Fundraising is the lifeblood of nonprofits — without it, missions stall, programs shrink, and communities lose vital support. Yet, 47% of nonprofit leaders cited donor acquisition as their biggest challenge in the 2024 Nonprofit Leadership Impact Study. The good news? Creative fundraising ideas for nonprofits can transform a struggling organization into a thriving one. With the right strategies and resources, everyone from seasoned nonprofit leaders to passionate volunteers can help their causes succeed.

Why Fundraising Matters for Nonprofits

Fundraising isn’t just about money — it’s about impact. It fuels programs, supports staff, and enables nonprofits to respond to community needs. A single successful campaign can build a school, fund life-saving research, or provide meals for thousands.

For example, Wayside Waifs, a local no-kill animal shelter in Kansas City, MO, raised almost $189,000 with their 2024 Strut with Your Mutt event. Stories such as these highlight the power of effective fundraising.

Yet, every year many nonprofits struggle to meet their fundraising goals. The key to overcoming this challenge? Creativity, strategy, and the right resources.

Insights into Fundraising Challenges and Opportunities

How can nonprofits identify which fundraising strategies work best? This is where analyzing trends and data can be immensely valuable. Understanding current fundraising challenges and opportunities can help nonprofits make informed decisions and tailor their approach for better results.

The 2024 Fundraising Outlook Report by OneCause provides useful insights into the current state of nonprofit fundraising. Consider the following:

• Donor Retention Challenges: Nonprofits retained just 42% of donors from 2022 to 2023, highlighting the need for stronger donor engagement strategies.
• Event Fundraising Growth: 68% of nonprofits reported that events are their most effective fundraising strategy, with hybrid events (in-person and virtual) seeing the highest success rates.
• Digital Donations on the Rise: Online giving grew by 9% in 2023, with 35% of donors preferring to give through digital platforms.
• Recurring Giving Growth: Monthly giving programs increased by 11% in 2023, showing the promise of building sustainable revenue streams.
• Donor Fatigue Concerns: 57% of nonprofits expressed concerns about donor fatigue, emphasizing the need for creative and diversified fundraising approaches.
• Impact of Storytelling: Nonprofits that shared impact stories saw a 20% increase in donor retention and a 15% increase in average gift size.

These insights underscore the importance of adapting to donor preferences and learning how technology can boost a nonprofit’s ability to compete in the fundraising landscape.

Traditional Fundraising Ideas for Nonprofits

Traditional fundraising methods often prove effective, especially when appropriately tailored to the targeted audience. Tried and true ideas include:

Direct Mail Campaigns

Personalized letters, postcards, and brochures can resonate with many potential donors. A well-crafted appeal through a direct mail campaign can inspire supporters to give generously. For example, a 2025 report on direct mail shows that these campaigns boast a 4.9% response rate for prospect lists and 9% for house lists, far exceeding email marketing’s average response rate of 1%.

Compelling direct mail campaigns focus on storytelling, personalization, and clear calls to action.

Grant Writing

Publicly or privately funded grants can provide substantial support for specific programs or general operations, often with fewer restrictions than other forms of fundraising. However, the grant application process can be competitive and time-consuming. Successful grant applications require thorough research, clear articulation of the organization’s mission, and detailed project plans that demonstrate measurable outcomes.

To increase the chances of success, nonprofits can use resources such as Candid’s grant-writing guide, which provides insights into finding the right grant opportunities and tips for writing persuasive proposals.

Charity Auctions

Charity auctions are a powerful way to engage donors and generate substantial funds in a single event. Whether it’s a silent, live, or online auction, these events appeal to a broad range of supporters. Organizations such as the Boys and Girls Club of America frequently use auctions to fundraise, offering items like signed memorabilia and exclusive experiences that draw high levels of interest.

The key to a successful auction is securing exciting, unique items that inspire competitive bidding. Nonprofits can collaborate with local businesses to offer one-of-a-kind experiences, such as private dinners with renowned chefs or behind-the-scenes tours of popular venues, making the auction even more appealing to attendees.

Corporate Sponsorship

Corporate sponsorships offer nonprofits another opportunity to secure funding. Companies are often eager to partner with nonprofits that align with their values, as these partnerships give businesses positive visibility and demonstrate corporate social responsibility.

Nonprofits can approach potential corporate sponsors by highlighting how a partnership can benefit both parties. This could include suggesting co-branded marketing campaigns, sponsored events that showcase the corporation, or even employee volunteer opportunities.

The home-building nonprofit Habitat for Humanity frequently partners with Lowe’s, for example, where the company provides both financial support and hands-on assistance in house construction.

To maximize the chances of securing corporate sponsorships, nonprofits can research companies that share similar goals and missions, and tailor their proposals to the company’s priorities.

Partnering with Local Businesses

Nonprofits can strengthen their community ties and raise funds by partnering with local businesses. These partnerships often take the form of sponsorships, in-kind donations, or collaborative fundraising events.

For example, a nonprofit might work with a local restaurant to host a “dine and donate” night where a portion of the evening’s sales goes to the nonprofit. Alternatively, local businesses may donate products and services for auctions or raffles.

These collaborations not only raise money but also enhance the nonprofit’s visibility in the community, attracting new donors and supporters.

Digital Fundraising Ideas for Nonprofits

Online strategies have become key to nonprofit fundraising efforts. These methods help organizations reach broader audiences and engage donors who might not attend physical events.

Social Media Campaigns

Social media campaigns are useful tools for nonprofits in their fundraising efforts. They allow organizations to share stories, videos, and testimonials that emotionally connect with potential donors.

One of the most successful social media-driven events is #GivingTuesday, a global movement that encourages people to give back on the Tuesday after Thanksgiving. In 2024, the campaign raised a record-breaking $3.6 billion worldwide.

Nonprofits can capitalize on global movements like this by using relevant hashtags to reach a broader audience. To boost engagement, nonprofits can focus on sharing behind-the-scenes content, success stories, and impact-driven posts that illustrate the difference donors can make.

Donation Apps

With more donors looking for convenience, nonprofits can increase contributions by using mobile-friendly donation platforms. Tools such as PayPal Giving Fund and Donorbox allow donors to give easily through secure methods, whether they are making a one-time donation or signing up for a recurring gift.

These apps also integrate well with nonprofit websites, allowing for a seamless donation experience across multiple devices. Offering diverse ways to give ensures nonprofits can cater to the preferences of their supporters, further expanding fundraising reach.

Crowdfunding

Another powerful digital fundraising method is crowdfunding, where nonprofits rally support for specific causes or projects through platforms such as GoFundMe and Kickstarter. These campaigns tap into the power of peer-to-peer fundraising and can expand a nonprofit’s reach, with supporters spreading the word about nonprofits across their networks.

Successful crowdfunding campaigns often feature compelling stories, clear financial goals, and regular updates, allowing donors to feel more connected to the cause. The viral nature of crowdfunding can result in widespread visibility and increased donations.

Text-to-Give Campaigns

Text-to-give is a simple yet highly effective fundraising method that allows donors to give with just a few taps on their phones. By sending out mass texts with a dedicated number or link through one of many text-to-give platforms, nonprofits make it easy for supporters to donate at the moment.

