Jan 12, 2016
Remember your 1980s television? If you do, then you probably recall "The A-Team," the hit show featuring a band of heroic mercenaries roving from town to town using ingenuity and problem-solving skills to help people in need. At the end of each episode, it was always the group's teamwork that saved the day and put the good guys out on top. Not only do fans remember the series for Mr. T, they may also recall George Peppard's catchline: "I love it when a plan comes together."
While you're obviously not out solving crimes, as a nonprofit manager, you know the importance of having a strong team of skilled people around you. A great organization requires not just a good leader but also a great team.
With that said, here's how to turn your employees into your very own nonprofit A-team:
1. Find the best people for the job
Just like on the TV show, every person on your team needs a skill set he or she can bring to the table along with a willingness to work as a group to solve problems. Assign work to your individual employees based on the talents they exhibit. For example, encourage more gregarious staff members to man the phones or lead fundraising campaigns and have your best organizers plan out your donation drive calendar.
Nonprofit Hub advised leaders to set expectations as well as obtainable goals for each team member and make sure your employees are on their way to getting them done.
2. Develop a relationship
Getting to know your team members on a one-to-one basis can strengthen your relationship with them and get your team moving. Each employee needs at least some face-to-face contact with you to establish trust and know that he or she may approach you with any issue he or she has. Plus, building a strong relationship with your team members will show what work they are most interested in and where their talents lie, The Bridgespan Group noted.
Don't rely on email all the time. Use one-on-one meetings to deliver important feedback and instructions.
3. Let them know the difference they make
Not only should a nonprofit manager or leader laud team members for a job well done, he or she must also let them know how they fit into the organization's overall goals. In order to keep everyone working to their full potential, they need to know specifically what they do that helps the nonprofit complete its mission.