What do you do if tasks are not being delegated to the right individuals in nonprofit leadership?

What I've observed being in both the nonprofit industry and in for profit, is that leaders in nonprofit tend to hold on to tasks if they feel their staff member is over burdened or stressed. I've seen this time and time again where a leader will just do something themselves. In this instance the coaching is to help the leader to understand that under functioning is also poor stewardship of the organization's resources.

Tasks may be stalling because leaders aren't familiar with the skill sets of their team, or haven't learned to identify primary talents. Particularly in non-profit work, it is critical to match people with tasks that energize them. Giving an extrovert a solo, behind-the scenes task will not fit. Ask them to lead a team out in front of lots of people, and they'll keep coming back for more. This will energize the whole team and make it easier to assign tasks.

When assessing task delegation, it's crucial that every team member feels valued and aligned with the organization's common goal. This collective purpose makes it easier to reassign tasks based on strengths without fostering competition. Start by understanding each individual's skills, weaknesses, and professional aspirations. You may find some members overwhelmed with unsuitable tasks while others are underutilized. By realigning responsibilities to match each person's abilities, you can boost efficiency and effectiveness. The aim is to empower the team, ensuring that everyone contributes in ways that support both their growth and the organization's mission.

I tell you about my experience. Being conscience about feedback is the first steep When you see a mismatch in task delegation, get excited! Dive into assessing the skills and strengths of your team members. Understand each person's unique skills and goals. Some may be overwhelmed with tasks they're not suited for, while others are eager for more challenges. By reallocating responsibilities based on everyone's strengths, you'll increase productivity and get better results. Remember, empowering your team with tasks that match their skills is the key to success!

One challenge I’ve needed to work on with my leadership: making sure there is open dialogue and not just assuming there is. Some people on your team may be reticent to communicate, fearing past interactions (even from before you were there). You may assume everyone is collaborating and offering their opinions but in reality, some people may not be. Ask probing questions of your staff to make sure people are being heard. Without this direct dialogue, the wrong people may be receiving the wrong tasks or projects. People may find it challenging to properly delegate. Develop trust with your team to delegate more effectively.

One issue I’ve seen when there is misalignment with activity delegation is a lack of clarity on how department goals align with organizational goals. Does your team know the organization’s goals? Have you sat down and talked about how your department goals align with your organization’s goals? Usually, this is a communication issue. Goals aren’t given enough transparency and aren’t communicated down within the organization so managers create goals that don’t flow up to the larger goals. Make sure you have clear departmental goals that support your larger goals.

One key takeaway from my experience with nonprofit advising is the importance of check-ins. They ensure tasks are clear and understood. For instance, one participant delayed scheduling a "scary" appointment with a board member until she gathered data. The task was to make the appointment first and if the board member was available to collect information. (He wasn't.) Regular check-ins allow you to review task progress, address challenges, and celebrate successes.

More than just strategy - create a culture in the org where being flexible and nimble when duties pile up are becoming an issue. Ultimately, what you want is innovation mindsets and problem solving. You want self-awareness on the team so that when things are not delegated properly - things can sort them selves out with minimal problems and resource consumption - of time, money, or at the sacrifice of mission goals.

To effectively adjust your delegation strategy, it's crucial to actively seek feedback from your stakeholders and foster an environment where input is valued. As your nonprofit evolves, the dynamics and needs will shift, requiring periodic reassessment of task delegation. By encouraging open dialogue and being receptive to feedback, you can identify areas for improvement and make necessary adjustments. This proactive approach not only ensures that your team remains effective but also that your nonprofit can continue to thrive and adapt to new challenges.