Virtual Fundraising Events

From virtual galas to live-streamed auctions to fitness challenges, virtual fundraising has gained popularity and proved successful as well. St. Jude Children’s Research Hospital, for example, raised $14 million through their virtual St. Jude Walk/Run in 2022

Nonprofits can use tools such as Zoom, Facebook Live, and YouTube to host interactive events, with features such as live donation tracking and real-time chats that help create a sense of community. Hybrid events that combine in-person and virtual elements are also growing in popularity and allow nonprofits to reach even larger audiences.

Resources for Nonprofit Fundraising

To elevate fundraising efforts, organizations can tap into these trusted resources:

• NonProfit PRO delivers actionable insights on fundraising, management, and strategy through its platform, which also includes a daily newsletter, podcasts, and webinars on industry trends and best practices.
• Candid Learning offers free courses, guides, and templates on fundraising strategies, grant writing, and nonprofit management.
• Bonterra Fundraising Essentials provides tools for online fundraising, donor management, and email marketing.
• Classy, a platform from GoFundMe for peer-to-peer and event fundraising, also offers an “Inspiration Hub” with real-world campaign examples and research on donation trends.
• The Fundraising Authority features articles, guides, and step-by-step strategies for nonprofit fundraising.
• Google Ad Grants provides free advertising for nonprofits to promote their campaigns.
• The National Center for Charitable Statistics (NCCS) is a leading source of data and research on the nonprofit sector.
• Nonprofit Tech for Good offers insights on digital fundraising, social media strategies, and nonprofit technology trends.
• Bloomerang is a donor management platform with free resources on donor retention.
• CauseVox provides guides, templates, and case studies for crowdfunding and peer-to-peer campaigns.
• The Nonprofit Sector in the United States: A Resource Guide is a list of recommended books on fundraising and grant writing compiled by the Library of Congress.
• GrantWatch provides a directory that helps nonprofits find grants that match their mission.
• Candid’s Foundation Directory offers tools and databases for researching and applying for nonprofit grants.

Make a Lasting Impact with Fundraising that Works

Fundraising is an opportunity to connect, inspire, and have an abiding impact. From traditional methods such as charity auctions to innovative approaches like virtual reality fundraisers, there’s no shortage of fundraising ideas for nonprofits.

With creativity, technology, and community spirit, nonprofits can overcome their funding challenges and raise the money needed to realize their missions.

 

The multinational chemical company DuPont appointed the first known chief sustainability officer (CSO) in the United States about 20 years ago. Since then, CSOs, sustainability directors, and other sustainability officers have become a vital part of many organizations’ leadership teams as those entities prioritize environmental responsibility. Individuals in these roles are responsible for developing sustainability initiatives, ensuring regulatory compliance, and developing policies that support environmental and economic goals.

Those considering a career in this field should understand exactly what a sustainability director does and how to become one. The first step is to complete a relevant degree program, such as a Master of Arts in Organizational Development with a Sustainability concentration.

Responsibilities of a Sustainability Director

A sustainability director creates and implements initiatives that drive their organizations’ commitment to environmental and social responsibility (ESR). As leaders in sustainability, they ensure that sustainability is integrated into business operations and aligns with the financial goals. Their key responsibilities can include the following:

• Developing Sustainability Strategies: These directors implement programs that improve energy efficiency, reduce waste, and encourage responsible sourcing.
• Ensuring Regulatory Compliance: State and federal environmental regulations are continually changing. Sustainability directors navigate complex environmental laws to ensure legal compliance and ethical business practices.
• Overseeing Corporate Social Responsibility: By aligning sustainability initiatives with ethical business practices and community engagement efforts, sustainability directors ensure that their work promotes corporate social responsibility (CSR) efforts.
• Managing Sustainability Reporting: Sustainability directors track and communicate environmental impact by using recognized standards and frameworks from organizations such as the Global Reporting Initiative (GRI).

Sustainability directors serve as a bridge among corporate leadership, employees, regulators, stakeholders, and the general public. A 2024 survey from sustainability communications firm 3BL Media found that about 70% of consumers would like more corporate communication on sustainability.

Industries That Employ Sustainability Directors

Sustainability directors are in demand across many types of industries and organizations.

In the corporate and industrial sectors, businesses in retail, finance, manufacturing, energy, construction, hospitality, and other industries employ sustainability directors to reduce their carbon footprint and meet CSR goals. Organizations often focus on clean energy, energy efficiency, resource conservation, waste reduction, and sustainable sourcing to enhance their brand reputation and meet consumer expectations for ethical business practices.

Government agencies at the local, state, and federal levels also hire sustainability directors to develop and enforce environmental policies. These leaders create programs that promote renewable energy, water conservation, and sustainable urban development. They collaborate with policymakers and stakeholders to implement regulations that balance economic growth with ecological preservation.

Nonprofits also rely on sustainability directors. Many charities are focused on environmental initiatives, such as combating climate change, promoting environmental justice, and supporting ecological restoration projects.

How to Become a Sustainability Director

Sustainability officers generally have a bachelor’s degree in an area such as environmental law, sustainable agriculture, environmental studies, business administration, or public administration. For those who want to take on a leadership role such as sustainability director, an advanced leadership degree with a sustainability focus is a good way to stand out and gain the skills necessary to be successful. In particularly competitive job markets, a graduate degree may be a prerequisite for leadership positions in sustainability.

Master’s degree programs that focus on sustainability can equip students with the skills needed to:

• Influence policy
• Make ethical decisions
• Understand corporate sustainability practice
• Analyze environmental issues and understand the impact of corporate decisions
• Create long-term strategic plans
• Lead environmental initiatives

Beyond education, aspiring sustainability directors need real-world experience. Most director-level positions require several years of experience in entry- or mid-level roles. Individuals should learn everything they can in those roles, hone their skills, and seek to take on more responsibilities as they master current ones.

Sustainability professionals should consider certifications as another way to advance their careers and move into leadership roles. The International Society of Sustainability Professionals (ISSP) offers two certifications: Sustainability Excellence Associate and Sustainability Excellence Professional.

Sustainability Director Salary and Job Outlook

According to Payscale, the median annual salary for a sustainability director is about $120,200 as of November 2024. Compensation may vary based on industry, experience, and geographic location, with senior-level professionals earning significantly higher salaries as they take on greater leadership responsibilities.

The outlook for sustainability directors and other leaders in the field is strong. ONet OnLine, a comprehensive database of more than 900 occupations, has classified the CSO occupation — also known as a sustainability director, sustainability manager, or CSR director — as a “bright outlook” occupation. This means that the occupation is growing quickly, will see a significant number of openings over the next few years, or is an emerging occupation.

The U.S. Bureau of Labor Statistics (BLS) also notes that environmental scientists and specialists are projected to have a 7% career growth between 2023 and 2033, which is faster than the national average of 4%.

Develop the Skills for a Career in Sustainability Leadership

Sustainability directors are essential to shaping environmentally responsible policies and guiding organizations toward a greener future. These professionals must develop strong leadership, strategic decision-making, and project management skills to succeed in this evolving field.

