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Nonprofit Leadership & Culture: Read the Tips + Register for the Webinar
4 min readJul 3, 2025
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When I start working with any organization, one of the first things we talk about is leadership styles and culture. While I’m not an expert on culture- the experts below have much more to say on that! - I do know that it’s something that only senior leadership has the power to change. I also know that having a healthy culture is integral for making productive workplaces.
From an operations perspective, I know that I want to see leaders who are clear with their instructions, who are transparent with their employees, are invested in making their employees succeed, and whom the employees look up to and respect. That encourages the employees to do their best, ask for help, and be committed to growing the organization.
So, we turned to our experts to get some insights and best practices, and I’m excited to share their responses with you.
We'd also like to invite you to a panel-style webinar on Wednesday, July 16th at 12 PM EST, where we'll cover these strategies in depth and provide answers to commonly asked questions.
Register HereQuestion: What practices do effective leaders use to build resilient workplaces that boost productivity, support employee well-being, and foster a healthy organizational culture?
I've studied or advised over 2,000 leaders around the world. The most effective and resilient among them adopt a 'power-with' leadership approach. On the one hand, they deliberately grow their team's capacity to get things done. On the other hand, they sow (distribute) power so that it is never too concentrated in any one person or group. In this way, there is a deep sense of safety alongside the excitement of each person on the team knowing they make a meaningful and ever-growing impact on the organization.
The answer to the question is inside the question! As a leader, the most powerful thing you can do to build a resilient, high-performing team is to build a healthy organizational culture. This starts with building trust and psychological safety. When people feel safe to speak up, share concerns, or admit mistakes without fear, they’re far more likely to collaborate openly, challenge ideas, and innovate. Psychological safety enables individuals to look for the best ideas and invest in the success of the entire team, rather than protect their own egos. This “truth seeking” behavior is essential for high performance in highly complex and ambiguous business environments. As a leader, you can intentionally build a culture of psychological safety using a combination of strategies, including investing in employees’ career growth, recognizing outstanding work, establishing strong feedback practices, inviting diverse perspectives, and publicly admitting mistakes.
Effective leaders cultivate resilient workplaces by integrating discipline and systems that promote both productivity and well-being. This includes implementing frameworks like OKRs (Objectives and Key Results), which provide clear challenges and a structured approach to tracking progress, allowing teams to celebrate achievements monthly/ quarterly/ yearly. Beyond just setting goals, leaders focus on the PERK theory, emphasizing Engagement and Kindness.
They actively foster an environment where employees feel engaged in their work, supported by a culture of empathy and mutual respect.
Recognizing and rewarding individuals and teams for their contributions is crucial. When employees feel their efforts are valued and directly contribute to the organization's success, it instills a sense of purpose and enthusiasm not only for their work but for life in general. This combination of clear objectives, systematic support, genuine appreciation, and a focus on well-being empowers employees, driving both individual and collective resilience within the organization.
Resilient workplaces are shaped by leaders who foster psychological safety. This means creating an environment where people feel comfortable speaking up, asking questions, delivering constructive feedback and learning from mistakes. When employees know they won’t be blamed for trying something new or for pointing out issues, they’re more likely to contribute fully and grow.
Strong leaders model this behavior themselves. They admit when they’ve made a mistake, share what they learned, and show that vulnerability is a strength. They listen openly, welcome different perspectives, and support taking calculated risks. They don’t just accept constructive feedback from their team, they encourage it. These actions build trust, encourage collaboration, and help create a culture where well-being and productivity go hand in hand. When employees feel safe, they thrive!
They lean into the soft skills. The meticulously researched business management book, First Break All the Rules, found that having a best friend at work increased employee engagement. (I recommend checking out all 12 questions and even giving this survey to your staff.)
They show vulnerability and humility. They own up to their own mistakes and are compassionate with others' mistakes. To be clear, they don't tolerate consistent underperformers or egregious behavior. But they create a safe space where people feel comfortable taking calculated risks.
They foster continuous development. They build in time and resources for staff to get coaching, take classes, go to conferences, and take on new responsibilities to grow into a different role.
I hope these insights have given you some practical guidance to make your organizational culture and leadership healthy.
Don't forget to join us for our upcoming webinar on Wednesday, July 16th at 12 PM EST! It's a great opportunity to dive deeper into these concepts and get your specific questions answered by our expert panel.
Register HereLooking for More?
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As always, feel free to reach out with any questions!
Hey, thanks for the initiative! Just fyi the first button is asking for a passcode. the second one allowed me to register
Thanks for catching that! I've updated it.