Strong leadership is one of the most powerful factors of a successful charitable organisation. So why wouldn't you invest in finding the right people?
In fact, it is that crucial to a charity’s make-up that surely it should be listed as a definitive strategy that’s part of a charity’s governance structure. Here Peter Neal, founder of Experience Bank Group, talks through the pitfalls of not doing it right, and his favourite tips to do it really well.
In the charitable sector, where resources are often limited, expectations are high, and missions are critical, assembling the right senior leadership team is not a luxury – it’s a necessity. Investing the time, resources, and attention needed to recruit and retain high-calibre leaders pays dividends in performance, resilience, and social impact.
Your senior leadership team (SLT), comprising roles like the CEO, COO, CFO, Director of Fundraising, and Director of Programmes, should be the engine room of any charity. These individuals shape strategy, lead culture, supervise resources, and drive operational excellence. It’s clear that having the right people in these roles creates:
Strategic clarity: A capable SLT aligns the organisation’s vision with day-to-day decision-making.
Organisational stability: Experienced leaders can navigate complexity, manage risk, and lead through change.
Team cohesion and culture: Leadership sets the tone for staff engagement, inclusivity, and performance – there will be more on this soon from me in a separate article.
Fundraising and external credibility: Funders, partners, and regulators are more likely to support organisations they trust are being led well.
The risks of underinvestment
Many charities face pressure to cut costs in leadership recruitment or rely on networks and goodwill to fill senior roles. While wellintentioned, this approach often leads to:
Mismatched Hires: Candidates who lack the right experience, values, or cultural fit can cause disruption.
High Turnover: A poor match leads to attrition, which drains resources and morale.
Missed Opportunities: Without strong leaders, organisations may fail to innovate or grow.
Reputational Damage: Wrong decisions and poor management at the senior level will undermine both public and funder trust, and employee satisfaction.
What does “Investing” in the right team look like?
1. Clarity Before Recruitment
Invest in the front-end of the hiring process.
This includes:
Clearly defining the role’s scope and expectations.
Mapping out how the position contributes to organisational goals.
Understanding what leadership qualities are needed for the next phase of growth.
2. Professional recruitment support
Use experienced search firms or recruitment consultants who understand the charity sector, particularly for roles like Trustee, Chair, CEO or Finance Director.
These professionals should help:
Identify and reach diverse candidates.
Screen rigorously for skills and values alignment.
Ensure fair, equitable hiring practices
3. Competitive offerings
Attracting top talent means offering more than just a salary. While many leaders choose the sector for its mission, your offer should also include:
Clear purpose and impact.
Opportunities for professional development.
A healthy, inclusive working environment.
Flexibility and work-life balance.
4. Inclusive and equitable hiring practices
The best teams are diverse in background, experience, and perspective. Investing in inclusive recruitment means:
Advertising roles widely and accessibly.
Using unbiased assessment methods.
Removing barriers to entry for underrepresented groups.
This isn’t just about equityit directly improves decision-making and innovation.
5. Board oversight and involvement
The board has a critical role in setting the tone for senior hiring. Trustees should:
Ensure proper governance and risk management around recruitment.
Offer support and challenge to senior leaders.
Model the values and standards they expect from staff leadership.
Finding the right senior leadership team is one of the most consequential decisions any charity will make. The stakes are high: lives, communities, and causes depend on strong leadership. Investing in this process through planning, recruitment, onboarding, and ongoing support is not only a strategic choice; it’s a moral responsibility. When you invest in leadership, you invest in the future of your mission.
If this all makes sense to you and you need support in your next senior hire, then do get in touch peter@theexperiencebank.co.uk
I am waiting to help you and your mission!