When it comes to leadership development, organizations often envision employees as talent in a pipeline that needs to be developed in order to move up. But is this the best approach? Rusty Stahl, Idealist board member, doesn’t think so:
First, pipelines generally transport oil, not people. I will admit it: a pipeline takes an asset from its starting place (at least the place where people drill the oil up from the ground) to the ultimate destination we define for it, where it is transformed into new forms of energy and burned into oblivion. Career pathways similarly deploy talent assets from their youth to be transformed into productive workers that turn their values, intelligence, creativity, sweat and relationships into the life energy of social causes. And, ultimately, at the least, the physical manifestation of that energy is used up.
But nonprofit workers are not oozing liquid that simply goes with the flow. There is much more agency, choice and give-and-take amongst people as we move along our career paths; sometimes we pursue employers, other times they recruit us. We proactively build up experience, and sometimes opportunities appear unexpectedly as a result of preparation — and luck. Most careers do not move from point A to point Z in a straight line with scientific precision like the pipeline.
Instead, he argues that nonprofit careers develop like links in a chain: “Mentors and teachers pass ideas, knowledge, and practices from hand to hand. This ensures that knowledge from the past remains alive in the present and morphs into the future as each generation innovates, adapts and adds new meaning and method to an evolving cannon.”
Read more on Rusty’s blog and chime in: how should we approach career and leadership development in the nonprofit sector?