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Why should the ED want to stay at this nonprofit. What your spouse makes has nothing to do what you should make. But why should you? You are a high performing ED. You have power in these discussions. Annual review. Formal and on time. Offer a contract. Ask your ED if she would like a 2 or 3 year contract.
Just the request alone tells her that you want her to stay and value her contribution. Get creative about money. Maybe the organization cannot afford a raise.
Tell her that and also tell her that the board is going to take responsibility for a year-end bonus of some sort based on some simple achievements. Then, unbeknownst to the ED, each board member gives stretches if they have to to reach a very nice amount.
Can you imagine how much that would mean to an ED? Time off. Add more vacation time. Get creative about assets. Consider assets that the board has that can be part of a compensation package.
Or even a long weekend. Make sure the salary is reasonable. Do your homework. If a board could change that dynamic, the level of appreciation an ED feels skyrockets. Offer a sabbatical. How about a month off with pay?
Great way to test drive the organization with the board and other staff driving. Great way for an ED to re-charge. Note: Please give this some thought and not through a corporate or even an academic lens. Boards often reject this out of hand because it is not in their frame of reference.
Read this article from the Stanford Social Innovation Review. To everyone in the nonprofit world who has salary angst. This is what we are up against. Please start thinking that way. Put yourselves in the shoes of your current leader and remember: Your leader is outstanding.
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