Top 10 Reasons Nonprofit Execs Lag when Developing Staff

Let’s be honest—many nonprofit executives say they prioritize staff development, but their actions tell a different story. This post dives into the most common (and uncomfortable) reasons why staff growth stalls—and why throwing another webinar at the problem won’t cut it.

Investing in your team isn’t just about ticking a professional development box—it’s about nurturing the people driving your mission forward. Yet many nonprofits inadvertently stall their staff’s growth.

Let’s explore the top reasons why, and how you can flip the script.

1. Sending staff to conferences with no follow-up plan.

Conferences can inspire, but without structured follow-up, ideas fade. Create post-event action plans or debrief sessions to turn inspiration into implementation.

2. Real barriers aren’t skill-based—they’re burnout and lack of support.

No amount of training can compensate for exhaustion. Prioritize workload balance, mental health support, and creating a culture of care.

3. Feedback is vague, rare, or sugar-coated.

Constructive feedback is essential for growth. Offer specific, actionable insights instead of generic praise or silence.

4. Thinking staff development happens during off-hours.

Expecting staff to develop in their personal time sends the wrong message. Build development into their work schedule—it’s an investment, not an indulgence.

5. Not prioritizing the time or budget to invest in people.

Leadership retreats and new tech often get greenlit faster than staff development budgets. Yet, investing in people yields incredible returns—especially in staff retention. High turnover costs far more than leadership coaching or cohort programs.

6. Supervision without mentorship.

Mentorship isn’t a luxury; it’s a leadership responsibility. Pair team members with experienced mentors who are distinct from their supervisor to accelerate their growth.

7. Check-the-box PD plans.

If growth plans aren’t tailored or revisited, they lose meaning. Collaborate with staff to create living documents that evolve with their goals and needs.

8. Lack of value for soft skills.

Technical skills are important, but emotional intelligence and self-awareness are what truly differentiate effective leaders.

9. Safety is a misnomer.

Without psychological safety, growth stalls. Create environments where staff can openly discuss obstacles without fear of judgment or repercussions.

10. Leadership growth is reserved for people already in leadership roles.

Leadership isn’t about titles. Developing leadership potential at all levels strengthens your entire organization.

So you want to be different? Ready to stop settling for mediocre leadership development and truly invest in your staff? The Aspire Leadership Cohort isn’t just another training. It’s a transformational experience designed to challenge your team, foster meaningful reflection, and provide actionable tools for sustainable growth. This is about more than checking a professional development box—this is about cultivating leaders who will drive your mission forward.

Prioritizing leadership growth isn’t just good for your team—it’s good for your bottom line. Staff retention, stronger morale, and organizational impact are the direct results of investing in people. \

Don’t just talk about valuing your staff. Show it!

• Book a discovery call with The Collaborative Collective and let's get to work.

• Enroll staff (or yourself) into our Aspire Cohort program.