What do you do if your career goals in the non-profit sector aren't aligning with your boss's vision?

It's frustrating when you and your boss don't see eye to eye about your future. Be specific. Don't just say "we have different goals" - what are those actual goals? This makes the conversation more productive. Think about the WHY behind your goals. Is it about the work itself, salary potential, leadership opportunities, etc.? This helps you prioritize what's non-negotiable. Look for areas of potential overlap. Can you tweak your goals slightly so they better align with the organization's needs? Is it the person, or the organization? Would a different boss be more supportive, or is this a sign the whole place isn't the right fit for you?

This conversation can be difficult, but it's vital! Choose the right time and place. Don't spring this on them in a busy hallway. Schedule a meeting and give them a heads up on the topic. Focus on finding solutions, not assigning blame. "How can we make this work for both of us?" is better than "You're not supporting my goals". Listen actively to their perspective. There might be factors you're not aware of that are shaping their decisions. Be prepared to compromise. It's unlikely you'll get everything you want, so know where you're willing to be flexible.

Sometimes a better fit is just a lateral move away! Do your research. What other departments exist in your org? Are there job descriptions posted, or colleagues in those roles you could talk to? Network internally. Let people know what your goals are – you never know who might think of you when an opening arises. Don't be afraid of a non-traditional path. Did your fundraising skills give you unexpected insight that would be valuable on the programs team? Focus on the skills you'd gain, not just the job title. A small step sideways can open doors to bigger moves later.

Showing initiative to improve your skills makes you a more valuable employee! Talk to your boss about your goals. They might be willing to fund training, or have suggestions on what courses to take. Look beyond your field. Could project management skills, for example, make you a better fit for a future leadership role? Network for learning opportunities. Conferences, webinars, even informal groups, can open doors you didn't know existed. Don't underestimate free resources. There's a wealth of high-quality learning materials available online.

A good mentor is worth their weight in gold! Think beyond your workplace. Is there someone at a peer organization you admire, or a more experienced former colleague? Consider your specific goals when choosing a mentor. Someone excelling in the area you want to grow in is the ideal. Don't be afraid to ask! Most people are flattered to be considered a mentor, and happy to help the next generation. Be clear about your expectations. Do you want to meet monthly, less often, or just have someone to email when you have questions?

This is a tough decision, and there's no easy answer! Be honest about your tolerance for compromise. Some people thrive on a challenge, while others will grow resentful quickly in a mismatched role. Talk to those who've been there. Did others in your org successfully pivot to the kind of role you want? This shows it's possible. If you leave, where would you go? Is there a specific organization that seems like a better fit, or is this a leap into the unknown? Don't make a decision based on fear. Fear of the job search, or fear of disappointing your boss, shouldn't keep you stuck.