The Master of Arts in Organizational Leadership at Claremont Lincoln University provides the tools necessary to lead impactful sustainability initiatives. Graduates of the 100% online program, which has a Sustainability concentration, are equipped to drive meaningful environmental change and foster sustainable business success, whether they’re pursuing a career in the corporate, government, or nonprofit sector.

If you’re committed to sustainability leadership, explore how CLU can prepare you for a career in this dynamic and growing field.

Social impact is the difference a business or organization makes to the people and places that it engages with. Every company may have a social impact, but it is the driving force for charitable organizations and socially conscious companies. The social impact that these organizations achieve is intentional and at the core of their mission.

Organizations focused on social impact often utilize program evaluation, strategic marketing, and diversified revenue to achieve their goals. An online master’s program in organizational leadership can help students interested in creating this impact at their organizations develop the leadership skills and knowledge to do so.

Why Is Social Impact Important?

Social impact is important because it creates positive change. Organizations that are mindful of their social impact can improve the wellbeing of both individuals and communities, no matter how small the effort may seem. It’s vital to connect individuals in marginalized communities with quality resources to create more equitable circumstances for those individuals.

Social impact is not just important from a social perspective, but also an ecological one. Often organizations include sustainability as a part of their social impact considerations. The more emphasis that companies place on sustainability, the greener their operations are likely to be. This helps to alleviate the environment of unnecessary waste and pollution.

How Is Social Impact Measured?

How do organizations know whether their goals of creating meaningful change are being met? With the help of data collection and digital impact framework tools, companies are able to make their mission measurable.

Employing data analytics is crucial to gathering insightful information regarding an organization’s program and service efficacy. While it can be difficult to quantify social impact, identifying various aspects of the organization’s mission, such as intended beneficiary groups or areas, can help streamline and refine data collection.

Different Careers in Social Impact

Through developing and implementing efforts of social innovations and interventions, organizational leaders can serve as agents of change for their communities and the world. Students considering working in social impact may reflect on the different careers within the field to help develop professional goals.

Social and Community Service Managers

Social and community service managers work with various community members and stakeholders to determine varying demographics’ needs and develop services to meet those needs. In addition to establishing positive community programs, social and community service managers oversee outreach activities to increase program awareness, assess service effectiveness through data analytics, and create and implement program and service improvements.

Job Outlook for Social and Community Service Managers

The Bureau of Labor Statistics (BLS) predicts the number of social and community service manager jobs will grow 8% between 2023 and 2033, faster than the average for all occupations. The BLS projects the growth of social and community service management roles to align with an increasing need for social services and programs.

Salary for Social and Community Service Managers

The median annual wage was $77,030 for social and community service managers in May 2023, according to the BLS. The top industries and their respective median annual salaries for these social impact careers are nursing and residential care facilities, family services, religious and civic organizations, and local government.

Fundraising Managers

Fundraising managers are an integral part of achieving organizational social impact goals. They are responsible for coordinating campaigns that secure donations for their organization and its mission. Fundraising managers also work to boost company reputation and visibility to achieve donations. This position helps organizations reach fiscal markers necessary to support both operations and launch methods for social change.

Job Outlook for Fundraising Managers

According to the BLS in May 2023, the number of jobs for fundraising managers is expected to grow by 6% between 2023 and 2033. Employment growth in fundraising management is due in part to the continual need for community outreach and donations, particularly for nonprofits.

Salary for Fundraising Managers

Fundraising managers make median annual salaries ranging from $91,680 to $134,110, according to BLS data from May 2023, depending on the industry that they worked in. Those working in social assistance made the former median annual wages and fundraising managers in state, local, and private hospitals made the latter.

Human Resources Manager

Human resources (HR) managers are responsible for an organization’s administrative processes and functions regarding employees. They develop and create programs that support employee well-being, encourage socially responsible practices and recruiting, and ensure that organizational compliance is met. Their work helps create inclusive workplace environments, facilitate sustainability efforts, and uphold ethics in the workplace.

Job Outlook for HR Managers

The BLS projects that the career opportunities for HR managers are expected to grow by 6% between 2023 and 2033. This need is likely due to professionals changing positions or retiring.

Salary for HR Managers

The median annual salary for HR managers was $136,350 in May 2023, per the BLS. While the lowest 10% of earners made around $81,060, the highest 10% earned more than $136,350. Differences in salary can be attributed to career industry, position level, and more.

Start Your Journey in Social Impact at CLU

Social impact is an important aspect of organizational development and corporate responsibility. A position that fosters positive social impact has the power to benefit individuals, communities, and the environment.

Claremont Lincoln University offers part- and full-time online master’s programs to cater to students’ differing timelines. With an online Master of Arts in Organizational Leadership, an online Master of Arts in Human Resources Management, or an online Master of Arts in Social Impact, students can gain various skills in developing strategic initiatives to positively impact their organizations. CLU champions ethical leadership, supporting students on their journeys to becoming mission-driven change makers and leaders through mindfulness, dialogue, collaboration, and change.

Learn more about Claremont Lincoln University’s online programs today.

How a leader makes decisions, interacts with others, and approaches strategic planning all reflect a core principle — a leadership philosophy. Leaders face tough choices daily, and having a philosophy serves as a guiding compass for making ethical and effective decisions. Therefore, thinking carefully and intentionally about creating a leadership philosophy is important for becoming a successful, authentic, and inspiring leader.

What Is a Leadership Philosophy?

A leadership philosophy is a personal framework that guides a leader’s decisions, actions, and interactions. It defines their core values and approach to leadership, helping them remain steady and consistent even as situations require different considerations.

The main components of a leadership philosophy typically include the following:

• Core Values: The guiding principles that shape how one leads and interacts with others (e.g., lead by example, empower others, embrace continuous learning) and the fundamental beliefs that drive decision-making and behavior (e.g., integrity, accountability, respect, service)
• Decision-Making Approach: The process of making decisions and evaluating choices
• Communication Style: How leaders engage with others, enable transparency, and build trust
• Goal-Setting Skills: The aims and standards that a leader holds for themselves and those they lead, including goal creation, accountability structures, and performance standards
• Leadership Vision: A clear statement of what a leader aims to achieve and the impact they want to have on their team and organization
• Commitment to Development: A focus on continuous improvement, both for themselves and those they lead

Professionals should develop personal leadership philosophies to become the best leaders they can be. This guide will offer tips and resources for building each of these components.

Why a Leadership Philosophy Matters

There are many good reasons for a leader to combine their beliefs, experiences, and organizational leadership skills into an overall philosophy. They include the following:

• Provide clarity and consistency in decision-making
• Build trust and credibility with teams and across an organization
• Guide professional growth
• Measure and monitor leadership effectiveness

With a guiding framework, professionals can become more effective, efficient, and inspiring leaders.

