Tempted to change jobs… again?

For many nonprofit executives who have recently embarked on a new role, the allure of another opportunity promising a better title or more money can be tempting. However, jumping ship too early can have unforeseen consequences on your professional image and long-term career goals. It is not difficult to explain one quick move in your work history – circumstances often dictate this. But multiple short tenures start to paint a picture. In this article, I’ll help outline some critical considerations you should weigh before deciding to leave a position that you recently began.

1. Evaluate Your Impact, Not Months or Years

Many leaders ask me how long they should wait before moving to a new role. Well, it isn’t a fixed period of time. Before considering a move, reflect on whether you have achieved the substantial objectives or improvements you were hired to accomplish. Have these changes been stabilized, and have you set the organization on a path to sustainable growth? Fulfilling the core objectives of your role is crucial, not only for the success of the organization but also for proving your capability and reliability as a leader. Leaving a role before making a significant impact can reflect poorly on your professional reputation and undermine future career prospects.

2. The Importance of a Full Cycle Experience

It typically takes a year to fully understand an organization's cycles, operations, fundraising, and events. It takes at least one full cycle to properly understand the organization, start to witness the outcomes of the changes you’ve implemented, and make necessary adjustments. And then another cycle to evaluate results and start to formalize them in a sustainable way. This experience is invaluable, as it provides a comprehensive view of how your actions affect the organization. Shortcutting this process can prevent you from making truly impactful changes and from demonstrating that you can manage and improve a business sustainably.

3. Perception and Career Implications of Moving Often

Frequent job changes can signal to future employers that you're capable of quick learning and adaptability, perhaps suited for turnaround situations; but they also raise red flags about your staying power and depth of impact. Long-term career goals, particularly those aiming for top leadership positions like CEO, require showing that you can create and sustain massive results, not just complete short-term projects across various organizations.

In career trajectories, the principle of "slow is fast, and fast is slow" often applies. Although moving jobs may quickly yield a new title and salary increase, reaching a pinnacle position like CEO at a prestigious organization usually demands demonstrated success over time. These institutions typically seek leaders who have shown they can drive significant, long-lasting success rather than those who have rapidly moved between roles.

4. The Unique Dynamics of Nonprofit Organizations

In nonprofit environments, where relationships and cultural fit play a critical role, the costs—both financial and cultural—of frequent leadership changes can be particularly high. Nonprofits value stability and the gradual development of trust and efficacy which come over time. The rapid change typical of startups doesn't usually apply. Therefore, if your career has been marked by quick transitions, potential nonprofit employers might doubt your commitment to long-term engagement.

Conclusion

When considering whether it's too soon to move on from a leadership role, it's vital to balance the appeal of immediate gains against the benefits of long-term achievements. Demonstrating sustained success in a current role can not only set a solid foundation for future opportunities but also position you as a reliable, impactful leader capable of steering an organization toward long-term success. Remember, in the journey to your dream position, slow and steady often wins the race.

About Us

If you want to discuss how to hire top-tier leaders for your organization, reach out to me at [email protected]. ?We will schedule a no-cost, no obligation 30-minute consultation to discuss how to meet your goals. If you are looking for a new career, visit our website to see positions that we are hiring or to add your resume to our Talent Network.

Maneva Group is a?woman and minority owned?national?Executive Search firm focusing on the social sector,?with expertise in completely managing the recruiting process, curating diverse and exceptionally qualified candidate pools,?and advising C-suite executives and board members through crucial hiring decisions.??