In today’s volatile political climate, immigration-focused nonprofits face increasing risks—not just to their funding and public perception, but to their physical safety and digital security as well. With rising anti-immigrant rhetoric, targeted harassment, and even acts of violence, organizations advocating for immigrant communities must take proactive steps to protect their people, spaces, and mission.
Here are practical strategies nonprofits can adopt to reduce vulnerability, build resilience, and stay secure without compromising their values.
In a rapidly evolving world, nonprofit organizations are constantly being asked to do more—with less. From shifting community needs to enticing funding opportunities and urgent social movements, it’s easy for even the most mission-driven organizations to drift off course. But when a nonprofit veers too far from its core purpose, the consequences can include diluted impact, staff burnout, and donor confusion.
This slow shift away from a founding mission is known as mission drift, and while it’s common, it’s also avoidable. Here’s how nonprofit leaders and boards can recognize, prevent, and respond to it effectively.
In the world of nonprofit leadership, advancing equity and inclusion isn’t just a strategic priority, it’s a moral imperative. But achieving a more equitable workplace or boardroom doesn’t start with an external initiative or a single training. It begins with each of us, examining the ways our behaviors, beliefs, and blind spots influence the culture we help shape.
As “unlearning” prejudice is a life-long process, it is useful to periodically reflect on our attitudes and behaviors regarding issues of bias. That’s where anti-bias self-assessment comes in.
Volunteers are the heartbeat of the nonprofit sector, bringing essential energy, time, and skills to mission-driven work. But too often, nonprofits struggle to keep them engaged. What determines whether volunteers stay or drift away? A landmark study by the Urban Institute, Volunteer Management Practices and Retention of Volunteers, offers research-based answers every nonprofit should consider.
In the life of every nonprofit, there comes a time when a key leader, often the Executive Director (ED), must step away—whether for retirement, personal growth, or new opportunities. These transitions, while inevitable, can also be moments of vulnerability and possibility. Without a clear exit strategy and thoughtful succession planning, an ED's departure can disrupt operations, lower morale, or even threaten a nonprofit’s stability.
A successful exit strategy doesn’t just prepare the organization—it preserves the mission. Here’s how Executive Directors and boards can work together to ensure a smooth, values-aligned leadership transition.
In the nonprofit world, stress isn’t just seasonal—it can be constant. Whether it's grant deadlines, leadership transitions, community crises, or economic instability, nonprofit teams often find themselves navigating high-pressure environments with limited resources. In these moments, the Executive Director (ED) plays a pivotal role in keeping morale high, sustaining productivity, and supporting the well-being of staff. But EDs aren’t immune to the very stressors their teams face. In fact, they often carry the additional burden of strategic responsibility and emotional labor. That’s why motivation and resilience must begin with the leader.
Here are practical, mission-aligned strategies Executive Directors can use to keep their teams motivated—while also caring for their own well-being.