Identifying Your Core Leadership Values

Values are the foundation of a leadership philosophy. To develop a leadership philosophy, first reflect on what principles matter most. Consider some of these resources for identifying leadership values and principles:

• Brighter Strategies, “What Is Values-Based Leadership”: Defines what it means to lead by example and put values first
• Center for Creative Leadership, “12 Essential Qualities of Effective Leadership”: Outlines the characteristics a good leader should value, such as self-awareness, respect, compassion, vision, and integrity
• Forbes, “Clarifying Core Values For Effective Leadership”: Illustrates how to define and implement core values in leadership roles
• MIT Sloan Management Review, “Effective Leaders Articulate Values — and Live by Them”: Explains how to choose among leadership values to preempt crises
• The Muse, “21 Leadership Values Every Leader Should Embrace”: Offers an explanation of almost two dozen values and how these values shape the workplace
• com, “8 Leadership Assessment Tools to Uncover Hidden Strengths”: Offers an overview of several assessment tools to learn about leadership styles in depth
• Routledge Open Business and Economics, “Philosophy and Leadership: An Evolution of Leadership from Ancient Times to the Digital Age”: Provides a deep dive into the philosophical principles that have underpinned leadership from antiquity to the present day

Key Questions to Ask

• What are the three most important values that define you as a leader?
• What values does your organization need most? How can you embody these values?
• How do these values influence your decisions and interactions?

Crafting Your Decision-Making Approach

Leaders need to be decisive while balancing different perspectives. Here are some resources on decision-making strategies for leaders working on developing an effective leadership philosophy:

• Dilan Consulting Group, 5 Key Traits of Effective Decision-Makers and How to Develop Them: Offers practices for developing emotional intelligence (EQ), risk management, and long-term vision, among other traits of effective leaders
• Forbes, “5 Steps Leaders Can Take To Make Better Decisions”: Explains how to embrace data-driven decision-making and promote collaboration
• Forbes, “This Is How to Be an Effective Decision Maker: A Leadership Imperative”: Suggests that there are three types of decisions that leaders make regularly: strategic decisions, tactical decisions, and operational decisions
• Harvard Business Review, “How to Make Great Decisions, Quickly”: Explores eight elements of a great decision
• Skyline G, “Effective Decision-Making: Skills, Process & Strategies to Improve as a Leader”: Covers common biases that plague decision-making in the workplace and how to overcome them

Effective decision-making involves collaboration and adaptability, as these and other sources can attest.

Developing a Leadership Communication Style

Effective leaders communicate with clarity, empathy, and transparency. Consider some of the many ways to align communication style and leadership philosophy:

• Center for Creative Leadership, Essential Communication Skills for Leaders: Defines successful leadership communication as embodying authenticity, accessibility, clarity, confidence, empathy, respect, and trust
• The Grossman Group, “Leadership Communication: 6 Skills That the Best Leaders Apply”: Explains the importance of taking the time to communicate, communicating with care and warmth, and using stories to connect with stakeholders and build trust
• Growth Tactics, “10 Leadership Communication Styles to Enhance Your Impact”: Describes 10 communication styles — including directing, teaching, coaching, and advising — and gives examples
• IMD, The 6 Most Common Leadership Styles & How to Find Yours: Explores six leadership styles: transformational, delegative, authoritative, transactional, participative, and servant
• Indeed, How to Develop Effective Leadership Communication Skills: Suggests that leaders develop active listening, choose their words carefully, and maintain their composure to communicate well

With effective communication skills, leaders will be well equipped to drive initiatives and inspire teams to success.

Setting Goals and Managing Expectations

Great leaders set clear expectations for accountability, teamwork, and performance. That means setting ambitious and attainable goals, monitoring progress, and course correcting as needed.

Resources for setting goals and managing expectations as a leader include the following:

• Careerminds, “11 Leadership SMART Goal Examples”: Defines specific, measurable, achievable, relevant, and time-bound (SMART) goals and explains why leaders should use them
• Deel, “15 SMART Leadership Goals Examples to Inspire and Motivate Growth”: Offers best practices for setting SMART goals in leadership, including identifying opportunities and threats, setting medium- and long-term goals, and involving team members in the goal-setting process
• Fix Your Why, “Goal Setting: Techniques and Best Practices”: Explores goal-setting tactics beyond SMART goals, including using habit stacking, establishing accountability partners, and restructuring inadequate goals
• Join The Collective, Unlocking the Power of Goal-Setting in Leadership: Explains why setting clear goals and aligning team goals with the organization’s objectives matter for team success
• Quantive, Leadership Goal Setting for Annual Planning Success: Covers the importance of annual planning and makes the case for translating strategy into action

With a combination of SMART goals and tactics for adapting to changing conditions, leaders can effectively meet or exceed expectations.

Honing a Leadership Vision

Leaders don’t just have authority — they have vision. By thinking carefully about the future and envisioning a pathway to success, leaders can earn buy-in from internal and external stakeholders. From seeing potential in underused teams to envisioning digital leadership benefits and strategies, effective leaders can streamline processes and improve organizational outcomes.

Consider some of the many resources available to help leaders craft their leadership vision:

• ACS Professional Staffing, From Strategy to Action: Translating Company Vision into Your Leadership Goals: Gives four principles for translating leadership vision into goals
• Aurora Training Advantage, Understanding Leadership Vision and Mission: Suggests a symbiotic relationship between a leader’s mission and vision, with the mission being the “route” to the leader’s envisioned destination
• Feldman Daxon Partners, “The Cornerstones of Effective Leadership: Vision, Communication, and Integrity”: Describes how vision, communication, and integrity work together
• Forbes, “Why Leaders Need Less Vision and More Action”: Suggests that as important as vision is for leaders, effective professionals will treat their projects as experiments and learning opportunities
• Nathan Jamail, The Role of Vision in Leadership: Inspiring and Guiding Teams: Offers pointers on crafting a compelling vision (making it concise, relevant, and aspirational) and tips for communicating a leadership vision (incorporating storytelling across multiple platforms)

Developing a vision is an important feature of an overall leadership philosophy. Leaders can use their vision to help others understand the long-term goals of a strategy.

Investing in Continuous Improvement

Effective leaders understand that lasting change rarely happens overnight. Here are some resources that stress the importance of continuous improvement and that can empower leaders on their development path:

• Exude, How to Achieve Continuous Improvement in Leadership: Suggests core leadership skills that enable ongoing positive change as a leader
• Forbes, “How Leaders Employ These Six Steps for Continuous Improvement”: Offers concrete steps for developing as a leader, an employee, and an organization
• Harvard Business Publishing, “How to Create a Successful Leadership Development Program”: Provides strategies and steps for creating leadership development programs across an organization
• T, Burks and Associates, How Leadership Can Foster a Culture of Continuous Learning: Emphasizes the importance of recognition and rewards in creating a culture of continuous learning
• Voltage Control, Elevating Performance: Continuous Growth in Leadership: Explains the Plan-Do-Check-Act (PDCA) cycle and why it matters for continuous improvement

With sustained effort and ongoing dedication, leaders can commit to the nonlinear growing process and learn along the way.

Drive Your Success With a Robust Leadership Philosophy

As an aspiring leader, creating a leadership philosophy can help you grow, build trust, make smart decisions, and measure your effectiveness. Understanding where your leadership is rooted can help you effectively communicate your vision and increase organizational buy-in. Build your leadership philosophy and find out how it can help you become a successful organizational leader.

