Sector Switchers: Five challenges to prepare for in your new nonprofit job

I wrote today’s post for Nonprofit Career Month.

In August, ProInspire launched the Inspire Fellows program for young business professionals transitioning into the nonprofit sector. As part of our orientation, we led a discussion on challenges faced by sector switchers. While many sector switchers are prepared for less compensation, here are 5 other challenges they should prepare for:

1. Avoiding the “white knight” syndrome
Many sector switchers assume that corporate practices are superior to nonprofit practices, so they can help nonprofits do things better. Acting like a “white knight” can lead sector switchers to make uninformed recommendations and to alienate colleagues.

Advice: Listen, learn, and be humble before suggesting changes.

2. Working with less resources
Sector switchers are often surprised by the lack of support systems in nonprofit organizations. Many organizations don’t have the scale or culture to invest in IT, HR, research, and back-office functions. Also, the funding model of nonprofits means every dollar that is not used directly toward the mission is considered “overhead”.

Advice: Learn to be resourceful (Google is your friend) and leverage knowledge from co-workers or volunteers.

3. Making decisions is slow and complex
Nonprofits face multiple dynamics which can make decision-making more complicated than for-profits. First, nonprofits work on large-scale problems where the solutions are not obvious. This is very different than making decisions focused on one primary measure – profitability. Second, nonprofits have multiple stakeholders (staff, board of directors, volunteers, and communities they serve) and often look for consensus on decisions.

Advice: Make consensus building a regular part of your work and plan for extra lead time in your projects.

4. Wearing many hats
Nonprofits have less staff and resources, so the work managed by one person may be greater than a similar role in the for-profit sector. This also means that nonprofit executives have to “do” the work, versus corporate executives who manage teams that do the work.

Advice: Embrace the opportunity to learn new things and take on different responsibilities.

5. Creating your own career path
Most nonprofits don’t offer regular advancement along straight career paths that is common in the corporate world. Horizontal and upward movement within an organization usually requires more initiative from the employee.

Advice: Be proactive about seeking responsibility, leverage mentors and networks, and consider external shifts if internal roles are not available.