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Career-disrupting forces are at work in today’s economy, causing nonprofit, business and government leaders to reassess and reset their orgs and careers. Changes to government policy and funding, consumer tastes, tariffs and rollout of AI across sectors combine into a perfect storm of factors leading to career changes and organizational challenges.
America has a history of embracing and disparaging difference, be it difference in race, gender, identity, language, religion, ability/disability, age, or other such markers of individuality.
To get ahead of rapidly changing funding and operating circumstances, nonprofits must quickly reset and reshape their organizations for these challenging times.
Real people are being reduced to data points in a way that was never before possible. This has certain negative consequences that should be managed, especially when recruiting CEOs and other c-suite executives.
Hiring season is in full gear, which means that nonprofit boards and CEOs will soon be busy analyzing resumes of execs they might hire.
Staff and board transitions can advance or threaten a nonprofit’s public benefit mission and financial strength. The central challenge of replacing a chief executive or senior team member is budgeting transition costs. Such costs can be substantial.
Our two-part AI and Recruiting article seemed enough for a quick read on the topic. We’ve received positive feedback on how it helps boards and leaders navigate the new recruiting challenges introduced by various recruiting platforms. We thought we were done.
Nonprofit board members and CEOs commonly raise succession planning as a key concern. A central role of any nonprofit board and CEO is managing risk to the nonprofit they steward on behalf of their community. When a chief executive or key leader exits an organization, there is loss of continuity, knowledge, management skill and subject matter expertise.
How candidates and nonprofits can leverage these platforms despite their shortcomings.