When Department Chair Chris Trevett of the Claremont Core at Claremont Lincoln University thinks about a model for ethical communication, he reaches back 2,400 years to the Greek philosopher Socrates.

Socrates, he explains, employed a communication style that’s now known as intentional questioning. Rather than giving his listeners canned answers, he invited them to explore a problem and come up with their own solutions.

“He would just ask one of his pupils, ‘What is courage? Let’s define it,’” Trevett says. “But it didn’t even really matter what the ultimate definition was. It was about the process.”

For Trevett, the process of ethical communication goes deeper than simply being direct and honest, although those are worthy goals. It goes back to the root of ethics: ethos.

Communicating With Ethos

In Greek, ethos means character. For another Greek thinker, Aristotle, it was one of the three modes of persuasion. Rather than appealing to logos (reason) or pathos (emotion), ethos uses respect for the speaker’s character to persuade them.

To Trevett, ethical communication is grounded in the character trait of humility: “It’s applying humility and intellectual curiosity to situations, instead of just saying ‘I know what’s right.’”

“The way you communicate ethically is that you’re genuinely interested in what other people have to say and other people’s ideas.”

He cites one of his favorite quotes from actor and director Stephen Fry: “If you use your eyes to look out, not to be looked into, then you connect, then you’re interesting, then people want to be around you.”

He adds another quote from Fry: “Other people are always more interesting than one’s own.”

Intercultural Communication

Showing interest in other people’s ideas extends to their cultures, as well, Trevett says. Ethical communication, as part of organizational leadership, considers cultural differences and perspectives when interacting with others.

One aspect is linguistic: learning what phrases and metaphors mean to someone from another culture. When UPS first operated in Germany, for example, it changed the color of its drivers’ shirts from brown to green. There, brown shirts were associated with Nazi uniforms.

“It’s important to embrace the difference and have dialogue around it,” Trevett says. By doing so, communication can forge a deeper connection.

Embracing intercultural differences applies to organizational leadership at the office, too, he adds. It’s not unusual these days to have employees in their 60s working with managers in their 20s. Younger workers may use very different lexicons and forms of communication.

Where an older leader may send emails, he says, “Twenty-somethings don’t even want to use email anymore. They are really big on texting. They don’t even like to call anyone.”

Bridging that communication gap and avoiding misunderstandings can take extra effort on a leader’s part. A sender might double-check their language in an email or a text message to ensure the right tone. They might include guidance about an attached document so that the recipient knows how to interpret it.

Digital Tips for Ethical Communication

While humility and curiosity form the foundation of ethical communication, Trevett says, they lead to some specific and practical tips, particularly for the use of digital communication.

Avoid Shortcuts

With all the demands on a leader’s time and attention, Trevett says, it’s easy to fall into cognitive overburden. This is a state of mental exhaustion caused by working memory simultaneously processing too much information.

When that happens, a leader is tempted to take shortcuts, such as dashing off a reply to a text. However, shortcuts can lead to misunderstandings, Trevett warns. It’s time for consideration and contemplation. Think about what you want to say as though you were in a meeting.

Single Task

A related temptation is to try and do several things at once. “The more we keep adding things, the worse we get at them,” Trevett says.

The antidote is to focus on one communication at a time. It can also be helpful to consciously slow down the pace of work.

“The corporate mindset is very short term,” Trevett says. “We’re expected to give results quickly at times and make decisions quickly. But humans don’t always work well that way.”

Try Talking in Person

An alternative to dashing off a digital response is to seek a dialogue with the other person. “Dialogue offline creates a collaborative mindset,” Trevett says.

Dialogue also helps with understanding a co-worker’s point of view, particularly if it’s different, he adds: “We gather information and perspectives from those around us.”

Teaching Ethical Communication

When Trevett teaches online classes, he finds that discussion boards offer an excellent way to develop ethical communication skills. They allow students to pose questions to one another and probe one another’s experiences.

This includes discussion boards. “With intentional questioning, with Socratic questioning, with contextual questioning, I’m helping students make connections between their ideas and the ideas of their classmates,” Trevett says.

Another key resource for learning ethical communication is the Claremont Core. It’s an interconnected set of required courses that give students higher-level skills for leadership and making change. Courses include Invitation to Inquiry, Research Methods, and Strategic Communication.

Together, he says, they inject liberal arts principles into every field of study. He points to a prediction by billionaire investor Mark Cuban that liberal arts majors will be in greater demand than programmers or engineers because of their abilities to think freely.

At the heart of liberal arts, he adds, is communication. “If you’re taking organizational leadership, these are the liberal arts courses. You’ll find that communication is everywhere,” he says. “Essentially, everything we do is communication.”

Explore Ethical Communication in Organizational Leadership

A key part of running any organization is communication. A degree program like the online Bachelor of Arts and Master of Arts in Organizational Leadership at Claremont Lincoln University helps students develop the skills and perspectives to communicate ethically and effectively.

The programs help students sharpen their digital communication abilities while working and learning collaboratively. Discover more about how such a program can prepare you to be a leader and a change-maker in organizations and the world.

In 2020, when restrictions and health concerns during the COVID-19 pandemic made office visits to healthcare providers difficult, many healthcare organizations implemented a major change in record time: They set up systems for more providers to be able to see patients over video links. Telehealth visits for Medicare patients during that year increased 10 times over the previous year, according to the U.S. Government Accountability Office.

This rapid response to the sudden and unexpected increase in the need for telehealth visits is an excellent example of effective change management in healthcare, says Kim Brown-Jackson, PhD, DBA, teaching faculty at Claremont Lincoln University.

“How do you get an organization to move along with you to make changes?” she says. Studies have found that up to two-thirds of projects in healthcare involving a large-scale change fail due to problems with planning, motivating workers, and communication.

However, employing a strategic approach to change can help organizations avoid or overcome such problems, Brown-Jackson says. Combining management theories with her own experience, she offers several strategies for how to successfully execute change on an organization-wide scale.

Understanding Change and Innovation in Healthcare

At the heart of many healthcare changes are innovations. People tend to think of innovations as technical, such as those related to new equipment or procedures. But even technical innovations generally demand organizational innovations as well.

In banking, for example, the advent of automated teller machines made banking much more convenient for customers, but it required redesigning the jobs of tellers.

Similarly, the advent of telehealth visits required managing changes in healthcare operations. “You still have the same requirements for the standards of care, but the delivery is different,” Brown-Jackson says. “What does it look like to be able to deliver healthcare in a different way than we did in the past?”

Another current example of innovative change in healthcare, she says, is the switch from provider-focused healthcare delivery to patient-focused healthcare delivery. Healthcare organizations are involving patients more in their treatment decisions and adopting new methods of reimbursement, such as basing payments on the health outcomes patients experience rather than on the medical procedures facilities provide.

Change, Culture, and People

When a strategy for change management in healthcare fails, Brown-Jackson says, the culprit is often a culture that hasn’t been sufficiently prepared for carrying out the changes.

Healthcare facilities need to ensure that their staff not only buy into the changes but are prepared to execute them successfully. “Maybe a hospital wants to become a magnet hospital, which means you have a certain level of requirements that all of your nurses have to meet,” she says. “If you haven’t gotten them certified, you might find that you’ve left people behind.”

