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Organizational Capacity-Building Series - Session 9: Leadership

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INGENAES
INGENAES

This session describes principles of leadership within organizations and common leadership issues. These presentations are are part of a workshop series that was implemented in Nepal and 2016 as part of the INGENAES initiative.

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Organizational Capacity Building Workshop for INGENAES Partner NGOs Muthusami Kumaran, Ph.D. (aka Dr. K)
Consortium Partners
Session 9: Leadership
• Organizational Life Cycles of NGOs • Executive Leadership in NGOs • Principles of Good Executive Leadership • NGO leadership: functions, principles and characteristics • Major Issues in Executive Leadership The Game plan for session 9
The start-up stage: • Launched by motivated individual(s) who believe in the cause; usually centered around a single activity/service • No management system exists or required • Most decisions centered on the founder(s) • Initial staff/volunteers based only on knowledge & belief in the cause • Founder(s) overloaded with ‘administrative’ details and operational issues • Growing need for formal staff NGO organizational life cycle – stage 1
The expansion/growth stage: • Characterized by growth in programs & revenue • Growing complexity in terms of structure & culture of the organization • Often unplanned growth • An executive leader is hired • Necessity for task delegations on programs • Need for key personnel with skills • Fragmented & inconsistent policies that require organization-wide rationalization • Emerging organizational structure based on programs and services NGO organizational life cycle – stage 2
The consolidation stage: • Characterized by planning processes • Shift from optimal program levels to optimal organizational level • Growing importance of management staff • Hierarchy & decentralization • Structured recruitment & training • Performance measure for employees • Focus on outcome rather than output • Engagement with strategic planning process NGO organizational life cycle – stage 3
The metamorphosis stage: • Characterized by programs expanding and/or shifting to other nonprofits through collaboration • Larger contracts • Near-corporate HR model • External networks • Partnerships • For profit subsidiaries • ‘Industry’ leadership NGO organizational life cycle – stage 4
• An NGO’s leadership is fundamentally the responsibility of its board and its executive leader • The chief executive officer is the head of day-to-day administration of the organization • Titles of executive leader include: ED, CEO, COO, President, etc. • The relationship between the CEO and the board is crucial and its complexity differs from NGO to NGO The chief executive of an NGO
NGO Leadership • The hallmark of NGO leadership is TRUST • Trust stems from • Honesty • Care • Commitment • Positive thinking & planning • Ability to inspire others • Actions in the best interest of the NGO • NGO leadership functions • Ensuring the effectiveness of the organization • Ensuring both ‘production’ & ‘production capacity’ • Ensuring efficiency
NGO Leadership • A good NGO leader… • Must create or facilitate a vision for the NGO & the means towards the vision • Must have a keen understanding of current conditions, opportunities & challenges • Must exhibit a positive can-do attitude by being proactive • Must work with others to bring ideas to life • Must be persuasive • Must inspire others to action • Example of an exemplary NGO leader – Wangari Maathai
• The Leadership Challenge (Kouzes & Posner) • Of the 225 values, traits & characteristics • Top four are… • Honesty • Forward-looking • Competent • Inspiring What do people look for & admire in their leaders?
