Joan Garry's Guide to Nonprofit Leadership. Garry Joan

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      I was not unhappy in the corporate world. Hardly. I had hit the corporate jackpot. In my first job out of college, I landed on the management team of MTV.

      Yes, working at MTV in the early 1980s was just as cool as you can imagine. I also learned a ton. I learned about the pace, intensity, and thrill of being a part of a start-up (more on that later). I learned how to innovate when I wrote the business plan for the MTV Video Music Awards. And my Harvard MBA boss bought me an HP12c calculator (the calculator that allows people to assume you have an MBA) and taught me about budgets and balance sheets.

      From MTV, I moved to Showtime Networks. There, I became a very good manager of people. I became a team player. I learned what it meant to be a good corporate citizen as one of the early gay poster children when Showtime began to walk the walk on diversity. We gave money to worthy causes and I found myself in the early 1990s advocating for corporate sponsorship dollars from Showtime to gay organizations.

      While I was there, we built a new business, a now-dinosaur that we called pay-per-view. And it was there that I learned about boxing.

      Yes, boxing. Like that thing big, sweaty guys do with gloves on in rings.

      I learned that people pay a lot of money to watch boxing on TV. And that if you get really good seats at the MGM Grand Hotel in Las Vegas, the flying sweat…well, it flies.

      The most important gift Showtime gave me was the recognition that I had a voice. I became another kind of poster child – essentially an employee advocate for better communication and transparency from the senior leadership. This work, which included hosting a full-staff (800) town meeting, was transformative.

      I found my voice as an advocate for the employees at Showtime.

      I found my wheelhouse.

      Now what? I had no idea. I just knew a change was in the offing.

      There was no “aha” moment for me. There was just a conversation. Eileen, my now wife but then spouse, partner, longtime companion, (enter other euphemisms here) came home from work and told me that the executive director job at GLAAD was open.

      I casually remarked, “You know, somebody like me ought to have a job like that. We have three kids, I drive a minivan, and we really do have a white picket fence. That would shake up America's picture of a gay-rights activist, huh?”

      Eileen, who knows how to shake things up in just the right way, casually responded to my casual remark. “Well then, somebody like you should apply.”

      I never in a million years thought they would hire me. No nonprofit experience and I had never asked a soul for money before.

      But they hired somebody like me. A lot like me. So me it was me. As my good friend Amy says, “Well, slap my fanny!”

      I guess I should have asked more questions before I took the job. That said, it probably would not have mattered. The board didn't have the answers either. The GLAAD brand may have been big but the problems were way bigger. I impressed myself with a tough salary negotiation that proved meaningless because all they could afford to pay me was $360. But just a one-time payment. That was the sum total in the GLAAD bank account.

      How did I manage? Well, nobody handed me a book – that's for sure. I don't even remember anyone telling me that everything was going to be okay. It was my job to tell everyone else that everything was going to be okay.

      There was so much I didn't know. Like everything, it seemed.

      I wish there had been a book – one with practical advice about how to untangle all of this mess written by someone who had stood in my shoes. Written by someone who would be my advocate, help me realize that I was not alone and maybe even make me laugh about sobbing over a piece of stationery.

      So I decided to write the book I wish someone had handed me.

      Because my experience as a nonprofit leader and then a board member and major donor and today the principal in a nonprofit consulting practice has taught me a great deal that I believe will help you as a nonprofit leader become more effective at your jobs and remind you of the joy you can find in being underpaid and overworked to save even the smallest part of the world.

      Maybe you are wondering how I untangled the knots at GLAAD without a book.⌣

      We did indeed dig it out. I left the organization eight years later with a $1.5 million cash reserve, an $8 million budget, and a staff of over 40. But that's not what counts.

      We made an impact. Long before marriage equality, GLAAD put same sex couples on the wedding pages of every major newspaper in America. Starting with the New York Times.

      If you think there are too many gay characters on television, give it to me right between the eyes. Our work at GLAAD brought us there. If the name Matthew Shepard, the young gay man murdered in Wyoming in 1998, is familiar to you, it's because GLAAD shaped that into a national story, ensuring that any discussion about hate crimes expanded to include sexual orientation. A lasting legacy for a young man from Laramie.

      How did we do it?

      The recipe is not unique to my leadership or to GLAAD. There are universal constants.

      Between my own personal experience and working with hundreds of board and nonprofit staff leaders, these constants are critical to either digging out, stabilizing, or taking your organization to a place of even greater impact.

      You need to rely on the strengths and power of those around you and see your varying stakeholder groups as a village, each with a very important role to play in the success of your organization.

      Then there is the mission. Your passion for it and your ability to articulate it, why it's important, and what impact it is having on the world. (I continue to be stunned by how infrequently leaders get this right.) You have to cultivate your storytelling skills and in so doing, you will cultivate your fundraising prowess.

      Recognize the skills and attributes of your staff and manage them with compassion and accountability (now that is a delicate balance). You have to be transparent and authentic with both successes and challenges. Recognize that you are slightly more like a tribe than a staff.

      See the board as a resource and invest time and energy in building a committed and diverse group. Be an active member of the board recruitment committee from Day One. And seek out strong co-chairs and consider them partners. Avoid the “yes” folks. Strong chairs will give you great advice and ask tough questions. Try not to get defensive and this pushback will make you a more effective leader.

      Once your organization stops teetering (see the preceding steps), budget money annually to build a reserve. Once you are able to pull your nose out of the cash flow worksheet, you can actually think ahead. So get to it. Where are СКАЧАТЬ