
By Danielle Rocheleau, CEO
Leadership in the nonprofit sector is at a breaking point — and ONN’s recent report, “Creating Bold, Thriving, Sustainable Nonprofit Leadership Requires Disruption,” couldn’t be more timely.
As someone who works closely with social purpose organizations every day, I see some of the same patterns the report identifies:
- Current leaders feeling stretched too thin
- Emerging leaders left out of strategy conversations
- Outdated governance structures holding organizations back.
In this article, I’m going to share how these findings connect with what I’ve seen in the field.
Whether you’re a seasoned nonprofit leader or someone stepping into a leadership role for the first time, I hope these insights will resonate with you and spark ideas for how we can all lead differently — and more sustainably — moving forward.
The leadership gap: emerging leaders need more than a roadmap
One key takeaway from ONN’s report is the importance of investing in emerging leaders, especially those from equity-deserving communities.
Too often, emerging leaders inherit strategies they didn’t help shape and struggle to rally their teams behind them. I’ve seen this firsthand: leaders who feel responsible for big-picture goals but don’t have the tools or influence to align operations with strategy.
The takeaway here is clear: emerging leaders need to be part of strategy conversations from the beginning. People can’t champion what they don’t believe in or understand. Mentorship programs and job-shadowing opportunities are great ways to start closing this gap, helping future leaders to be equipped to lead with clarity and purpose.
Strategy and people: alignment must run throughout the organization
The ONN report highlights that strategy can’t just live at the executive level — it needs to cascade through the entire organization.
This idea rings true. I’ve worked with many nonprofits where strong strategies fall short because the connection between strategy and day-to-day operations isn’t clear.
Leaders at every level need to understand how their work contributes to the big picture. Clear goals, collaborative performance reviews, and open feedback loops are essential tools to foster alignment across departments. When people see their impact, they are more likely to feel engaged and motivated to drive strategy forward.
Governance: it’s time to rethink leadership and decision-making
One of the most exciting ideas from the report is the call for disrupting outdated leadership and decision-making frameworks.
Too often, organizations rely on traditional governance practices just because “that’s how it’s always been done.” But in today’s world, sticking to the status quo isn’t enough.
I encourage leaders to reevaluate their decision-making models to ensure they reflect their organization’s values and mission. This might mean exploring co-leadership or shared governance models, which offer more sustainable ways to distribute responsibilities. Let’s move away from the unrealistic expectation of individual exceptionalism — where one leader carries the burden alone — and instead build environments where leadership can be shared and supported.
Key takeaways for bold leadership
- Empower Emerging Leaders Early: Involve them in strategic conversations and provide mentorship opportunities.
- Align Strategy and People Management: Make strategy a shared responsibility at every level.
- Rethink Governance and Leadership Models: Evaluate decision-making frameworks to ensure they are not only purposeful and sustainable, but inclusive and equitable.
- Commit to Continuous, Inclusive Leadership Development: Aim for long-term, inclusive development journeys rather than one-off initiatives.
Final thoughts: let’s build something bold, together
Leadership in nonprofits is complex, but with the right mindset shifts and tools, it can also be incredibly rewarding.
At Laridae, we believe that strong leadership isn’t just about individual excellence — it’s about creating environments where leaders at all levels can thrive, while challenging and dismantling the oppressive systems that keep us tied to the status quo.
How are you supporting emerging leaders and rethinking decision-making in your organization? I’d love to hear your thoughts — leadership isn’t something we do alone; it’s something we build together.