How one nonprofit is building leadership from within

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Photo via iMentor. Click to visit their org page on Idealist – they currently have five jobs, two internships, and a volunteer opportunity listed on the site!

In the latest issue of HR Connections, our monthly newsletter for the nonprofit human resources community, Kim Hendler writes:

At iMentor, we’ve been faced with an age-old question: When a management position opens up in our organization, do we promote an individual contributor who is great at their job, eager for next steps, and overall a high potential employee but lacks supervisory experience and training and whom we may not be able to adequately support? Or do we hire externally, facing the significant challenge of hiring great middle managers who are a sure fit with our management culture?

As Managing Director of Talent at iMentor, Kim worked with her team and with support from the American Express Foundation to create a formal program to invest in leadership development. Her goal is to train “high performing, high potential staff…to build a strong bench for future roles requiring leadership and management skills.” Curious how they did it? Find the full article here.

Want a dose of nonprofit HR goodness delivered straight to your inbox each month? Sign up at www.idealisthr.org.

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Compensation: More than just a paycheck

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Have you subscribed to our monthly HR Connections newsletter? Visit idealisthr.org to sign up.

In our most recent HR Connections newsletter, our HR and Operations Manager Kara Montermoso writes:

Many of us are drawn to work in the nonprofit sector by the missions of our organizations, but our satisfaction with our work and the ways it impacts the rest of our lives are key factors in keeping us motivated and engaged. And one aspect that can contribute to our sense of satisfaction is our total compensation.

Anyone working in nonprofit human resources—or preparing to negotiate a salary and benefits package—might want to check out the article, where Kara breaks down six general components, from salary and benefits to organizational culture.

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Developing nonprofit leaders: Easier said than done?

There are lots of theories about how to develop leaders across the nonprofit sector. But who’s putting those theories into practice, and are younger nonprofit professionals optimistic about their implementation?

This month our HRConnections newsletter features a piece from Trish Tchume, National Director of the Young Nonprofit Professionals Network (YNPN). Trish explains that YNPN’s most recent National Voice report examined just these sort of questions. The report, titled “Good in Theory, Problems in Practice,” concludes with recommendations to help nonprofit executives, emerging leaders, funders, and others effectively implement leadership development strategies.

Visit IdealistHR or YNPN to learn more. Or sound off here: does your organization have a refreshing approach to leadership development? Do you feel you can weigh in and make it even stronger?

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IdealistHR: Behavioral interviews; office gift exchanges

This month’s IdealistHR newsletter is hot off the presses! November’s issue features an article about behavioral interviews (Does your hiring process need an overhaul?) and another about alternatives to the “potentially stomach-knotting office gift exchange” (‘Tis the season…).

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"Oh look! A barking hot dog steamer!" Don't let this happen at your office. (Photo: Jonathan Lidbeck, Flickr/Creative Commons)

Peruse the IdealistHR archives or sign up for monthly emails by and for nonprofit human resources professionals at idealisthr.org.

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Have you ever hired the wrong person?

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We've all been there. (Photo via Alex E. Proimos, Flickr/Creative Commons)

It can be hard to find a silver lining when a hiring process goes awry. In the latest issue of our human resources newsletter, we try to help you avoid those growing pains.

  • For an organization, the loss of time, money, and energy is huge enough – but there’s often a significant blow to staff morale. Amelia explores ways to design a hiring process that can minimize unfortunate outcomes.
  • Meanwhile, Kara considers one crucial step: making sure we get the best possible applications. What makes a job application successful? You can weigh in here.

Want tips and ideas about human resources delivered to your inbox each month? Your wish is our command.

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