The solution to this problem is to involve people at all levels in the process of making the change from the start. Brown-Jackson suggests several strategies.

• Communicate clearly what the change is about and how it will be executed.
• Explain how the change will benefit workers as well as the organization. “What’s in it for them?” Brown-Jackson says. “That’s how you get them to move along with you.”
• Arrange training and continuing education if workers need higher-level skills to implement the change.
• Involve employees in designing and implementing the solutions to organizational problems. “You find the person who works closest to the problem, and you empower them to be able to help you,” she says. “They have some of the best ideas.”

Another key change agent is the champion, she says. When a leader can’t devote their full attention to making a change happen, they can delegate someone else to play that role.

“The champions are a level below the senior leader,” she says. “They’re the people who are most connected, and they’re able to advocate on your behalf for whatever change you need to implement.”

Change Strategies Beyond Healthcare

When managing a change in healthcare, leaders shouldn’t limit themselves to models from healthcare, says Brown-Jackson. In recent years, healthcare systems have successfully adapted operations management principles from manufacturing.

Brown-Jackson herself is certified in Six Sigma, a methodology for continuous quality improvement first developed for Motorola. It maps and measures processes, gathering data to detect variations and steadily reduce defects and mistakes.

In an earlier job, she applied Six Sigma principles in the Biomedical Services division of the Red Cross, where the goal was to improve the manufacturing and delivery of blood products.

“Our goal required our business structure to be different,” she says. “We had to implement a system that has all of the checks and balances that you need for quality management.”

Her far-reaching program included the following:

• Conducting root-cause analyses to identify causes of problems and possible solutions
• Setting performance metrics to spot defects and track improvements over time
• Setting benchmarks based on those at other high-quality organizations
• Training and certifying staff in new standards and operations.

Staff training took time, but it paid off by making the goals clear to all participants. “They didn’t just throw you in the deep end without knowing what you needed to do,” she says. “Everyone at different levels of the strategy were also able to come together and talk the same language.”

Teaching Change Management in Healthcare

To be equipped to manage change in today’s complex healthcare systems, Brown-Jackson recommends professionals earn a master’s in healthcare administration. In the Master of Arts in Healthcare Administration (MHA) at Claremont Lincoln University, Brown-Jackson covers topics like quality management, which overlaps with many areas of organizational change.

She orients her lessons toward changes her students — many of them working professionals — are already trying to manage in their jobs. She encourages them to share their problems, so they can get feedback from both her and their fellow students.

Brown-Jackson describes her teaching process as andragogy. It’s a participatory style of teaching aimed at self-directed adults who measure what they’re learning by actively trying it out. She contrasts it with the more traditional pedagogy, in which students passively receive information and take tests on it.

In andragogy, she says, “you learn about the theories or conceptual frameworks, and you can try to apply them in real time. You actually can put it into practice.”

Learn More About Change Management and Healthcare Administration

Managing change in a modern healthcare system is a complicated endeavor with many facets, ranging from the technical to the cultural. Enrolling in a degree program like the online MHA program at Claremont Lincoln University can help professionals develop the in-depth knowledge and experience needed to manage the multiple aspects of change.

Covering a wide variety of key management topics, the program is delivered in an online format, allowing students to learn on their own schedules while continuing to work at their current jobs.

Explore how the MHA program at Claremont Lincoln University can help prepare you for making changes and innovations to better care for patients in the world of healthcare.

As of 2022, roughly 964,000 individuals were working in public policy and social services, according to the U.S. Bureau of Labor Statistics (BLS). This field includes human services and community organization, public administration, and social work. When considering a career in public service or policy analysis, choosing the right graduate degree is pivotal to meeting your career goals.

Master of Public Policy (MPP) and Master of Public Administration (MPA) programs are the most common advanced degree options for individuals who are passionate about working to influence public policy. While both programs share a goal of improving society, the MPP and MPA have key differences. For example, public policy programs focus on using data analysis to develop policies, while public administration programs prioritize teaching leadership skills to impact change that affects communities. Understanding these distinctions will help you decide which degree program is best suited for your career plans.

What Is a Master of Public Policy?

An MPP is an advanced degree that focuses on examining, researching, and solving public policy issues. Public policy encompasses the decisions and actions that governments take to address public concerns. Governments can choose to oppose or proceed with an issue or a problem, but either decision affects society. Ultimately, their role is to create policies that best serve the interests of the public.

Examples of public policy issues are education reform, affordable housing, immigration, climate change, and criminal justice reform. On a local level, public policy may refer to developing changes to fire codes, traffic regulations, building inspections, and street repairs.

What Is a Master of Public Administration?

While MPP degree programs center on evaluation, analysis, and research, MPA degree programs focus on day-to-day management and leadership activities that oversee policy implementation. These broad programs train students to understand matters such as organizational behavior, accounting, budgeting, public law, information technology (IT), and policy analysis.

MPP vs. MPA Similarities

In comparing the master’s degree programs, some clear commonalities emerge.

Duration

Each program can be completed in about two years of full-time study. Any program duration exceeding two years may be due to summer capstone projects or additional credit hours required for an area of concentration. To accommodate working students, many schools offer online and part-time schedules, which may slightly alter the program duration.

Commitment to Public Service

While their areas of emphasis may differ, both MPP and MPA programs are rooted in improving public access to needed resources and creating positive change through policy. Both degrees use fields of study such as political science, sociology, and economics to influence various public service challenges.

Preparation for Emerging Trends

Both programs prepare graduates to work in various related industries. Whatever the industry, graduates may face common challenges, such as cybersecurity. To combat modern challenges, many programs integrate coursework like risk management and scenario building that involves solving complex social problems.

MPP vs. MPA Differences

Job opportunities, coursework, key skills, and areas of focus set the MPP and MPA programs apart.

Curriculum

The MPP curriculum usually centers on advanced research methods used to create, evaluate, and implement public policy. Common courses include qualitative research methods, ethics, policy analysis, population methods, data analysis, and statistics.

As MPA programs focus on helping students build their leadership skills, coursework is often geared toward problem-solving, strategy, communication, sustainability, and program management. Students also take courses in civic engagement, policy development, urban sustainability, public finance, and strategic communication.

Career Outcomes

With an MPP degree, graduates may seek employment in the private, nonprofit, and government sectors. Consulting, research, and self-employment also offer an opportunity to help develop and influence policy. Common MPP job titles include the following:

• Government relations manager
• Program analyst
• Assistant professor
• Legislative aide
• Community outreach manager

By contrast, a master’s degree in public administration prepares students for leadership and managerial roles that involve supervising operations, executing policies, and ensuring that work meets organizational goals. They may also work for governmental agencies, as well as for-profit and nonprofit organizations. Common MPA job titles include the following:

• Policy analyst
• Budget analyst
• Healthcare administrator
• City manager
• Public affairs director

Start Your Public Service Career With a Master’s Degree

When deciding between an MPP and an MPA, individuals should consider their career goals, skills, and personal interests. Both degrees focus on public service, but they differ in focus and career pathways.

