In many of the conversations and reports about the leadership deficit and next generation leaders, I continue to see the theme of young leaders wanting more “grooming” from their executive directors. Many of the reports show that while executive directors may think they are grooming, this may not be transparent to their staff.
How does staff make connections between themselves and their executive directors more clear? We want them to know their help is wanted and we need feedback to grow, but how do we communicate that? How do we know if we are being groomed if we don’t ask and they don’t tell?
Connecting with your executive director
Connecting with your executive director can be hard in many organizations. Especially if your director is busy and doesn’t have time to interact with staff. In larger organizations connecting with executive directors can be even harder. Whether you work in a small nonprofit where you sit next to your executive director, or a large nonprofit where your executive director has his/her own office, the best way to connect with them is to schedule a meeting.
Before you schedule the meeting establish some clear, transparent goals. Don’t tell your director you want to discuss a program, when you really want to know if you are ever going to get promoted. Pertinent issues or concerns for the meeting may be asking their opinion on a project you’re working on, sharing updates on one of your programs, or discussing your experiences and the professional goals you have.
A scheduled meeting with your executive director is a great way to establish a connection and gain experience.
You’ve set up your meeting, now what? Remember to be prepared. Here are some pointers to help you prepare.
During the first few minutes explain the purpose of the meeting. Make sure to mention you want to improve your performance and grow as a professional. Though you will have a personal agenda for the meeting, be prepared to skip a few things. You don’t always know what they’re thinking, so your meeting may start one way and end differently than expected.
If you are meeting with your director to talk about what you see as the future direction for the organization, talk in real terms. If you have a big idea, do your homework. Don’t walk in empty-handed if you want to talk about a specific project or position you want in the future.
If you are meeting to receive feedback on your performance or your position within the organization, tell your director prior to the meeting. During the meeting it is acceptable to be completely transparent and vulnerable. These are not seen as signs of weakness, but as signs of your preparedness and eagerness to become a better professional. Make it clear you’re not looking to receive praise, but constructive criticism to know how you are meshing with the organization, to develop your skills and to monitor your progress. I don’t know of any director that wouldn’t want to talk to an employee who wants to improve their over all performance, and they may welcome a change of pace.
How often should you ask to meet?
Remember, both you and your executive director are probably very busy. Thus, you will probably only want to meet when it is necessary. I recommend once every other month. This time frame will allow you enough time to improve in an area that may have been discussed in a previous meeting and give you face-to-face time with your executive director. This way you’ll both become more comfortable talking about your career goals and your future with the organization.
So, try setting up a meeting with your executive director or supervisor. I know it can be intimidating sometimes, especially when you are a new employee but in the end, it will be worth it. Especially if you find out you are being groomed for a higher position in the organization and you just didn’t know it yet!
- Tera Wozniak, Millennial
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