http://www.nonprofitsassistancefund.org/blog/2010/02/03/the-case-for-sabbaticals/ Kate Barr shares her thoughts and insights on nonprofit management and finance Tue, 20 Jul 2010 18:34:13 +0000 http://wordpress.org/?v=2.9.2 hourly 1 http://www.nonprofitsassistancefund.org/blog/2010/02/03/the-case-for-sabbaticals/comment-page-1/#comment-32589 Kate Barr Sat, 20 Feb 2010 17:01:57 +0000 http://www.nonprofitsassistancefund.org/blog/2010/02/03/the-case-for-sabbaticals/#comment-32589 Your comments are both great illustrations from different experiences. I was also thrust unexpectedly into new responsibilities years ago when my boss had a medical event. The new roles I took on changed the way I worked from then on. By the way, I'm not working now - I'm killing time in an airport and having a great sabbatical. Cheers. Your comments are both great illustrations from different experiences. I was also thrust unexpectedly into new responsibilities years ago when my boss had a medical event. The new roles I took on changed the way I worked from then on. By the way, I’m not working now – I’m killing time in an airport and having a great sabbatical. Cheers.

]]> http://www.nonprofitsassistancefund.org/blog/2010/02/03/the-case-for-sabbaticals/comment-page-1/#comment-32071 Anne Ackerson Thu, 04 Feb 2010 14:12:56 +0000 http://www.nonprofitsassistancefund.org/blog/2010/02/03/the-case-for-sabbaticals/#comment-32071 Thank you for this post, Kate. I think the one-month sabbatical concept is a great protector against burn-out AND a terrific way to build leadership capacity among staff. About a decade ago, I left my position as the ED of a small history museum to "take a break". It took me about a year to plan it, but it became a turning point for me. Granted, that wasn't a sabbatical in the strictest sense of the word since I didn't return to my employer. I can't tell you how many colleagues of mine expressed their desire to do the same, but were afraid to make a break. A one-month sabbatical would have been the answer for many of them! Thank you for this post, Kate. I think the one-month sabbatical concept is a great protector against burn-out AND a terrific way to build leadership capacity among staff. About a decade ago, I left my position as the ED of a small history museum to “take a break”. It took me about a year to plan it, but it became a turning point for me. Granted, that wasn’t a sabbatical in the strictest sense of the word since I didn’t return to my employer. I can’t tell you how many colleagues of mine expressed their desire to do the same, but were afraid to make a break. A one-month sabbatical would have been the answer for many of them!

]]> http://www.nonprofitsassistancefund.org/blog/2010/02/03/the-case-for-sabbaticals/comment-page-1/#comment-32043 F. Luhr Wed, 03 Feb 2010 19:21:43 +0000 http://www.nonprofitsassistancefund.org/blog/2010/02/03/the-case-for-sabbaticals/#comment-32043 I like many points made in this article, but one of them really rings true with my own personal experience: "Organizational capacity is increased as the second tier of leadership takes on new responsibilities." I learned this first-hand in my past job when my Boss went out for two consecutive hip replacements over a four-month period. I would have never thought that I could "do his job" until I had to do it through necessity. I learned that I could do it and that really boosted my confidence, allowing me to go to the "higher level position" in my next/current job. Second/mid-level people are usually not given enough new responsibilities and opportunities, and I think the sabbatical option, as you said, is one that can benefit multiple segments of the organization. I imagine this would be very helpful as part of a succession planning process as well. Thanks for the interesting post. I like many points made in this article, but one of them really rings true with my own personal experience: “Organizational capacity is increased as the second tier of leadership takes on new responsibilities.” I learned this first-hand in my past job when my Boss went out for two consecutive hip replacements over a four-month period. I would have never thought that I could “do his job” until I had to do it through necessity. I learned that I could do it and that really boosted my confidence, allowing me to go to the “higher level position” in my next/current job. Second/mid-level people are usually not given enough new responsibilities and opportunities, and I think the sabbatical option, as you said, is one that can benefit multiple segments of the organization. I imagine this would be very helpful as part of a succession planning process as well. Thanks for the interesting post.

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