The Many Hats of Small Nonprofit Leadership
How Nonprofit Leaders Can Juggle It All (Without Losing Their Head)

If you run a small nonprofit, you probably have more titles than you can fit on a business card. Executive Director. Fundraiser. HR Manager. Social Media Guru. Event Planner. Problem-Solver-In-Chief.

You are wearing all the hats — and while that’s part of what makes your work exciting, it can also make you feel like you’re spinning in circles. So how do you keep everything moving without burning out?

Here are a few lessons that might help.

1. You Can’t (and Shouldn’t) Wear Every Hat Forever

When you’re the founder or ED, it’s easy to believe you have to do it all — because for a while, you really did. But as your organization grows, so do your responsibilities. Some hats just don’t fit anymore.

Ask yourself: which roles truly need you? Maybe that’s fundraising and relationships. The rest? Start planning how to share or delegate them. Growth happens when you stop trying to be everyone at once.

2. How to Know When It’s Time to Hire Help

Hiring your first (or next) employee can feel like a giant leap. But if you’re juggling too much, missing deadlines, or turning down opportunities because you’re out of hours in the day, it’s probably time.

You’re ready to hire when:

• You’re consistently working beyond capacity.
• You can fund a position for at least a year.
• Your time is being eaten up by tasks someone else could do.
• Your mission’s impact is suffering without more hands.

If full-time feels scary, start small—try part-time, contract, or even share staff with another nonprofit. The goal is to grow sustainably, not suddenly.

3. Hire for Heart, Not Just Skill

In a small nonprofit, everyone wears multiple hats. That means flexibility and passion matter as much as experience. Find people who believe in your mission and aren’t afraid to jump wherever needed.

Be honest, the job isn’t always tidy — but it’s meaningful. The right person will see that as a perk, not a problem.

4. Build a Team You Can Trust

Delegating isn’t about offloading — it’s about empowering. Give your staff ownership, ask for their ideas, and let them run with things. When people feel trusted, they take pride in their work, which frees you up to focus on leading rather than micromanaging.

5. Don’t Forget the Hat That Keeps You Going: Self-Care

Your organization can’t thrive if you’re running on fumes. Take time to recharge, connect with peers, and celebrate small wins. Leading a nonprofit is a marathon — not a sprint in four-inch heels.

You’ll always wear many hats as a small nonprofit leader — that’s part of the deal. But the real skill is knowing which hats to keep, which to share, and when to pass one on to someone new. You don’t have to do it all to make an impact — you have to lead in a way that lets others wear some of the hats with you. 

When hiring your first employee or expanding your team, read the 2026 Nonprofit Compensation & Talent Strategies Report. It provides median national and regional salaries for leadership and operational roles in small nonprofits with budgets of less than $2 million and $2.1- $10 million, as well as recruiting and retention insights to help you effectively compete for talent.