Build Confidence

Not Capacity. There's a difference.

Lately, it’s all political ads, all the time. And sadly, for all the ad people out there, the open spigot of political ads hasn’t changed my mind about who I will vote for.

But being bombarded with presidential election ads has made me think about leadership. Not like what it means to be Presidential, or whether Kamala or Donald have what it takes to unite a fractured America, solve multiple, simultaneous international conflicts with flair and grace, build a climate resilient country while thoughtfully transitioning the world economy to clean energy, protect our most vulnerable citizens (from the disabled and homeless to the elderly and sick), and steward the world’s largest economy while potentially unraveling four decades of laissez-faire economic policy without setting off a trade war.

Yeah, the job of the President is undeniably overwhelming. But what I'm here to discuss is the more manageable, yet equally important, role of nonprofit leadership. And the more I think about it, the more I believe that developing staff confidence - a sense of personal self-efficacy - is the key to developing a resilient, satisfied, and productive nonprofit labor force.

That’s because all nonprofit professionals face unique challenges: limited resources, high workloads, and the emotional weight of mission-driven work. And it’s nearly impossible to navigate these variables without some level of confidence—frankly, it’s impossible. And in my experience, confident employees are more likely to take initiative, engage more deeply with the mission, and contribute to a positive organizational culture. This positive culture, fostered by staff confidence, is crucial in the nonprofit sector. I considered drafting a “field guide” to staff confidence – but that seemed a little overboard. 

But for the sake of this blog post, let’s talk about where we are in nonprofit land and what it takes to develop confidence from the ground up.

Challenges to Staff Confidence in Nonprofit Organizations

Before delving into solutions, let’s first recognize what affects confidence in a nonprofit workplace:

1.        High Expectations, Limited Resources: Nonprofit employees face high expectations for performance with limited financial and material resources. The pressure to “do more with less” can be overwhelming, leading to feelings of inadequacy or burnout.

2.        Emotional Labor: Many nonprofit professionals engage in emotionally intense work, whether advocating for marginalized populations, providing direct services, or working on issues such as environmental sustainability or social justice. And if staff don't feel supported, this erodes confidence. Every. Single. Time,

3.        Competing Priorities: Nonprofits juggle multiple priorities: fundraising, service delivery, advocacy, and operations. Staff may struggle to feel confident in their ability to meet all these demands, particularly if they lack clarity on where to focus.

4.        Professional Development Gaps: Due to budget constraints, nonprofits may not always invest as much in formal training and development opportunities as for-profit organizations. This can lead to a skills gap or uncertainty among employees about their ability to succeed.

We all have our moments - but building them into confidence takes deliberate work.

Strategies for Developing Staff Confidence

When it comes to developing staff confidence, to me, it starts with having a workplace that embraces what Mark Mortensen calls “Psychological Safety”: a work environment where employees feel physically, emotionally, and psychologically secure. It involves implementing policies and practices that protect staff from harm, promote open communication, and allow employees to voice concerns without fear of retaliation. By prioritizing psych-safety, organizations enhance productivity, reduce turnover, and improve overall employee well-being. This is especially important in nonprofit land, where turnover is way too high and the options for compensation are limited.

So, when thinking about how to start building a culture of confidence among your staff, let’s start with the basics of psychological safety: