A nonprofit business is a unique structure. As such, it needs a unique counseling style. 

If you have heard the term “nonprofit business coach” or “nonprofit business counseling,” you might be wondering where it fits into the coaching world and just what it means. 

A nonprofit business, much like any other business organization, may have strategic, administrative, financial or operational struggles. Oftentimes, having the fresh perspective of an outside professional can be just what the doctor ordered when it comes to addressing these organizational struggles.

What is a nonprofit business?

In the United States, a nonprofit organization is a business entity which has established itself as a nonprofit entity at the state level and that has received tax-exempt status granted by the IRS following the completion of Form 1023 or Form 1023-EZ. Nonprofits are established with a primary purpose of making a positive impact on the world around them, locally, regionally, nationally or internationally, and it’s this primary purpose that distinguishes nonprofit organizations from their for-profit counterparts. Nonprofits tend to generate a majority of their revenue via contributions or donations upon which they will pay no taxes, though an increasing number of nonprofits are offering goods and/ or services in exchange for fees in order to generate what is called earned revenue. 

What makes nonprofit business coaching unique?

A nonprofit organization is required to have a board of directors which will play a vital role across the life of the nonprofit. This role may vary slightly depending on the stage of development of the nonprofit, however the aspirations of the nonprofit cannot move forward easily and efficiently without having a board that supports the organization’s mission, vision and sort- and long-term goals. As such, it is not uncommon that an organization’s board of directors will require a review and potential overhaul. 

The investment from the board members, volunteers, and staff members is often more emotionally charged than a typical business, especially within a ministry-based organization. A nonprofit business coach needs to be able to respectfully unpack those emotional ties and help team members recognize the importance of focusing on the overall mission and vision in order to achieve the deepest, most sustainable organizational impact. 

Here are just a few areas where a coach might engage the team in order to bring clarity and organize action:

• Helping them to organize their current and future priorities, strategies and tactics 
• Understanding the individual and organizational challenges
• Setting clear individual, team and organizational expectations
• Engaging a diverse set of stakeholders to glean the wisdom of the group
• Leadership development planning for leaders at all levels
• Create and implement a clear succession & continuity plan
• Creating a plan for individual and team growth and organizational development

Nonprofits are usually created with the idea that they can make a positive impact and change the world in some meaningful way. As long as there are societal problems to solve, we will need nonprofits to bring their collective passions to bear towards leading the change they wish to see. However, sometimes all of the passion can muddy the waters and get in the way of making sound business decisions. A nonprofit business coach or counselor can help to crystalize exactly what it takes to apply this passion so the organization can do the most good. 

The support a nonprofit business coach offers a company can empower the team to reassess their mission and refocus their vision in consideration of how the organization should move forward in activating their plan to make the world a better place. Coaching is a long-term investment that can result in a profound return on investment when all involved parties make the necessary commitment and work together to achieve their common vision.

Are you ready to take your organization to the next level? We’ve got you covered.

Contact EPIC Mission today to set up your free consultation.

Great companies will always say their employees’ happiness is paramount in building healthy company culture and public trust. It’s the one thing that is held in the highest regard, oftentimes more so than company performance and stock value. An idyllic picture of leadership is composed of highly attuned managers that are expert listeners, empathetic professionals, and excellent coaches. Why don’t more companies have great leaders at all levels?

People ascend the career ladder and usually get into leadership positions based on their tactical performance and years of experience. These employees are often thrust into leadership positions with an implicit expectation that coaching skills are already in place and that they can be successful leaders because they have been successful doers. As with anything worth having, there is work involved in developing effective employee leaders. Companies seeking to reap the benefits of having top-notch leaders at all levels must provide employees with professional development resources and opportunities that include learning how to coach others for success.

Here is a step-by-step guide that describes the essential requirements to stimulate coaching for leadership.

The Value of Coaching

Leadership teams must come together to determine what, if anything, they believe is the long-term value of coaching in their organization. What’s the value of coaching, and what are the risks of not providing coaching? Though the short-term value of coaching may be viewed as minimal, coaching over the long haul typically results in a more productive workforce and lower churn on employees, resulting in potentially exponential company savings.

