replace a key member of their staff but they are unsure of the direction. Should they look for someone with the same skills? Would they be better off altering responsibilities and hiring someone with skills that are not yet represented on the staff? What would happen if they promoted someone from within and offered training? If they hired someone from within, how would the rest of the organization be reorganized in order to succeed?
By analyzing your nonprofit before you make a new hire, you can craft the ideal list of desired skills, help candidates understand the strengths they could use to the organization’s and their own best advantage were they to get the job, and focus current staff to bring their skills and experience in a more effective manor.
Transitions can be hard on a nonprofit. Whether you are concerned about relationships that may be lost with the change, solicitations that might not occur because the nonprofit is focused on hiring a new staff member, or shifted focus of the board, an organizational and development assessment can help us help you stay on track. We help organizations like yours form the best team in the most efficient way.
Turnover remains high at nonprofits, consider how you can be remain effective as things change. Because they always do.