It's time we reframe the micromanaging conversation. When used purposefully, micromanaging provides guardrails for growth - it's intentional, time-limited, and milestone-driven. The problem isn't micromanaging itself, but continuing to closely manage someone who already has the skills for the task.

That team meeting where everyone smiles politely while tensions grow? After two decades working with organizations, I've learned what we avoid discussing doesn't disappear—it festers. Teams spend 42% of their time managing conflict instead of core work. The solution? Learning to navigate challenging dialogue.

When my 41-year-old son-in-law completed Army boot camp, he taught me something valuable about perseverance. In organizational change, the teams that thrive aren't those who avoid difficult conversations, but those who develop the skills to persevere through them—creating stronger bonds and breakthrough solutions.

Throughout my career, I've discovered that when I'm feeling stuck or have a long-desired goal that keeps getting postponed, working with a coach provides the momentum I need. A skilled coach offers objective insights and practical guidance that could otherwise take years to discover on your own.

The key to feedback mastery lies in self-awareness. By getting "clean and clear" on your own emotions before delivering feedback, you transform potentially difficult conversations into opportunities for growth and trust-building. In today's competitive landscape, this skill isn't just nice to have—it's essential for success.

When board members show up but don't engage, avoid fundraising, or meddle in operations, it signals your nonprofit is outgrowing its "working board" structure. Through strategic planning and honest dialogue, you can facilitate the necessary transition to a "governing board" that better serves your current phase of development.

I used to dread feedback too—feeling criticized rather than empowered. But avoiding feedback creates ripple effects: problems fester, trust erodes, and resentment builds. Learn how the Navigating Challenging Dialogue® approach transforms feedback from a source of anxiety into a powerful tool for growth.

Is your nonprofit struggling with disengaged board members, fundraising resistance, or operational meddling? These challenges often signal it's time to evolve from a "working board" to a "governing board." Learn how strategic planning can facilitate this critical transition for your organization's sustainability and impact.

Is your nonprofit board struggling with disengagement, fundraising reluctance, or operational overreach? The solution might lie in recognizing which growth phase you're in. I've helped dozens of organizations navigate the delicate transition from "working board" to "governing board." Here's how.

Is your strategic plan collecting dust? For most leaders, the answer is yes. But what if your plan could be the ultimate tool for setting expectations, creating transparency, identifying resource gaps, and actually hitting your goals? Let me show you how to transform your strategic plan from forgotten document to powerful leadership asset.

Struggling to genuinely celebrate colleagues' success? Discover positive empathy—your untapped superpower for workplace transformation. Unlike basic empathy, it creates stronger bonds by allowing us to share in others' joy. Learn how Navigating Challenging Dialogue® creates the perfect conditions for positive empathy to flourish.

The current system forces nonprofits to constantly create new programs to attract funding rather than sustaining proven core programs. Making organizations jump through hoops with excessive reporting negatively impacts innovation, collaboration, and impact.

Without specific spending timelines, leaders can be more thoughtful and intentional. And contrary to fears, 75% of recipients found Scott's gifts actually enhanced their credibility with other donors.

Struggling with tough conversations at work? You’re not alone. Divisive opinions are making teamwork harder, and leaders are feeling the strain. But there’s a better way. I can show that using Navigating Challenging Dialogue (NCD) helps teams build trust, communicate effectively, and move past conflict.

Donors love the new and visible—think hospital lobbies over essential medical services. But as government funding fluctuates, nonprofits must rethink how they communicate their impact. This isn’t just about raising more money. It’s about shifting how we communicate impact to deepen donor commitment and sustain the work that matters most.

Tired of hearing “My board won’t fundraise” or “Staff doesn’t get that fundraising is everyone’s job”? You’re not alone. Many nonprofit leaders struggle with this. The key? Shift from fundraising (just asking for money) to fund development—a strategic, organization-wide approach that engages everyone.

Ever walked out of a strategy meeting wondering why you even showed up? You came prepared, ready to contribute—only to feel like your input didn’t matter. Too often, strategic planning feels like a scripted exercise where decisions are made before real conversations happen. That’s why I take a different approach: Facilitated Strategic Dialogue.

Getting passed over for a promotion—especially when you have to work with the person who got the job—can be tough. It stings, and the instinct to walk away is real. But before making any big moves, consider this: how you handle this moment says a lot about your leadership.

Applying to internal positions carries professional risk, and how rejections are handled matters. Without thoughtful communication, employees can lose trust, engagement, and even their desire to stay. What can managers do?

I'm taking a pause from my regular weekly email content to speak from the heart. At Beth Wonson & Company, we stand with the many who feel confused, disheartened, and deeply concerned about the turmoil unfolding in our country.

Have you ever been the internal candidate for a position? If so, you know that it’s not a guaranteed win. Your entire workplace history—every success and every misstep—comes with you into the interview. External candidates, on the other hand, often get a clean slate. How you handle conflict, communicate, collaborate, and lead all shape how you’re perceived when promotion time comes.