How Nonprofit Leaders Can Prevent Burnout, Build Trust, and Take Back Their Time
In the nonprofit world, leaders often carry a heavy emotional and operational load. Balancing the mission with limited resources, constant fundraising, and people management can easily lead to burnout. According to leadership coach Jen Reckla, avoiding burnout isn’t just about taking breaks—it’s about creating boundaries, building trust, and leading from a place of authenticity.
During her conversation with me on The Influential Nonprofit, Jen shared actionable strategies that help mission-driven leaders feel more connected, capable, and balanced—even when demands are high.
Spotting the Early Signs of Burnout
Burnout doesn’t happen overnight. Jen explained that one of the first steps to preventing it is self-awareness and observing the early signs. “Pay attention to changes in tone, response times, or emotional reactivity,” she said.
Some early red flags include:
A shift in tone in written communication (short, clipped replies instead of full sentences).
Increased irritability or “snappiness.”
Overcommitment—taking on extra work to feel needed.
Perfectionism and self-criticism intensifying under stress.
Leaders should learn to pause and check in with their team when these signals appear. “Sometimes just sending a quick Slack message—‘Hey, are you okay?’—can make all the difference,” Jen noted.
Reframing Productivity and Success
One of the most powerful lessons from this episode was the idea of redefining success. Many nonprofit leaders fall into the trap of believing productivity equals worth. Jen reminds us that progress isn’t just about doing more—it’s about doing what matters most.
She uses the CliftonStrengths framework to help clients identify what drives them. For those with the Achiever strength, she suggests focusing on one meaningful goal per day rather than trying to do everything. This shift prevents burnout and helps leaders see their daily wins.
“We set ourselves up to fail when we create impossible to-do lists. We need to celebrate what we do accomplish rather than obsess over what we didn’t.”
Creating a Culture of Healthy Feedback
Feedback can make or break a team’s trust and effectiveness. In nonprofits—where people are often deeply passionate about their work—feedback can feel personal. That’s why Jen emphasizes the importance of psychological safety, a term coined by Harvard professor Amy Edmondson.
“Psychological safety means creating a space where people can be candid without consequences,” Jen explained. It’s different from trust, which is one-to-one; psychological safety is about the group’s culture.
To build this, leaders can:
Use structured feedback models like Crucial Conversations, Radical Candor, or Crucial Accountability.
Approach feedback with healthy intent—aim to strengthen the relationship, not to prove a point.
Ask specific questions rather than general ones: instead of “What did you think of the event?” try “How could we improve the registration process next time?”
Jen and I also discussed the danger of “ruinous empathy”—staying silent to avoid hurting someone’s feelings. “If you care about someone, you owe them honest feedback,” Jen said. “Silence might feel kind, but it keeps people from growing.”
Boundaries, Agreements, and Taking Back Your Time
Many nonprofit leaders believe that working late and sacrificing personal time is just part of the job. Jen disagrees. “I’ve been on too many calls with leaders crying because they’ve reached their limit,” she said. “You can care deeply and still protect your time.”
Here are some of her top strategies for reclaiming nights and weekends:
Weekly Self-Check Meetings: Spend 30 minutes every Monday reviewing your calendar. “Nope” any meetings that don’t serve your priorities.
Batch Emails: Use tools like Boomerang to pause emails and answer them twice a day instead of constantly reacting.
Calendar Blocking: Schedule focus time, creative work, and recovery time just like meetings.
Model the Behavior You Want to See: If leaders send emails at 11 PM, staff will assume they must do the same.
“Leaders set the temperature. Your actions tell your team what’s really expected.”
They also discussed reframing boundaries into agreements—focusing on what you want rather than what you don’t want. Instead of “Don’t interrupt me,” say “Let’s agree that I’ll have open office time between 2–4 PM for questions.” This shift promotes collaboration and respect.
Leading with Fun and Adventure
Leadership doesn’t have to be all seriousness and structure. For Jen, fun and adventure are part of her leadership values. “Fun brings joy to work, and adventure pushes you out of your comfort zone,” she shared. Whether it’s paddleboarding, hiking, or trying something new at work, adventure reminds leaders that growth and risk go hand in hand.
Just like my love for karaoke. “It’s not just fun—it’s an exercise in confidence and letting go of the outcome. Leadership is like karaoke; you have to be brave enough to get on stage even if you miss a note.”
The Power of Empathy and Connection
Jen and I agree that empathy is the cornerstone of authentic leadership. Leaders who listen deeply, validate emotions, and allow people to show up as themselves build stronger, more resilient teams.
As Jen beautifully put it, “When people feel seen, heard, and valued, they’re more likely to engage and contribute. That’s what psychological safety looks like in action.”
Final Thoughts
Nonprofit leadership is demanding, but it doesn’t have to drain your energy or joy. By setting clear boundaries, giving and receiving feedback with empathy, and remembering to have fun along the way, leaders can sustain their passion and effectiveness for the long haul.
“How you show up one place is how you show up every place. Lead with empathy, authenticity, and purpose—and you’ll inspire your team to do the same.”
Ready to Lead with Confidence and Clarity?
If you’re a nonprofit leader ready to prevent burnout, reclaim your time, and lead with more influence, explore Jen Reckla’s free leadership masterclass and weekly growth challenges at JenReckla.com.
And don’t forget to listen to The Influential Nonprofit for more powerful conversations with leaders who are transforming how nonprofits thrive.