At Claremont Lincoln University, students can begin their public service careers by earning an online MPA. The fully online program features an asynchronous learning format that offers flexibility to working students. With full-time enrollment, the MPA program can be completed in about 13 months; with part-time enrollment, 26 months.

CLU offers four areas of concentration: Advanced Management and Leadership in Complex Systems, Sustainable Communities through Public Service, Advanced Practices in Public Finance, and Strategic Innovation for Collective Impact.

Learn how CLU can help you reach your goal of a public service career.

According to a 2024 report published by the Administration for Community Living, it’s anticipated there will be 78.3 million people in the U.S. aged 65 and older in 2040. This will be a dramatic leap from 2022 when 57.8 million people fit that demographic. The report also projects there will be 13.7 million people aged 85 and older in 2040, more than double 2022’s population of roughly 6.5 million.

This data highlights the fact that Americans are living longer, a victory for medicine, healthcare, and science. It also represents a unique challenge for those in the long-term care field, as the projected growth in the population of older Americans will likely yield an increasing need for long-term care services.

Professionals interested in helping to meet this need may be considering a career as a long-term care administrator. It can be helpful for them to examine the duties of the role and the steps they can take to pursue it, including earning an advanced degree such as a master’s in healthcare administration.

The Long-Term Care Administrator Role at a Glance

Also known as nursing home administrators, long-term care administrators manage and coordinate the daily operations of living facilities that deliver some form of care to their residents. These facilities include retirement communities, assisted living facilities, and nursing homes. The role differs from that of a hospital administrator in that it focuses on the specialized needs of individuals who live in the facility where they receive care.

Long-term care administrators’ responsibilities include the following:

• Overseeing a facility’s clinical, managerial, and janitorial teams to ensure cohesion
• Working closely with clinical staff to develop and maintain each resident’s personalized care strategies
• Ensuring the facility is in compliance with all regulations
• Developing and training staff
• Designing the facility’s budgets
• Acting as the facility’s chief representative to groups such as the general public, the facility’s board of directors, and the residents’ families

The primary goal of long-term care administrators is to provide high-quality care to residents in a comfortable environment. The way this goal is executed can vary based on the type of care being provided. For instance, a nursing home administrator may need to employ a more hands-on approach to residents’ care, whereas a retirement home community administrator may focus on strategies that allow residents to have more independence.

Because these facilities operate on a 24-hour basis, long-term care administrators may need to be prepared to work evenings, weekends, and holidays.

How to Become a Long-Term Care Administrator

The first step toward becoming a long-term care administrator is to earn a bachelor’s degree, most commonly in business management or healthcare. Earning an advanced degree, such as a master’s in healthcare administration degree, can help aspiring administrators deepen their knowledge of the business side of healthcare while fortifying their leadership and communication competencies. It may also help expand their potential career opportunities, as some facilities may make an advanced degree the educational requirement for professional consideration.

Prospective long-term care administrators also need to gain professional experience in the healthcare industry to qualify for the role. Many long-term care facilities have entry-level positions that can help individuals cultivate the organizational, communication, and leadership competencies critical for success in the profession.

All long-term care administrators must be licensed in their state of practice. The most common license within the field is the nursing home administrator (NHA) license offered by the National Association of Long Term Care Administrator Boards. Specific licensure requirements vary by state, so individuals need to familiarize themselves with the requirements in their intended state of practice prior to pursuing the role.

Long-Term Care Administrator Salary and Job Outlook

According to Payscale, the median annual salary for long-term care administrators is $88,300 as of December 2024. Several factors can influence the precise salary an individual receives in the role, including their level of education, years of experience, facility type, and job location.

The U.S. Bureau of Labor Statistics (BLS) includes the long-term care administrator role within the medical and health services manager category. The BLS projects 29% job growth for the category between 2023 and 2033. This means the job outlook is very promising for long-term care administrators in the coming years.

Prepare to Make a Difference

Long-term care administrators do more than manage a facility. By ensuring that residents are treated with respect, empathy, and compassion, these professionals can help individuals have the best experience possible in the later phase of their life. This can make the position very rewarding.

Enrolling in Claremont Lincoln University’s online Master of Arts in Healthcare Administration program can help you get ready to take on this role with confidence. With courses in quality management, accounting, and strategic communication, our 100% online program can help you cultivate the practical skills and theoretical knowledge needed to improve care in healthcare organizations, all while honing your leadership style.

Learn how CLU can help prepare you for success.

In 2022, there were about 7.49 million public administration workers, according to Data USA. What is public administration? In broad terms, it’s the management of resources and services used by the public. More specifically, it involves planning, coordinating, and overseeing government operations.

Whatever the size of the government office, public administration is crucial. Whether it’s developing policies or navigating bureaucracy, this diverse field is a combination of politics, law, and public service. Leaders in public administration act on behalf of communities to ensure that public services are implemented effectively.

A Master of Public Administration (MPA) degree is the ideal educational foundation for those interested in a career leading public policy efforts and streamlining government functions. Graduates of MPA programs learn how to manage public sector organizations and work in a wide range of jobs at the local, state, and federal levels.

Why Is Public Administration Important?

Public administration is important because it involves decisions that directly impact communities. These administrators use their leadership, analytical, and problem-solving skills to enhance public services, address social challenges, and help communities achieve better quality of life. Public service improvements can include implementing health programs, expanding public housing, overseeing infrastructure projects, addressing environmental protection efforts, and ensuring access to quality education.

Common Career Paths

Part of understanding what public administration is involves knowing what you can do with a master’s degree in public administration. As public administration is such a broad field, professionals can work in areas such as public policy, human resources (HR), government, consulting, and even the private sector.

Common careers include the following:

• Administrative services manager
• Urban planner
• City manager
• Grant writer
• Policy analyst
• Public works manager
• Lobbyist
• Program administrator
• Director of transportation
• Data analyst
• City budget analyst

Current Trends in Public Administration

As societal needs change, public administration evolves. The following emerging trends are likely to influence how administrators conduct their duties in the future:

• Technology and Artificial Intelligence: With increasing reliance on digital platforms and AI, technical skills are likely to be in high demand. For example, public finance projects may require workers to learn new accounting software or presentation tools. Investing in technology training may streamline tasks, saving time and money.
• Grant Compliance: Some experts are seeing an uptick in the need for more accurate reporting and tracking of grant funding. This is crucial, as noncompliance can impact the availability of funding for public resources.
• Financial Transparency: Due to past issues with political bribes and public scrutiny of finances, financial transparency has emerged as a key element of public administration. Organizations may need to collaborate with financial services professionals to ensure timely reports on the use of public funds.

Necessary Skills for Public Administration

Graduates of master’s degree in public administration programs develop several skills that prepare them for the workforce. Some are general, such as communication and decision-making, while others relate to specific responsibilities, such as financial administration. Here are some core skills for the field:

• Leadership: Public administrators oversee people and projects, so strong leadership skills are pivotal to making decisions in areas such as strategic planning, public finance, and program development.
• Adaptability: Public administrators are likely to interact with everyone from mayors to private citizens. Adaptability ensures that they stay productive while balancing their duties.
• Ethical Judgment: Public administrators must prioritize their communities’ needs without concern for their own personal or political benefit.

