Nonprofit organizations' leaders are now under unusual pressure to demonstrate an even greater ability to meet the performance requirement of transforming already struggling nonprofits into more sustainable models (Osula and Ng (2014)). When female leaders fail to understand successful performance is inclusive of personal development, this adds to the deficit of qualified female leadership (Hopkins et al., (2014)).
Because time is such a valued commodity, many believe there’s not enough time for personal development (especially when one does not see a real need for it and on the surface, and all appears well). When considering all that is at stake...your maximum performance…maybe understanding personal development apart from skills development is worthy of consideration.
Let’s talk about intrapersonal conflict issues as it relates to leadership performance.
Hopkins, M. M., & Yonker, R. D. (2015). Managing conflict with emotional intelligence: abilities that make a difference. The Journal of Management Development, 34(2), 226-244.
Osula, B., & Ng, E. C. W. (2014). Toward a collaborative, transformative model of non-profit leadership: some conceptual building blocks. Administrative Sciences, 4, 87-104. Doi:10.3390/admsci4020087.