Versatility In Nonprofit Organizations

Teams are unified by collective goals and coordinated interdependent interaction. The primary focus of today’s nonprofit has shifted from predominately fundraising to include the financial and social management element, which is vital to growth, sustainability. Forsyth (2014) noted, “The wisdom of the many is greater than the genius of the one” (p. 399). Strict requirements for economic and social accountability now dispel the disorganized poorly managed perceptions of the past organizations. Today’s administrative trends necessitate a higher performance quality, diversity, and strategic planning that exemplify a more relevant and competitive campaign further guaranteeing social and financial stability (Worth, 2014).

Versatility is extremely

significance as individual and interrelated factors inspire passion, cohesiveness, and productivity. A valuable tool used in the organization of teams was developed by Dennis Devine (2002) and is called the “Taxonomy of Teams.” The Taxonomy is a chart outlining cognitive and productive functions by categories and subcategories according to goals (As cited in Forsyth, 2014, p. 404). Teams are building blocks in the organization, making the nonprofit only as strong as the members who support it. Therefore, skill, experience, personality, and diversity identify and expose the strengths and weaknesses as individuals and as a group (Bowers, Pharmer, & Salas, 2000) (As cited in Forsyth, 2014, pp. 414-415).
Leadership must not be confused with power, whether a board of directors, team, or group of volunteers transitioning from individuals into a collective requires clarity of the organizations mission and leadership that shares the vision is can keep teams motivated and in support of a common goal and on track with task and projects. 1 Corinthians embodies the mentality of an effective leader and reads, “For just as the body is one and has many members, and all the members of the body, though many, are one body, so it is with Christ” (1 Cor. 12:12, King James Version). Effective leadership encourages balance, diversity, communication, and cohesiveness, which support the internal structure of the team, otherwise the organizations as a whole will be compromised, and leadership becomes ineffective, putting everything at risk (Forsyth, 2014).
The Impact of Board Expertise Diversity and Performance
Boards represent another level of teams.

The agenda and purpose of a board is unity, common vision, and mission as are other systems within the nonprofit. Responsibility and accountability for the complete picture regarding realization of purpose and plan when it comes to nonprofit objectives are variables that set board members apart and hold them to higher standards of personal conscientiousness. Boards act as “guardians over the mission” (Worth, 2014, p.78). Members exemplify drive, skill, commitment, and ability. Some organizations need “Board expertise” defined as board members who are employed in the organization’s industry, are considered experts, who may serve on other nonprofit boards (Harris, 2014, p. 115). Expertise and diversity describe cultural, economic, and educational accomplishments that align with the vision and mission of the organization. The distinct difference between nonprofit and for-profit boards is a balance of board performance and charity performance requiring expertise beyond normal demographics, and sometimes outside the comfort zone of what is considered normal or acceptable (Brown 2005; Herman and Renz 2000) (As cited in Harris, 2014, p. 113). It is a call to a higher standard of excellence and accountability to serve. Maybe to “Press toward the mark for the prize of the high calling of God in Christ Jesus” (Phil. 3:14, King James Version). Much work remains as the nonprofit sector advances into the public sector. The need for the type service may change, but the type team and board members that bring the vision of nonprofit to reality will always need a selfless commitment to organization and

performance.