In a world where everything is changing so rapidly, the need for continuous training has never been greater.
Blooming HR Principal, Natalie Carrington reveals what she believes to be the three critical training needs for the not-for-profit sector. Watch the video below –
1. Leadership –
Employees predominantly leave managers, not companies. A poor leader can be a significant cause of turnover, which not-for-profit companies on tight budgets simply can’t afford.
The dynamic of leadership in the not-for-profit space is changing and evolving. Increasingly, the executive team are focusing more on strategic responsibilities and less on day-to-day management. With this change in focus, it has never been more critical for middle management or those at a ‘team leader’ level to acquire the necessary leadership skills and training. It is also important to note that many not-for-profit managers have advanced to their current position without undertaking basic leadership training. Improving these individual’s leadership skills is an easy way to boost engagement and retention across your organisation.
Training these staff members can be simple and cost-effective by finding creative methods of development. These methods may include implementing a job-shadowing program with middle and senior management or giving staff leadership books to read and report on. Formal an informal mentoring is also an effective way to ensure your new or middle managers are emulating the most successful leaders in your business. In saying that, don’t be afraid to look outside your business for mentors too and open your doors to have other not for profits come and learn from you too.
The message is – don’t let the budget restrict your methods of leadership development – try to get a creative and use your networks!
2. Financial management for non-financial managers –
As not-for-profits professionalise, it’s never been more important to make sure all managers are accountable for the financial health of the organisation. Arm your managers with the knowledge to read and interpret financial reports that helps them understand the costs and incomes related to their activity. Make them accountable for their own budgets and report on variances.
More and more we’re seeing that budget responsibility is no longer just an executive responsibility, it is flowing down to department heads and middle management. With increased responsibilities in this area, improving financial understanding is vital. Not only will widening financial knowledge improve the manager in driving results, it can also be a strong contributor to elevating job satisfaction.
3. Compliance –
Not-for-profit organisations are becoming more astute at identifying and managing their risks. Regulatory compliance is also a critical training need for this sector.
Key areas for compliance in the not-for-profit space include WHS, Bulling and Harassment, Fraud and Corruption, Privacy and Equal Opportunity.
Ensuring all staff are trained in these areas dramatically reduces an organisation’s risk and liability. Cost effective eLearning is available from many sources and can be run annually for all staff and on commencement to compliment relevant policies and procedures.
Concluding Note –
One of the best ways to increase your organisation’s performance is to invest in the development of your staff. Remember; be creative – some of the best learning does not come from within the classroom, and don’t be afraid to develop people for their next role, even if it isn’t with your organisation. You will still reap the rewards by increasing employee engagement and overall organizational performance.
For more information on training and developing your staff, please contact us on 0439 626 393 or via email – firstname.lastname@example.org
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