Nonprofit Mastermind Podcast: Episode Summary

Title: Why Your Leadership Team Member Is Struggling—and How to Fix It
Host: Brooke Richie-Babbage
Release Date: April 1, 2025

Introduction

In this insightful episode of the Nonprofit Mastermind Podcast, host Brooke Richie-Babbage tackles a common yet often perplexing challenge faced by nonprofit leaders: managing underperforming members of the leadership team. Drawing from her 25 years of experience as a social justice lawyer, nonprofit founder, and growth strategist, Brooke provides a comprehensive framework to diagnose and address performance issues within leadership roles.

Understanding the Problem

Brooke begins by highlighting the frustration many nonprofit leaders feel when a team member, expected to operate at a director or C-suite level, isn't meeting expectations. She emphasizes that the immediate reaction is often to question the individual's competency or fit for the role. However, Brooke suggests that the root causes are typically more nuanced.

“This is actually really common and today I'm sharing a simple but powerful three part conversation that will help you diagnose the root of the issue so you can have the leadership team you actually need.”
— Brooke Richie-Babbage [02:15]

The Leadership Performance Matrix

Central to the episode is the Leadership Performance Matrix, a tool Brooke developed to identify and address the underlying issues affecting a team member's performance. The Matrix focuses on three key areas:

1. Clarity
2. Motivation
3. Ability

1. Clarity

Clarity pertains to the shared understanding of what success looks like in a particular role. Without clear expectations, even the most competent individuals may struggle to prioritize tasks or make confident decisions.

“When the people on your team know exactly what's expected of them, how success is going to be measured... they're much more able to move forward with confidence and focus.”
— Brooke Richie-Babbage [05:30]

Key Components:

• Defining Success: Clear outcomes and measurable goals.
• Role Understanding: How each role aligns with the organization's mission and priorities.
• Intangible Expectations: Qualities like collaboration, leadership presence, and team management.

Action Steps:

• Articulate Success: Ask team members to define what success looks like in their role.
• Written Documentation: Develop detailed work plans and OKRs (Objectives and Key Results).
• Playback Test: Have team members reiterate their understanding to ensure alignment.

2. Motivation

Motivation examines whether a team member is personally invested in their work and aligned with the organization's goals. Lack of motivation can lead to minimal effort, burnout, and disengagement.

“If they don't feel personally invested, at best, you're going to get a bare minimum.”
— Brooke Richie-Babbage [15:45]

Key Indicators:

• Engagement Levels: Signs of burnout or minimal effort.
• Alignment with Goals: Personal investment in the organization's mission.

Action Steps:

• Explore Excitement: Discuss what aspects of the role are motivating or draining.
• Align Roles: Adjust responsibilities to better match team members' passions and strengths.
• Foster Open Dialogue: Create a safe space for honest conversations about motivation.

Example:
Brooke shares a scenario where a team member felt disconnected because their role had evolved beyond what initially excited them. By realigning their responsibilities, the organization helped the individual regain motivation and reduce burnout.

“They were able to have a conversation to bring them back into alignment... now they are able to work much better together.”
— Brooke Richie-Babbage [22:30]

3. Ability

Ability assesses whether a team member has the necessary skills, resources, and structural support to perform effectively. Even with clarity and motivation, lacking ability can hinder performance.

“Do you have what you need?”
— Brooke Richie-Babbage [30:10]

Key Components:

• Skills and Training: Identifying and addressing any knowledge gaps.
• Resources and Support: Ensuring access to necessary tools and infrastructure.
• Structural Supports: Streamlining processes to eliminate bottlenecks.

Action Steps:

• Identify Gaps: Differentiate between knowledge gaps and capacity issues.
• Provide Training: Offer targeted training or coaching as needed.
• Optimize Systems: Implement better tools or automate tasks to free up time for strategic work.

Example:
Brooke recounts a situation where a director was bogged down with manual tasks that prevented them from focusing on strategic initiatives. By automating these tasks, the organization enabled the director to better utilize their skills and contribute more effectively.

“They are stuck doing A, B, C, and D... not able to step into the strategy role because this tactical stuff isn't taken care of.”
— Brooke Richie-Babbage [27:50]

Implementing the Framework

Brooke outlines a structured approach to conversations with underperforming leadership team members using the Leadership Performance Matrix:

1. Set a Safe Space: Establish an environment where honest and respectful dialogue is encouraged.

“Set the whole conversation up as a safe space and as a space where you can both be frank and honest with one another.”
— Brooke Richie-Babbage [32:20]

2. Use Guiding Questions: Employ open-ended questions to explore clarity, motivation, and ability.

“What about this is exciting to you and what about this is draining to you?”
— Brooke Richie-Babbage [20:05]

3. Encourage Ownership: Empower team members to identify their own gaps and propose solutions.

4. Adjust Roles if Necessary: Be willing to realign responsibilities to better suit individual strengths and interests.

Conclusion

Brooke Richie-Babbage’s Leadership Performance Matrix offers a thoughtful and systematic approach to diagnosing and addressing performance issues within nonprofit leadership teams. By focusing on clarity, motivation, and ability, nonprofit leaders can foster a supportive environment that promotes high performance without resorting to drastic measures like restructuring or layoffs.

“Leadership Performance matrix is to help you get where you want to go with your team without drastic measures.”
— Brooke Richie-Babbage [25:00]

This episode serves as a valuable resource for nonprofit leaders striving to build cohesive, motivated, and capable leadership teams that drive meaningful impact.

Notable Quotes:

• “Sometimes it is, more often than not. What I have found is that the root of the problem is some combination of three things.”
  — Brooke Richie-Babbage [04:30]

• “You can have the most skilled person on your leadership team... but if they don't feel personally invested, at best, you're going to get a bare minimum.”
  — Brooke Richie-Babbage [16:20]

• “Owning what they're supposed to be owning, and really, as my dear friend Kemi says, holding top with you.”
  — Brooke Richie-Babbage [09:50]

Resources Mentioned:

• Leadership Performance Matrix Framework: A tool for diagnosing leadership team performance issues.
• Next Level Nonprofit: Brooke’s program offering growth plans, expert guidance, coaching, and support for nonprofit leaders.

For more insights and resources, visit brookrichybabbage.com.