Harmful institutional patterns of behavior and decision-making can create a culture where employees feel stuck and unable to move forward in their career. Asking the right questions can help overcome challenges, change their perceptions, or reveal if it’s time for a change.

Today, many organizations know they need to meaningfully diversify their talent pools long term, but most didn’t know how to do this in ways that will lead to the outcomes they desire while also caring for those in their talent pool. By 2044, the US is projected to be a "majority minority” nation. Are you going to stay behind the culture curve, or get in front of it?

Today, nonprofit leaders are faced with the changing demographics of their teams, partners and communities they serve. And they know that stakeholders across identities are watching how racial equity efforts are showing up within nonprofit organizations.
That means boards have to be strategic about finding new leadership who are both attuned to the organization’s needs AND the audiences they’re trying to reach today (vs. fifteen years ago).

Career transitions are becoming remarkably common, especially as employees have exhausted avenues of professional growth and development in their current industry. Whatever brought you to your career transition, consider implementing a transition plan that includes reflection, research, and resilience.

While you’re likely familiar with DEIJ—Diversity, Equity, Inclusion, and Justice—DEIB is a concept that adds a new lens to those values. It’s based on the idea is that it’s not enough to hire Black, Indigenous and other people of color—especially if the hiring is performative. Your nonprofit’s culture has to shift so that everybody on your team feels valued, safe, empowered, and respected. That’s what the “B” in DEIB is all about.

As we approach the end of 2023, join me in reflecting on this year’s accomplishments. These months have been full of growth and I am proud of the Bonsai team and the work we have done to support our clients, continue building this business, and do our part in creating more harmonious nonprofits.

Perhaps you are feeling an internal pull towards more meaningful work in the nonprofit world.

You’re not alone. We often hear from job candidates and coaching clients that they’re looking to exit the corporate sector, but aren’t exactly sure how. A career coach may be your guiding light in defining and achieving your professional goals as you transition to nonprofit work.

For nonprofit leaders who do not identify as BIPOC (Black, Indigenous, or People of Color), initiating your path toward embracing the principles of diversity, equity, and inclusion (DEI) in the workplace can feel challenging. We are here to provide you with guidance on this transformative journey.

The Birkman Assessment is a work personality test that helps individuals understand their own unique strengths, as well as how they interact with others. It is based on the premise that personality is a complex and dynamic force that shapes our thoughts, feelings, and behaviors.

Used by businesses, organizations, and individuals for over 65 years to improve communication, teamwork, and decision-making, it is also a valuable tool for your career development and personal growth.

Becoming an entrepreneur doesn’t automatically grant you freedom. While your LinkedIn feed may be proclaiming the joys of being your own boss, those of us who have been in the game long enough after a career in nonprofits know that entrepreneurs and nonprofit leaders deal with making choices all day long – many of which significantly impact the people we serve or work alongside.

The most successful nonprofit leaders know that good communication at work is the driving force behind strong organizational teamwork & a lasting impact.

As a nonprofit leader, the right coach is crucial when it comes to your career. At Bonsai Leadership Group, we view coaching as a resource for personalized guidance that empowers you to think creatively about your strengths, goals, and outcomes to realize your full potential.

As an executive recruiter for nonprofits, I’m always looking for racially diverse talent.

Since March 2022, Bonsai Leadership Group has placed more than 20 people from underrepresented racial groups at nonprofits throughout the country. I’ve hired three recruiters to lead that process with me.

The moral of the story is that yes, you can hire on your own. But if you'd like to update your thinking around hiring, we can help. Let’s find you amazing talent who don’t all look like you, sound like you, and think like you.

People at every level of nonprofit organizations are experiencing collective trauma at work, so how do leaders deal with this, both for themselves and their team?

Do you spend time work on your business or nonprofit, or just in it?

For the health of my business, I implemented a quarterly business retreat to do just that. I take one week to work on high level CEO tasks that I’d otherwise never actually address. I may review the past quarter, catch up on all the podcasts and professional development I’ve been putting off, or simply let new ideas for the future flow.

Coaching Black, Indigenous, People of Color (BIPOC) nonprofit leaders will always be my first love.

Although Bonsai Leadership Group has grown to provide racially diverse executive recruitment and organizational culture change consulting, I have a deep passion for one-to-one coaching – especially coaching Black women. Time and time again, the women I coach express the signs of burnout, which I recognize, because I’ve experienced them myself.