Other useful skills include creativity, teamwork, empathy, and patience.

Tips to Staying Current on Public Administration Knowledge

Public administrators can stay informed by networking with fellow policymakers, subscribing to government newsletters for the latest policy changes, and participating in conferences.

Obtaining certification in urban planning or public policy can also enhance their career prospects and knowledge of the field. Staying abreast of the latest public administration news doesn’t need to be limited to those working in the field — community members are also welcome to subscribe to government bulletins and attend city council meetings.

How to Get Started in Public Administration

Having defined what public administration is, you may wonder how to get started in the field. An MPA degree program can prepare you for various leadership positions in nonprofit, private, and government public organizations.

MPA programs offer courses such as public leadership and governance, policy development, and program management that help students enter the public administration field with strong administrative, strategic thinking, and managerial skills. In addition, students can gain specialized knowledge in diversity, equity, and inclusion (DEI); urban sustainability; and civic engagement to communicate to diverse audiences and solve complex and relatable challenges through innovative policies.

Students can complete Claremont Lincoln University’s online MPA on a full-time (13 months) or part-time (26 months) basis. The 36-credit program includes a choice of four areas of concentration and a capstone project. Students build various skills, including policy development, equitable solutions, strategizing, and coalition building.

Find out how CLU prepares students for public administration careers.

Organizational development (OD) specialists play a pivotal role in improving organizations’ effectiveness by assessing and transforming their structures, processes, and culture. A professional operating in this realm focuses on aligning an organization’s goals with its workforce capabilities, enabling a productive and harmonious work environment.

The significance of organizational development has grown substantially in recent years. Organizations are increasingly recognizing the need for specialized expertise to navigate complex challenges, implement change management strategies, and cultivate a culture of continuous improvement. This trend underscores the key role of an organizational development specialist in helping an organization achieve success.

Professionals interested in a career as an organizational development specialist should look into the responsibilities, expectations, education, certifications, and overall career outlook for the role to gauge if this path is right for them.

What Is an Organizational Development Specialist?

Organizational development specialists focus on enhancing their organization’s effectiveness by improving its workplace culture, employee performance, and overall operations.

OD specialists uncover organizational challenges, design development programs, and implement strategies that result in lasting and positive change. They work to create a proactive work environment, boost employee engagement, and ensure alignment between the organization’s goals and the capabilities of its workforce.

Through optimizing internal processes and promoting continuous improvement endeavors, OD specialists help their organization increase its productivity and adaptability, which ultimately contributes to its long-term growth and success. Their efforts help build motivated, high-performing teams that are committed to achieving their targeted goals and objectives.

Typical Job Duties

Organizational development specialists have a range of responsibilities that center on improving their organization’s performance and supporting its goals. Their duties involve evaluating current processes, implementing growth strategies, and promoting effective communication and leadership strategies within the organization.

Following is a list of typical tasks OD specialists are charged with:

• Conducting assessments of organizational needs
• Developing and implementing training and development programs
• Designing and supporting change and transformation projects
• Evaluating employee engagement and performance metrics
• Consulting with leadership teams to align organizational strategies with business targets
• Managing conflict resolution and improving communication within the organization

Steps to Become an Organizational Development Specialist

Becoming an OD specialist requires a combination of education, experience, and skills development; obtaining a certification also may be helpful. Here are the key steps to pursue a career in this field.

Obtain Relevant Education

A solid educational foundation is essential to qualify for this role. Most employers prefer applicants to have a bachelor’s degree in human resources, business administration, or psychology.

Earning an advanced degree such as a master’s in human resources management or a master’s in organizational leadership can significantly expand a candidate’s career prospects.

In addition to formal education, pursuing online courses and workshops can supplement a candidate’s basic knowledge and enhance their qualifications.

Gain Practical Experience

Experience in internships or in entry-level roles, such as human resources assistant, training coordinator, or business analyst positions, is a good first step when entering the field. Gaining hands-on experience in human resources, management, or employee training will provide individuals with a strong background in organizational operations.

To advance in the field, aspiring OD specialists can take on leadership roles within HR development programs or consider consulting to expand their skill set.

Pursue an Optional Certification

Professional credentials such as the certified professional in talent development (CPTD) credential, a Society for Human Resource Management (SHRM) certification, or a change management certification are valuable in the organizational development field.

Obtaining a certification can serve to enhance a professional’s credibility, improve their career prospects, and demonstrate expertise to potential employers.

Develop Key Skills

To succeed as an organizational development specialist, individuals must develop a range of key skills, including:

• Communication and interpersonal skills
• Analytical thinking and problem-solving skills
• Project management and leadership capabilities
• Familiarity with organizational assessment tools and methodologies
• Conflict resolution and coaching skills

Build a Network and Stay Updated

Networking is key to advancing a career in organizational development. OD professionals can engage with members of professional organizations, attend conferences, and participate in workshops to build connections in the field.

Additionally, staying up to date on trends in areas such as agile management and employee well-being will ensure an individual’s skills remain relevant and aligned with the latest OD best practices.

Salary and Job Outlook for Organizational Development Specialists

Understanding the salary and job growth potential is important for anyone considering a career in this field.

Salary

According to the U.S. Bureau of Labor Statistics (BLS), the median annual wage for training and development specialists (including OD specialists) was $64,340 in 2023.

Professionals with advanced degrees or extensive experience often earn higher salaries than others in the field, particularly in large enterprises or high-demand industries, such as manufacturing and technology.

Factors that influence salaries include:

• Education level
• Years of experience
• Employer size and industry
• Geographic location, with major metro areas like New York, Chicago, and San Francisco having higher median salaries

Job Outlook

The job outlook for organizational development specialists and other training and development specialists is promising. The BLS projects the profession will grow by 12% between 2023 and 2033, which is much faster than the average growth projected for all professions.

Industries expected to increase hiring for these roles include:

• Healthcare: This growing field is always in need of workforce development and compliance training professionals.
• Technology: As businesses adapt to rapid changes, they need effective employee management strategies.
• Manufacturing: Optimizing workforce performance and boosting operational efficiency requires trained experts in organizational development.
• Consulting: Organizations are seeking external expertise to manage change and grow a deep bench of talent.

Additionally, there is growing demand for OD specialists in corporate restructuring, mergers and acquisitions, and employee engagement as companies place an emphasis on increasing their productivity and adapting to shifting global business landscapes.

Take the Next Step on a High-Growth Career Path

Becoming an organizational development specialist requires a clear path of education, practical experience, and skill development.

Earning the right degree while developing skills in areas such as communication, leadership, and problem-solving can set you up for success.

Now is the time to learn more about the online Master of Arts in Human Resources Management program at Claremont Lincoln University. Our program offers students the skills they need to serve as strategic partners within an organization, lead high-performing teams, and thrive in dynamic workplace settings.

You’ll benefit from coursework related to the strategic role of HR in an organization, total rewards, and analytics and insights.

Find out how CLU can help you reach new heights and create meaningful change in an organization.