Reference no: EM133585577

Discussion Post: Tasha

Conflict I: Funders' desire to minimize management expenses vs. needing competitive salaries to attract and retain top talent.
Funders usually require minimizing management costs on nonprofits (Nonprofit Standards Forum, 2020). This poses an obstacle in attracting and retaining quality managers; as such, they can opt to work in the for-profit sector or more prominent nonprofits where they draw a higher salary than this NGO.

Resolution

1. Teach funders about the need to invest in strong leadership. Discuss the relationship between effective management and organizational effectiveness.

2. Propose alternative compensation structures that attract managers, like performance-based bonuses or benefits packages (Grant Thornton, 2023).

3. Look for grants that specifically fund building or leadership training.

Conflict II: Funders' focus on immediate results vs. the need to invest in long-term leadership development.

Most funders expect short-term outputs from the nonprofit organizations they support.
As a result, these organizations are often pressured to focus on short-run outcomes at the expense of more long-term investments in leadership development (Nonprofit Leadership Alliance, 2023). Leadership development is also expensive in terms of time and resources, and measuring the return on investments in the short term may take time and effort.

Resolution

1. Explain to funders that leadership development is imperative and highlight its positive effects. Discuss the significance of solid leadership in organizational sustainability and its impacts.

2. Look for those funds meant to support leadership formation.

3. Establish measurable indicators to monitor the outcomes and results of leadership development programs.

4. This helps nonprofit organizations address the conflicts head-on strategically, seeking to meet the funder's expectations while maintaining the necessary leadership to achieve its mission.