Kellee Edusei’s Post

Fewer people, especially people of color, want to lead nonprofits. The Building Movement Project's recent study found "executive directors of color continue to report less support from boards and staff than their white peers. For example, 70 percent of white executive directors said they had strong support from their board when they entered their positions compared with just 49 percent of leaders of color." Add this to the uphill battle leaders of color face in getting institutional giving relative to their white peers. Nonprofit leadership, especially for leaders of color, has become an almost impossible job that often drowns out the personal and professional benefits gained from being deeply engaged in mission-driven work. Here are 6 ways to make things better for leaders of color: ✅ Do the internal work of figuring out where a leader of color may have challenges even before they arrive, with you or with the organization. And, make the changes you need to, not for a person, but because it's who you want to be. ✅ Pay them exceptionally well. Nonprofit leaders of color often work in spaces where they are fighting for their community's right to have the same freedoms, rights, economic stability, and status in society as those in the majority. The emotional toll is incalculable, and our country and world would be so much worse off without this sacrifice. Pay them like our lives - and values - depend on it, because they do. ✅ Make sure the board and staff are prepared to support a leader of color when they come in, i.e. ensure your organization is inclusive before you ask someone else to "fix" it. ✅ Have a plan in place to build the relationship between the Board Chair and the new leader, i.e. don't leave it to chance or chemistry. ✅ Provide leaders of color with access to premium mental health care - therapists, psychiatrists, coaches, shamans, acupuncturists, and other healers. What works for you might not work for them - so give them flexibility in how they sustain themselves. ✅ Connect leaders of color with the breadth and depth of your networks, go above and beyond. Invest in their success beyond any one organization or project. We all do better when we all do better. Please repost and share if you think the above is useful. Thank you! #myposts #leadersofcolor #coaching #bipoc #coachesofcolor

Fewer people, especially people of color, want to lead nonprofits. The Building Movement Project's recent study found "executive directors of color continue to report less support from boards and staff than their white peers. For example, 70 percent of white executive directors said they had strong support from their board when they entered their positions compared with just 49 percent of leaders of color." Add this to the uphill battle leaders of color face in getting institutional giving relative to their white peers. Nonprofit leadership, especially for leaders of color, has become an almost impossible job that often drowns out the personal and professional benefits gained from being deeply engaged in mission-driven work. Here are 6 ways to make things better for leaders of color: ✅ Do the internal work of figuring out where a leader of color may have challenges even before they arrive, with you or with the organization. And, make the changes you need to, not for a person, but because it's who you want to be. ✅ Pay them exceptionally well. Nonprofit leaders of color often work in spaces where they are fighting for their community's right to have the same freedoms, rights, economic stability, and status in society as those in the majority. The emotional toll is incalculable, and our country and world would be so much worse off without this sacrifice. Pay them like our lives - and values - depend on it, because they do. ✅ Make sure the board and staff are prepared to support a leader of color when they come in, i.e. ensure your organization is inclusive before you ask someone else to "fix" it. ✅ Have a plan in place to build the relationship between the Board Chair and the new leader, i.e. don't leave it to chance or chemistry. ✅ Provide leaders of color with access to premium mental health care - therapists, psychiatrists, coaches, shamans, acupuncturists, and other healers. What works for you might not work for them - so give them flexibility in how they sustain themselves. ✅ Connect leaders of color with the breadth and depth of your networks, go above and beyond. Invest in their success beyond any one organization or project. We all do better when we all do better. Please repost and share if you think the above is useful. Thank you! #myposts #leadersofcolor #coaching #bipoc #coachesofcolor

Fewer people, especially people of color, want to lead nonprofits. The Building Movement Project's recent study found "executive directors of color continue to report less support from boards and staff than their white peers. For example, 70 percent of white executive directors said they had strong support from their board when they entered their positions compared with just 49 percent of leaders of color." Add this to the uphill battle leaders of color face in getting institutional giving relative to their white peers. Nonprofit leadership, especially for leaders of color, has become an almost impossible job that often drowns out the personal and professional benefits gained from being deeply engaged in mission-driven work. Here are 6 ways to make things better for leaders of color: ✅ Do the internal work of figuring out where a leader of color may have challenges even before they arrive, with you or with the organization. And, make the changes you need to, not for a person, but because it's who you want to be. ✅ Pay them exceptionally well. Nonprofit leaders of color often work in spaces where they are fighting for their community's right to have the same freedoms, rights, economic stability, and status in society as those in the majority. The emotional toll is incalculable, and our country and world would be so much worse off without this sacrifice. Pay them like our lives - and values - depend on it, because they do. ✅ Make sure the board and staff are prepared to support a leader of color when they come in, i.e. ensure your organization is inclusive before you ask someone else to "fix" it. ✅ Have a plan in place to build the relationship between the Board Chair and the new leader, i.e. don't leave it to chance or chemistry. ✅ Provide leaders of color with access to premium mental health care - therapists, psychiatrists, coaches, shamans, acupuncturists, and other healers. What works for you might not work for them - so give them flexibility in how they sustain themselves. ✅ Connect leaders of color with the breadth and depth of your networks, go above and beyond. Invest in their success beyond any one organization or project. We all do better when we all do better. Please repost and share if you think the above is useful. Thank you! #myposts #leadersofcolor #coaching #bipoc #coachesofcolor