Not All Coaches Are Equal

Once the long term value of coaching is agreed upon, it’s essential to take a long hard look in the mirror and determine if current leadership teams have all the skills required for effective coaching. Not only are active listening skills needed, but also empathy, transparency and a measure of vulnerability that are also required. Good coaches show an honest interest in the wellbeing and success of other people. More importantly, great coaches facilitate the coached person’s ability to find their own solutions rather than relying on someone else to do the critical thinking for them. It should not be an assumption that all people in leadership roles possess these qualities and skills or even desire to be a coach. As stated previously, employees are often promoted into leadership roles due to their performance as employees, not their demonstrated leadership abilities.

Coaching Ethos

Once the value of coaching has been established within the organization and the leadership team has taken a critical look at themselves regarding their current coaching skillset, it’s time for the organization to put words into action by demonstrating the importance of coaching through modeling this behavior and by providing the resources needed for ongoing development within their ranks. By eliminating the overly competitive, zero sum culture where one person is promoted by stepping on others and replacing it with a Together Everyone Achieves More culture, companies can dispose of the scarcity mindsets that become stumbling blocks along the pathway to great company culture. Actions speak louder than words, and so positive actions will strongly reinforce the company’s position that they do indeed value the personal and professional development stimulated by great coaching.

Contact EPIC Mission for Guidance 

In the end, coaching for leadership relies on trust. Trust that a discussion on coaching won’t become a laughing matter discussed openly around the water cooler or on Facebook. Trust that when someone in leadership admits to not being a good coach this admission is seen as strength, not as a weakness. And trust to open up and be a bit vulnerable without the fear of negative consequences. If trust is lacking within an organization, better coaching is no longer a want but an absolutely dire need. 

Contact EPIC Mission to learn how to become a better leader in your workplace. We will come alongside you in your journey to meet you where you are and help you become a Hero of Change.

To be a better leader, you should continuously be working on yourself. Managing and leading a team or business is not always something that comes naturally. Many will have to teach themselves how to lead and adapt when things change in the industry, so it can help to have some tips on improving your leadership skills.

Practice Discipline

Discipline is essential because if you don’t have it for yourself, how do you expect others to follow your leadership? Developing discipline is something that you can do both in your professional life and your personal life. To be an effective leader, you need to inspire others to be disciplined in their work. Meet the deadlines you set for yourself, show up for work on time, and don’t cut corners. Be organized in your career and show up for others when needed. These are all small changes and examples of practicing discipline. If you can do this, then you’re going to find that others are more respectful of you as a result.

Be a Better People-Person

Being a leader requires you to manage and lead people. However, that can prove to be quite a challenge when the leading people aren’t all the same in personality and work ethic. Some might be set in their work processes, whereas others might be blunt in how they communicate. As long as no one is unprofessional in their workplace attitude, you need to learn how to adapt and become a better people-person.

If you’re not a fan of talking to people daily, you’re going to find it hard to lead others because communication is essential. We all can continue to grow, though, so be open to challenging yourself more in talking to others and putting yourself out there.

Never Stop Learning

We are always learning new things and know that every day is an opportunity to learn something new. If you’re not willing to learn, you cannot expect to continue to grow in your industry, knowledge, and leadership. Always set an example by developing your skills and experience and encourage your team members to do so with you. Take part in leadership courses and learn from your coworkers about topics and areas you might not be skilled in. feedback is the breakfast of champions and is an important ingredient in the development of better leaders. Don’t just pretend like you know, because it can often be something people see through very quickly. Instead, be honest and not only tell others that you will do the research but actually do the research!

Resolve Conflicts Quickly

Conflicts are never a good thing to have in the workplace, no matter how small they may be. If you spot a disagreement or be made aware of things happening in the workplace that could disrupt productivity, it’s important to quickly resolve these conflicts. If you don’t, it will show your team members that you’re not willing to fix apparent and disruptive problems and that you condone inappropriate or unprofessional behavior in the workplace.

Becoming a better leader takes practice and diligence. Contact us for a consultation if you have any doubts on what your next step should be.