tag:blogger.com,1999:blog-8067057190817108425.post3779194057695256715..comments2023-04-26T08:11:46.006-07:00Comments on couch cushion change: Trickle Up LeadershipJohn Brothershttp://www.blogger.com/profile/16043229644895129313noreply@blogger.comBlogger2125tag:blogger.com,1999:blog-8067057190817108425.post-21083184556026744082009-02-12T13:54:00.000-08:002009-02-12T13:54:00.000-08:00I agree as well, and see this pattern as symptom o...I agree as well, and see this pattern as symptom of people centered management instead of organization centered management. The nonprofit sector can overdo their sense of obligation towards employees, tolerate sub-prime performance, and act like an employment program rather than a steward of donor, foundation, and government funds charged with making a difference.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-8067057190817108425.post-8317963100539275512009-02-09T13:57:00.000-08:002009-02-09T13:57:00.000-08:00I agree. Often it does NOT serve the organization...I agree. Often it does NOT serve the organization well to promote a program person into leadership. The better approach would be to step back and assess what skills, abilities, and background are needed to move the organization to its next level.<BR/><BR/>Hiring an interim leader can help the organization to pause and be more thoughtful about the transition.<BR/><BR/>In some cases the program person would be perfectly happy to continue their program work, as opposed to stepping up.<BR/><BR/>Hiring an interim would provide time to enable the board to assess whether or not promoting a program person is the right next move for both the organization and the individual.Don Crockerhttps://www.blogger.com/profile/12210112912040719790noreply@blogger.com