Why Post-Hire Support Matters, Especially for Leaders of Color

A successful search does not end with a signed offer letter. For many leaders, especially leaders of color, the most important support comes after the hire. That is where the real work of belonging, sustainability, and leadership success begins. Staffing Director at Nonprofit Professionals Now, Krystal Ngene, shares insights on why our leaders of color peer support cohort allows these... Read More »

What Boards and Staff Need to Understand Before Hiring an Executive Director

Executive Director searches bring up important questions about voice, authority, and decision-making.

• Who should shape the process?

• How much staff input is appropriate?

• What is the board’s responsibility?

• And what happens when board and staff do not agree?

These are not small questions. They are at the center of a healthy search.

1. The board cannot step out of its role
Boards sometimes feel uncertain during an Executive... Read More »

Documentation and Follow-Through in Performance Evaluations

A thoughtful evaluation only has impact if it leads to action. Common breakdowns include:

• Feedback that is shared but not documented

• Development plans that are never revisited

• Goals that shift without acknowledgment

To avoid this:

• Document key outcomes of the evaluation conversation

• Outline agreed-upon goals and priorities for the next cycle

• Schedule follow-up check-ins to review progress

• Hold both the board and Executive Director accountable for next steps

Follow-through... Read More »

Strengthening the Board Chair and Executive Director Relationship

While the full board holds responsibility for evaluation, the Board Chair plays a critical role in maintaining continuity and communication throughout the year. A strong process includes:

• Regular 1:1 meetings between the Board Chair and Executive Director

• Ongoing feedback, not just annual review conversations

• Clear communication of board expectations and priorities

• A feedback loop that reflects both board input and executive perspective

When this relationship... Read More »

Balancing Accountability with Support in Performance Evaluations

An effective evaluation process does two things at once:

• Holds the Executive Director accountable for results

• Provides support for continued growth and success

If the process leans too far in one direction, it becomes ineffective.

Strong evaluations include:

• Clear recognition of achievements and progress

• Honest discussion about challenges or gaps

• Identification of resources or support needed (e.g., coaching, staffing, tools, etc.)

• Alignment on priorities moving forward

The goal is... Read More »

Establishing a Consistent, Structured Performance Evaluation Process

Evaluations should not be improvised. A consistent process builds fairness, transparency, and trust. That process might include:

• A board-approved evaluation timeline (annual, with mid-year check-ins)

• A small evaluation committee or executive committee to lead the process

• A standardized tool or rubric aligned with organizational priorities

• Input gathered from appropriate stakeholders (e.g., senior staff, board leadership, etc.)

Consistency matters. When the process is predictable, it reduces... Read More »

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