How can you develop your leadership skills in a non-profit organization?

Two leadership assessments I have found helpful are: -CliftonStrengths, which identifies how you think, feel, and behave. -Insights Discovery is a tool that can help you understand yourself and others.

Something to keep in mind is that some techniques successfully used with some employees may land as overaggressive or rude to others. A great challenge is to know how to better motivate and guide different people in a way that makes them grow and contribute to the team's main goals.

Exercising your communication skills while sitting in meetings, listen to understand, not just wait for your turn to talk. Hear what's not being said, aka read between the lines. Practice these skills until they become second nature.

En el sector minero, mi experiencia ha demostrado que el liderazgo autoritario desempe?a un papel esencial. Dada la diversidad de culturas, antecedentes y lugares de origen de las empresas y colaboradores, se vuelve imperativo alinearlos con los estándares y políticas de la compa?ía. Este enfoque proporciona una dirección clara y asegura que todos estén en sintonía con los objetivos y normativas de la organización. La implementación de un liderazgo autoritario ayuda a establecer y mantener estándares de rendimiento que son fundamentales para la seguridad, la eficiencia y la productividad en este entorno desafiante.

Es importante entender el proceso y las etapas del desarrollo del liderazgo: INTRAPERSONAL, implica aprender a liderarse a sí mismo. Liderar nuestras pasiones, emociones, nuestra propia agenda, nuestra propia vida... INTERPERSONAL, implica liderar a "un otro", y esto conlleva a establecer relaciones y vínculos desde lo humano, que nos permitan influir positivamente en cada miembro de nuestro equipo de forma singular y particular. TRANSPERSONAL, en esta etapa es cuando somos capaces de liderar un sistema humano, un equipo de trabajo... Articular sus habilidades y competencias para llevarlos al logro de los objetivos propuestos.

Often, I’ve observed folks only receive or ask for feedback after making an irreparable mistake or causing harm, but I think the best feedback is ongoing regardless of the situation. So an easy way to include guidance, support, or advice from a peer, supervisor, or external expert is consistently asking in the middle or the end of an engagement, “How did that land for you when I shared X?” or “Based on what you observed, what would you do differently?” Seeking feedback doesn’t need to be punitive, and the best feedback is one that feels generative for the mentor and mentee.

As Municipal Secretary for Public Safety and Traffic, I have often turned to my LinkedIn network to provide me with opinions and feedback on the urban changes we are making. To my surprise, great experts have offered to collaborate with our projects, even without being paid for their valuable critical impressions. I recommend that all public service leaders also give this chance to their own network, as there are many incredible professionals willing to collaborate to make our cities better

Challenges are your new opportunities. E.g. suppose you found yourself that you are not good into presentation and one needs to present report to General Manger. If you take it as challenge and prepare yourself for presentation, it will change your perception in leadership, that’s it. If you ignore it, it will remain as a hurdle for you.

Taking on new challenges and responsibilities isn't just a necessity for developing our leadership: it's totally crucial for setting an example in our institutions about our commitment to getting out of our comfort zone. How can we demand creativity and courage if the leader himself is accommodated? In this sense, I see that even the participation of leaders in sports competitions and physical training can reinforce this culture of seeking constant improvement

Leadership in a NGO is a challenging place to develop any skill in leadership because of the subjective matter. Welfare has to do with providing sufficient resources for our community. The stresses and strains of needs of our community and the few volunteers are around. The leadership is to make our service provider operating fairly and efficiently without any problem or conflict in our day-to-day. Our leadership is to develop our jobs description who,when,how to report any matter to dissolve or activate actions before any situation gets worse. This line management creates a safety net of best practices.

La responsabilidad es la base para construir una identidad coherente, ya que asumiendo que tu eres parte activa tanto en lo que decides hacer, como en lo que no, tomas consciencia de lo que sucede en tu vida y de los resultados obtenidos, pudiendo evaluar y ajustar, según cuales sean tus objetivos.

One book I have found helpful is titled Think Again by Adam Grant. The power of leadership is having the ability to rethink and unlearn. In this book, Adam Grant invites you to let go of views that no longer serve you well and welcome opinions that open your mind.

Aspecto fundamental beber de otras fuentes, para aprender a distinguir tanto lo que quieres integrar en tu forma de liderar, como lo que no harías bajo ningún concepto. Creo que hay que estar formándose de manera continua, mantener una escucha activa real y humildad.

I've been mindful of emotional intelligence for some time now but really had to apply it recently regarding a serious family matter. I also picked up these nuggets from a daily devotional that was dropped in my spirit: *Emotional Intelligence starts with self-honesty. Tell yourself, "I’m responsible for me and what I do and say. The decisions I make powerfully affect everything and everyone around me. So, I need to approach others with gentleness." And to do that, you have to remember that we’re all equal; we’re all the same. *Remember, your emotions don’t have to control you, no matter how intense they may be. A feeling is like a wave, and that’s all it is. It will pass, and then another one will come. Lastly, consider your Karma!

La inteligencia emocional es la pieza clave en el desarrollo sano de relaciones sociales, por lo que es tarea imprescindible su entrenamiento a través de la escucha activa, la humildad y la toma de consciencia. Además, es necesario cuidar y priorizar nuestra salud mental, trabajando una correcta autopercepción, una buena autoestima, mantener unos niveles bajos de estrés, realizar ejercicio físico, descanso y una correcta alimentación.

Pour moi, il s'agit de s'assurer de garder du temps pour faire des recherches lorsque le besoin se présente, mais surtout de s'assurer de suivre en continu des sources variées pour le développement professionnel (Podcast sur la gestion du temps, la Boite Pac pour des bonnes pratiques en entreprise, Harvard Business Review pour les RH, ...). Des ressources gratuites qui permettent de se former en continu et que vous êtes fortement encouragés à partager à vos collègues lorsque vous faites une trouvaille pertinente.

Think of ways to build your hard and soft skills. For me, that looks like building my finance acumen (hard skills) and facilitation or coaching (soft skills).

Align your work with the organization’s strategy Review the strategic plan and ensure that you select and engage on projects that enhance or further the agency’s strategy. If you have ideas on how to improve or advance the pillars of the organization’s strategy, be sure to elevate those ideas to leaders and highlight why you think they will have impact.

LEADERSHIP is NOT Ruling.Leading requires wisdom and wisdom is often best found in experience. To be a successful leader network with leaders from different walks of life. Money is not the goal of leadership, motivating, achieving, developing , coaching, mentoring are the performance values. Money is a by product.

Leadership skills are essential for non-profit organisation because of the intrinsic nature of set-up. To help those who need assistance so they can survive and thrive to do and to be the best they become. The leaders need to have lived experiences and familiar with some evidences based data of current situation. Their skills and experiences would enhance and round up the colleagues and volunteers for morale and productivity of the NPO that truly meeting the needs of the community.