The Non-Profit Challenge

Scaling the Social Sector

There are over 90,000 nonprofit organizations in the United States with annual revenues exceeding $1 million. But often, these organizations fail to scale to deliver more value in the way we might expect them to. Why?

Many social sector organizations fail to scale because they suffer from organizational and operational confusion that wastes human and financial resources and stifles innovation. Our research with nonprofit leadership and staff has uncovered many common issues and complaints:

  • “I constantly feel like I am not empowered and challenged in my job. I don’t know how big decisions are made and I am not at the table making decisions. I feel like people just want me to execute without empowering me to be part of the bigger picture.”

  • “Much of this organizational dysfunction is caused by “founders syndrome”, where CEOs/EDs cannot relinquish their long-term involvement in every aspect of the organization and cannot/will not delegate. My mistake was to assume that my role would be the same as my job description.”

  • “One becomes exhausted trying to work within [an inefficient] system to advance innovation. Creativity and “out of the box” thinking is discouraged and stifled.”

  • “The lack of autonomy to make decisions has negatively impacted my job satisfaction and contributed to my decision to seek employment in a different organization.”

Nonprofit employees assume that they will play an active role in the organizations they serve. They often don’t.
Empowerment is not just for those we serve. Organizations can’t scale successfully if employees aren’t fully engaged and if they don’t feel valued. That’s why we’ve created EmpoweringWorkPractices.

Why Power Matters

We believe that addressing issues of power in organizations to resolve ambiguity and inefficiency, while creating a healthier, efficient and dynamic work environment.

It’s our experience that in many organizations, “being a team player was so strongly valued that individuals self-censored their contributions for fear of disrupting team harmony.” This is a common and regrettable outcome of confused decision-making, performance management and conflict resolution processes.

Your organization is likely wasting important human capital resources by not addressing the realities of organizational power, as articulated in our proven solutions.