If there’s one thing I’ve learned from working with nonprofits, it’s that strong leadership doesn’t just happen—it’s built. And yet, so many organizations expect great leaders to emerge without actually giving them the tools, training, and opportunities to grow.
That’s why I’m such a big believer in leadership development programs. When done right, they don’t just benefit the people in them—they strengthen entire organizations, making teams more effective, engaged, and prepared for the future.
But let’s be real—starting a leadership development program can feel like a big lift, especially when time and resources are already stretched thin. The good news? It doesn’t have to be complicated or expensive. With the right approach, you can create a program that empowers leaders at all levels, setting your nonprofit up for long-term success.
Let’s break it down.
Start with a Clear Purpose
Before you start mapping out workshops and mentorship pairings, take a step back and ask: What do we want this leadership program to achieve?
Are you looking to develop emerging leaders within your staff? Strengthen your board? Create a pipeline for future executive leadership? Leadership development can mean different things depending on your organization’s needs, so defining your goals upfront will help shape everything that follows.
Once you have clarity, share it with your team. When people understand the why behind the program, they’ll be much more engaged in making it a success.
Identify the Right Participants
Leadership isn’t just about titles—it’s about potential. The best leadership development programs aren’t just for senior staff; they create opportunities for people at all levels to step up, grow, and contribute in new ways.
Think about who in your organization is eager to learn, willing to take initiative, and shows a natural ability to bring people together. Those are the people who will get the most out of a program like this—and, in turn, bring the most value back to your nonprofit.
And don’t forget about your board! Many boards struggle with engagement simply because members don’t feel empowered or equipped to lead effectively. A leadership development program that includes board training can strengthen governance, decision-making, and long-term strategy.
Create Learning Opportunities That Actually Work
Here’s where a lot of organizations go wrong: they make leadership development a one-time event rather than an ongoing process. A single workshop or training session is great, but real growth happens when learning is built into the culture.
Some simple (but effective) ways to develop leaders over time:
- Mentorship & Peer Learning: Pair experienced leaders with emerging ones. Learning from someone who’s been in the trenches is invaluable.
- Lunch & Learn Sessions: Short, focused learning sessions can be a great way to introduce leadership concepts without a big time commitment.
- Rotational Leadership Opportunities: Let staff take on temporary leadership roles to gain experience in different areas of the organization.
- Board & Staff Collaboration: Encourage joint leadership discussions between board members and staff to create stronger alignment and shared vision.
The goal isn’t just to teach leadership skills—it’s to provide real opportunities to practice them.
Foster a Culture That Supports Growth
Here’s the thing—no leadership development program will succeed if your culture doesn’t support it. If your organization doesn’t encourage learning, risk-taking, and new ideas, then no amount of training will turn someone into a confident leader.
A few ways to build a culture that nurtures leadership:
- Encourage feedback and coaching at all levels.
- Give people the freedom to make decisions (and mistakes).
- Publicly celebrate leadership growth and contributions.
- Set clear pathways for advancement so people see a future in your organization.
If you’re serious about developing leaders, your organization needs to be a place where people feel safe to grow—even when that means failing along the way.
Make It Sustainable
One of the biggest mistakes I see? Nonprofits launch leadership programs with a ton of energy… only for them to fizzle out after a few months. Sustainability is key.
Leadership development should be built into the way your organization operates—not just a special project you try out for a little while. Consider making leadership growth part of your strategic plan, setting aside dedicated resources, and integrating leadership discussions into team meetings.
And most importantly—keep evolving. What works this year might need to shift next year. Stay flexible and adjust the program based on what your team needs.
Let’s Build Something Great Together
If you’re thinking about starting a leadership development program but aren’t sure where to begin, let’s talk. Whether you need help structuring the program, identifying participants, or just figuring out what leadership development should look like in your organization, I’d love to help.
Kari Anderson. Principal
Incite Consulting
