At its core, leadership is about spotting opportunities to make the world (however small you define that) a little better... and taking the initiative to seize those opportunities with others.

It’s an old mantra: “Infrastructure isn’t sexy.” But it’s essential to your work. What might happen if you brought more light to the invisible, behind-the-scenes work that makes your mission possible?

Who has a say in your organization's decisions? Getting the right people at the table requires knowing who needs to be there, inviting their involvement, and making it easy for them to participate.

Relying on passive approaches to engage stakeholders is a surefire way to minimize their involvement. Get more engagement by proactively inviting involvement in frequent, small ways.

Are just a few members of your board carrying all the weight for everyone else? Here are practical tips for reigniting some passion and participation by the rest of your board.

The risk of pursuing every great idea or funding opportunity? You may end up with a Frankenstein's Monster of an organization - a sprawling mess of disconnected programs and operations.

A controversial marketing ploy by a fundraising platform serves as an important reminder to center others in your decisions and communications.

If you want agreement on an important decision, first get your team to agree on how the decision will be made. Spend less time getting on the same page - and more time making constructive progress.

In times of heightened uncertainty, it is tempting to put off long-range planning. That could be a costly mistake. Here's what to do instead.

Jargon makes it harder for people to understand your mission and why (and how) they should get involved. Here's how to make your messaging crystal clear without it.

"It is difficult to read the label from inside the jar." Ask others to help you get a more objective take on your organization - or yourself.

You’ve put a lot of work into developing and implementing your strategy – use it to craft a stronger annual appeal or report.

Delegation is easy when you trust someone to get the job done. In other cases, it requires a bit more effort on your part – with plenty of long-term upside for them, you, and your organization.

You can’t do it all; neither can your team. If you set reasonable bounds on what’s expected, delegate, and coach delegees, you can tackle more together - without taking on too much.

Half-hearted, insincere apologies and promises not to do it again abound. There’s a better way to say "I'm sorry."  It’s a perfect model for how to build a culture of accountability for you team. 

Boards often have no experience evaluating executive performance and may shy away from reviews. But without them, you’re missing opportunities to grow as a leader and help your organization thrive.

When you or your team struggle to maintain focus, first get clear on your goals. Then choose a manageable approach and track results to ensure you meet those goals.

Finding the time and energy to consider your strategic direction is one of the most pressing challenges for busy mission-driven leaders. Here are some tips for stepping back to see the big picture.

Distraction, hyper focus, and brooding can be symptoms of ADHD, or simply coping mechanisms of a burdened mind. Here are practical tips for getting your mind back on track.

It’s natural to drag your feet in the face of a big, uncomfortable change. To stay motivated, keep the end in mind, have a plan, and take it one step at a time.