Fewer people, especially people of color, want to lead nonprofits. The Building Movement Project's recent study found "executive directors of color continue to report less support from boards and staff than their white peers. For example, 70 percent of white executive directors said they had strong support from their board when they entered their positions compared with just 49 percent of leaders of color." Add this to the uphill battle leaders of color face in getting institutional giving relative to their white peers. Nonprofit leadership, especially for leaders of color, has become an almost impossible job that often drowns out the personal and professional benefits gained from being deeply engaged in mission-driven work. Here are 6 ways to make things better for leaders of color: ✅ Do the internal work of figuring out where a leader of color may have challenges even before they arrive, with you or with the organization. And, make the changes you need to, not for a person, but because it's who you want to be. ✅ Pay them exceptionally well. Nonprofit leaders of color often work in spaces where they are fighting for their community's right to have the same freedoms, rights, economic stability, and status in society as those in the majority. The emotional toll is incalculable, and our country and world would be so much worse off without this sacrifice. Pay them like our lives - and values - depend on it, because they do. ✅ Make sure the board and staff are prepared to support a leader of color when they come in, i.e. ensure your organization is inclusive before you ask someone else to "fix" it. ✅ Have a plan in place to build the relationship between the Board Chair and the new leader, i.e. don't leave it to chance or chemistry. ✅ Provide leaders of color with access to premium mental health care - therapists, psychiatrists, coaches, shamans, acupuncturists, and other healers. What works for you might not work for them - so give them flexibility in how they sustain themselves. ✅ Connect leaders of color with the breadth and depth of your networks, go above and beyond. Invest in their success beyond any one organization or project. We all do better when we all do better. Please repost and share if you think the above is useful. Thank you! #myposts #leadersofcolor #coaching #bipoc #coachesofcolor

Fewer people, especially people of color, want to lead nonprofits. The Building Movement Project's recent study found "executive directors of color continue to report less support from boards and staff than their white peers. For example, 70 percent of white executive directors said they had strong support from their board when they entered their positions compared with just 49 percent of leaders of color." Add this to the uphill battle leaders of color face in getting institutional giving relative to their white peers. Nonprofit leadership, especially for leaders of color, has become an almost impossible job that often drowns out the personal and professional benefits gained from being deeply engaged in mission-driven work. Here are 6 ways to make things better for leaders of color: ✅ Do the internal work of figuring out where a leader of color may have challenges even before they arrive, with you or with the organization. And, make the changes you need to, not for a person, but because it's who you want to be. ✅ Pay them exceptionally well. Nonprofit leaders of color often work in spaces where they are fighting for their community's right to have the same freedoms, rights, economic stability, and status in society as those in the majority. The emotional toll is incalculable, and our country and world would be so much worse off without this sacrifice. Pay them like our lives - and values - depend on it, because they do. ✅ Make sure the board and staff are prepared to support a leader of color when they come in, i.e. ensure your organization is inclusive before you ask someone else to "fix" it. ✅ Have a plan in place to build the relationship between the Board Chair and the new leader, i.e. don't leave it to chance or chemistry. ✅ Provide leaders of color with access to premium mental health care - therapists, psychiatrists, coaches, shamans, acupuncturists, and other healers. What works for you might not work for them - so give them flexibility in how they sustain themselves. ✅ Connect leaders of color with the breadth and depth of your networks, go above and beyond. Invest in their success beyond any one organization or project. We all do better when we all do better. Please repost and share if you think the above is useful. Thank you! #myposts #leadersofcolor #coaching #bipoc #coachesofcolor

Fewer people, especially people of color, want to lead nonprofits. The Building Movement Project's recent study found "executive directors of color continue to report less support from boards and staff than their white peers. For example, 70 percent of white executive directors said they had strong support from their board when they entered their positions compared with just 49 percent of leaders of color." Add this to the uphill battle leaders of color face in getting institutional giving relative to their white peers. Nonprofit leadership, especially for leaders of color, has become an almost impossible job that often drowns out the personal and professional benefits gained from being deeply engaged in mission-driven work. Here are 6 ways to make things better for leaders of color: ✅ Do the internal work of figuring out where a leader of color may have challenges even before they arrive, with you or with the organization. And, make the changes you need to, not for a person, but because it's who you want to be. ✅ Pay them exceptionally well. Nonprofit leaders of color often work in spaces where they are fighting for their community's right to have the same freedoms, rights, economic stability, and status in society as those in the majority. The emotional toll is incalculable, and our country and world would be so much worse off without this sacrifice. Pay them like our lives - and values - depend on it, because they do. ✅ Make sure the board and staff are prepared to support a leader of color when they come in, i.e. ensure your organization is inclusive before you ask someone else to "fix" it. ✅ Have a plan in place to build the relationship between the Board Chair and the new leader, i.e. don't leave it to chance or chemistry. ✅ Provide leaders of color with access to premium mental health care - therapists, psychiatrists, coaches, shamans, acupuncturists, and other healers. What works for you might not work for them - so give them flexibility in how they sustain themselves. ✅ Connect leaders of color with the breadth and depth of your networks, go above and beyond. Invest in their success beyond any one organization or project. We all do better when we all do better. Please repost and share if you think the above is useful. Thank you! #myposts #leadersofcolor #coaching #bipoc #coachesofcolor