What do people expect from an NGO Leader? Korn-Ferry International survey • Honest • Competent • Forward-looking • Inspiring • Intelligent • Fair-minded • Broad-minded • Courageous • Straightforward • Imaginative
• Training (some business training), expertise & experience • Provides leadership and policy guidance • Manages and directs all operations, programs, and activities • Implements policy decisions • Reports regularly to board of directors • Approves financial disbursements • Hires, supervises, and evaluates staff • Maintains records, filings, and documents ED job description
• Self-confidence and self-improvement • Technical proficiency • Seeking & taking responsibilities • Making sound & timely decisions • Inspiring all stakeholders of the organization • Setting examples to employees • Knowing employees and caring for their well-being • Keeping employees informed & developing their sense of responsibility • Using the full capabilities of the organization Principles of good executive leadership
• ED as Visionary • Understanding the nonprofit’s organizational culture • Creating and sustaining a vision • Determining organizational effectiveness • ED as Change Agent • Embracing a changing nonprofit environment • Understanding changing life cycle stages in nonprofits • Leading organizational change • ED as the Relationship Builder • Nurturing relationship with the Board • Establishing productive staff relationship • Following the founder 5 important characteristics of the executive Director (Carlson & Donohoe)
• ED as Community Creator • Engaging external stakeholders • Embracing partnership and collaboration • Ensuring Board representation • ED as Resource Wizard • Ensuring sound financial management • Sustaining the organization with team-based fund raising • Diversifying the organization’s source of revenues • Source: Carlson. M. & Donohoe, M. (2003), The Executive Director’s Survival Guide: Thriving as Nonprofit Leader 5 important characteristics of the executive director (Carlson & Donohoe)
Major Issues in NGO Leadership • Dominance/dictatorial • Excessive compensation • Hero worship • Unwillingness to relinquish power • Lack of succession planning • Nepotism • Corruption • Turf/territorial mentality • Political influence • Lack of accountability/transparency to certain stakeholders
Activity Group discussion on the status of executive leadership in Nepal’s NGO sector: 1. Discuss… • Characteristics (good, bad & ugly) of the executive leader of an NGO that you are familiar with 2. Group project: Write… • The SWOT (at least one S, W, O &T) of executive leadership in Nepal’s NGO sector 3. Group debrief!
This presentation was produced as part of the United States Agency for International Development (USAID) and US Government Feed the Future project “Integrating Gender and Nutrition within Extension and Advisory Services” (INGENAES) under the Leader with Associates Cooperative Agreement No. AID-OAA-LA-14-00008. The University of Illinois at Urbana-Champaign is the prime awardee, and partners with the University of California-Davis, the University of Florida, and Cultural Practice, LLC. www.ingenaes.illinois.edu The research and this report were made possible by the generous support of the American people through USAID. The contents are the responsibility of the authors and do not necessarily reflect the views of USAID or the United States government. © xxx and INGENAES This work is licensed under a Creative Commons Attribution 3.0 Unported License. Users are free: To share — to copy, distribute and transmit the work (without participant contact information) To remix — to adapt the work. Under the following conditions: Attribution — users must attribute the work to the authors but not in any way that suggests that the authors endorse the user or the user’s use of the work.

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Organizational Capacity-Building Series - Session 9: Leadership

  • 1. Organizational Capacity Building Workshop for INGENAES Partner NGOs Muthusami Kumaran, Ph.D. (aka Dr. K)
  • 4. • Organizational Life Cycles of NGOs • Executive Leadership in NGOs • Principles of Good Executive Leadership • NGO leadership: functions, principles and characteristics • Major Issues in Executive Leadership The Game plan for session 9
  • 5. The start-up stage: • Launched by motivated individual(s) who believe in the cause; usually centered around a single activity/service • No management system exists or required • Most decisions centered on the founder(s) • Initial staff/volunteers based only on knowledge & belief in the cause • Founder(s) overloaded with ‘administrative’ details and operational issues • Growing need for formal staff NGO organizational life cycle – stage 1
  • 6. The expansion/growth stage: • Characterized by growth in programs & revenue • Growing complexity in terms of structure & culture of the organization • Often unplanned growth • An executive leader is hired • Necessity for task delegations on programs • Need for key personnel with skills • Fragmented & inconsistent policies that require organization-wide rationalization • Emerging organizational structure based on programs and services NGO organizational life cycle – stage 2
  • 7. The consolidation stage: • Characterized by planning processes • Shift from optimal program levels to optimal organizational level • Growing importance of management staff • Hierarchy & decentralization • Structured recruitment & training • Performance measure for employees • Focus on outcome rather than output • Engagement with strategic planning process NGO organizational life cycle – stage 3
  • 8. The metamorphosis stage: • Characterized by programs expanding and/or shifting to other nonprofits through collaboration • Larger contracts • Near-corporate HR model • External networks • Partnerships • For profit subsidiaries • ‘Industry’ leadership NGO organizational life cycle – stage 4
  • 9. • An NGO’s leadership is fundamentally the responsibility of its board and its executive leader • The chief executive officer is the head of day-to-day administration of the organization • Titles of executive leader include: ED, CEO, COO, President, etc. • The relationship between the CEO and the board is crucial and its complexity differs from NGO to NGO The chief executive of an NGO
  • 10. NGO Leadership • The hallmark of NGO leadership is TRUST • Trust stems from • Honesty • Care • Commitment • Positive thinking & planning • Ability to inspire others • Actions in the best interest of the NGO • NGO leadership functions • Ensuring the effectiveness of the organization • Ensuring both ‘production’ & ‘production capacity’ • Ensuring efficiency
  • 11. NGO Leadership • A good NGO leader… • Must create or facilitate a vision for the NGO & the means towards the vision • Must have a keen understanding of current conditions, opportunities & challenges • Must exhibit a positive can-do attitude by being proactive • Must work with others to bring ideas to life • Must be persuasive • Must inspire others to action • Example of an exemplary NGO leader – Wangari Maathai
  • 12. • The Leadership Challenge (Kouzes & Posner) • Of the 225 values, traits & characteristics • Top four are… • Honesty • Forward-looking • Competent • Inspiring What do people look for & admire in their leaders?
  • 13. What do people expect from an NGO Leader? Korn-Ferry International survey • Honest • Competent • Forward-looking • Inspiring • Intelligent • Fair-minded • Broad-minded • Courageous • Straightforward • Imaginative
  • 14. • Training (some business training), expertise & experience • Provides leadership and policy guidance • Manages and directs all operations, programs, and activities • Implements policy decisions • Reports regularly to board of directors • Approves financial disbursements • Hires, supervises, and evaluates staff • Maintains records, filings, and documents ED job description
  • 15. • Self-confidence and self-improvement • Technical proficiency • Seeking & taking responsibilities • Making sound & timely decisions • Inspiring all stakeholders of the organization • Setting examples to employees • Knowing employees and caring for their well-being • Keeping employees informed & developing their sense of responsibility • Using the full capabilities of the organization Principles of good executive leadership
  • 16. • ED as Visionary • Understanding the nonprofit’s organizational culture • Creating and sustaining a vision • Determining organizational effectiveness • ED as Change Agent • Embracing a changing nonprofit environment • Understanding changing life cycle stages in nonprofits • Leading organizational change • ED as the Relationship Builder • Nurturing relationship with the Board • Establishing productive staff relationship • Following the founder 5 important characteristics of the executive Director (Carlson & Donohoe)
  • 17. • ED as Community Creator • Engaging external stakeholders • Embracing partnership and collaboration • Ensuring Board representation • ED as Resource Wizard • Ensuring sound financial management • Sustaining the organization with team-based fund raising • Diversifying the organization’s source of revenues • Source: Carlson. M. & Donohoe, M. (2003), The Executive Director’s Survival Guide: Thriving as Nonprofit Leader 5 important characteristics of the executive director (Carlson & Donohoe)
  • 18. Major Issues in NGO Leadership • Dominance/dictatorial • Excessive compensation • Hero worship • Unwillingness to relinquish power • Lack of succession planning • Nepotism • Corruption • Turf/territorial mentality • Political influence • Lack of accountability/transparency to certain stakeholders
  • 19. Activity Group discussion on the status of executive leadership in Nepal’s NGO sector: 1. Discuss… • Characteristics (good, bad & ugly) of the executive leader of an NGO that you are familiar with 2. Group project: Write… • The SWOT (at least one S, W, O &T) of executive leadership in Nepal’s NGO sector 3. Group debrief!
  • 20. This presentation was produced as part of the United States Agency for International Development (USAID) and US Government Feed the Future project “Integrating Gender and Nutrition within Extension and Advisory Services” (INGENAES) under the Leader with Associates Cooperative Agreement No. AID-OAA-LA-14-00008. The University of Illinois at Urbana-Champaign is the prime awardee, and partners with the University of California-Davis, the University of Florida, and Cultural Practice, LLC. www.ingenaes.illinois.edu The research and this report were made possible by the generous support of the American people through USAID. The contents are the responsibility of the authors and do not necessarily reflect the views of USAID or the United States government. © xxx and INGENAES This work is licensed under a Creative Commons Attribution 3.0 Unported License. Users are free: To share — to copy, distribute and transmit the work (without participant contact information) To remix — to adapt the work. Under the following conditions: Attribution — users must attribute the work to the authors but not in any way that suggests that the authors endorse the user or the user’s use of the work.