Cultivating Young Leaders: Empowering the Next Generation

The nonprofit sector is constantly evolving, and one of the most significant changes we’re witnessing is a generational shift. Millennials and Generation Z now make up a larger portion of the population compared to boomers and Generation X.

So, how should nonprofits respond to this reality? Cultivate young leaders in every part of an organization.

By committing to empowering and cultivating young nonprofit professionals, organizations secure their futures and ensure that they're reaching out to broader generations. By leveraging the power of social media and other tech tools, young leaders can build brand awareness and influence others their age (i.e., donors) to join the organization.

Benefits of Cultivating Young Leaders

Every generation brings something new and unique to the table, and leaders should always remember that. For example, young leaders can counteract things like donor attrition by implementing innovative engagement strategies to boost retention efforts.

Here are other values that young leaders can bring to the table.

• New perspectives. Young leaders bring fresh perspectives and innovative approaches to organizations, helping nonprofits stay modern and adaptable.

• Increased engagement. When leaders cultivate young team members, morale improves, which in turn increases productivity. 

• Sustainable growth. When organizations invest in young talent, they also ensure that a nonprofit can thrive well into the future. 

• Expanded reach. In a digital world, young people tend to know more about using new tools and social apps. As a result, they can connect the nonprofit with new audiences. 

Identifying Strong Young Leaders

Once a nonprofit leader understands the benefits of cultivating young leaders, the next obvious question is how to recognize top talent within an organization. There are several ways for nonprofit leaders to identify the traits and behaviors of a new and upcoming leader.

• Mission. As with any team member, it's essential to seek emerging leaders who are passionate about the nonprofit mission. 

• Adaptability. Next, see who on the team comes up with new ideas and approaches. Essentially, you want people who can thrive, pivot and adapt to change.

• Communication. It's essential to have young leaders with excellent communication, emotional and social intelligence skills. 

• Initiative. It's also vital to develop emerging leaders who are proactive and excellent problem solvers. 

Creating a Pipeline of Emerging Leaders

Finding talented young leaders takes time and sensitivity. In my own social enterprise fundraising brands, I've found that the best approach is to have a diverse team. Every organization must have people in all positions who represent different generations, genders, races, etc. Ensuring diversity makes it possible to create a robust pipeline of new leaders without more seasoned professionals feeling like their jobs are on the line.

It's also important for a nonprofit to ensure a leadership culture within its organization. By doing so, everyone understands that they're empowered to move the organization forward. A culture of leadership involves an inclusive environment and requires transparent and open communication. Feedback needs to be offered at all levels, and people should feel empowered to improve things and speak up. 

Nonprofits must create career paths to build a young leader pipeline. In other words, there must be growth and management positions that young people can move into after mastering their current roles. It's also critical to provide training on management and leadership development. Also, young people should be challenged to lead in ad hoc projects to place them in temporary leadership roles as they develop.

Developing Training

Young and emerging leaders have to learn how to become excellent leaders. Sure, some people are naturally inclined to be fantastic leaders due to their personality traits. However, an impact mindset, resilience and social intelligence to lead are all developed over time. There are a couple of ways to build the technical and soft skills young leaders need to become excellent managers as they grow.

For one, a nonprofit can create mentorship, leadership or continuous learning programs. While a nonprofit may seek to develop emerging leaders, these types of programs benefit everyone. Strategic planning, management, conflict resolution and other workshops or classes train everyone on the team to become better in their roles. Moreover, by creating a learning culture, a nonprofit supports dynamism and progress forward — for all.

Developing emerging young leaders is more than just a strategy for nonprofit success. It's a necessity for its future and the sector as a whole. In a fast-paced, relentless, and ever-changing landscape, leaders always have to think ahead. Training both young leaders and seasoned professionals creates a robust pipeline that can navigate an unpredictable world. This approach ensures that a nonprofit can not only handle challenges but also grow and thrive.

The preceding blog was provided by an individual unaffiliated with NonProfit PRO. The views expressed within do not directly reflect the thoughts or opinions of NonProfit PRO.