Welcome to the 2nd episode of a 2-part series on what CEOs & EDs are thinking but rarely say out loud.
The purpose of these episodes is to shed light on the common challenges and adversities leaders like you are facing in a time like now.
If you missed the first episode, go back to CultureCARES.com/18.
Decoupling Leadership from Self-Sacrifice
A common thread across the industry are these thoughts:
“I’m catapulting towards burnout.”
“The hours are crazy.”
“Having really good boundaries is so important, but I’m struggling with this.”
And the one that really cut through – “How long do I personally have to sacrifice my health to get the work done?”
Let’s address burnout head-on.
It does not usually arrive with fanfare. It creeps in through longer days. Shorter patience. Less margin for a personal life.
You still show up. You still function well on the outside. But the internal cost rises.
When people confided in me that they know they should have healthy boundaries, but they struggle, I get it.
Most missions are so urgent in the social impact sector, that some feel selfish not giving it their all 110%.
So it is not a discipline failure.
Burnout happens when responsibility levels expand faster than structure does. Let me say that again – Burnout happens when responsibility levels expand faster than structure does.
When I listened to these leaders, I did not hear incompetence.
I heard thoughtful, committed professionals carrying cumulative strain inside systems that were not designed for long-term sustainability.
And that distinction matters.
Because when strain becomes chronic, leaders begin to internalize it.
If staff are tired, maybe I failed them. If the board is misaligned, maybe I’m not persuasive enough.
If the hours are long, maybe I’m not efficient enough.
If uncertainty feels destabilizing, maybe I’m not steady enough.
But I want you to think about this way – what if the pattern is not personal deficiency, what if the pattern is systemic overload?
In hearing about imposter syndrome, I want to underscore there is a difference between:
· Being inadequate vs. overwhelmed.
· Being unqualified vs. under-supported.
· Being incapable vs. operating without structural relief.
You are not alone in this. The research made that unmistakably clear.
And as I mentioned, I can relate to you on so many levels.
Stop Asking “Am I the Right Person?” and Start Asking “What Does This Stage Require?”
There was a season in my ED days where I believed I was the wrong person in the job.
I was the founder. We were about five years into growth. The early scrappiness had worked as a startup. The passion had carried us far. The community relationships were strong.
But growth changes the game.
The budget grows.
The team expands.
The complexity multiplies.
And somewhere in that shift from startup to growth, I started assuming there must be smarter leaders out there.
I really did not want to fall prey to Founder’s Syndrome.
So I decided to replace myself. I searched for…
Leaders who knew how to scale more efficiently.
Leaders who understood systems at a level I didn’t.
Leaders who would move faster, make sharper decisions, and accelerate impact.
It didn’t feel dramatic at the time. It felt responsible.
So twice — two separate times — we hired an Executive Director to replace me.
Why? Because I didn’t believe in myself enough.
If I’m honest, that belief was fueled by a massive amount of imposter syndrome. I didn’t call it that then. I called it “stewardship”.
I thought I was getting in the way of progress. And underneath the fear, I didn’t trust myself to navigate the new challenges of growth and change.
And here is what happened.
Both leaders I brought in were good people. Capable in their own right. Strong in some areas where I was not. They brought skills I respected.
But the result was the same – the organization wilted under their leadership.
In fact, what became clear over time was this: The issue had never been that I was the wrong person. The issue was that we had not yet redesigned the system to accommodate the next phase of growth.
So both times, I stepped back in. The second time, I did something differently.
Instead of asking, “Am I the right person?” I started asking, “What does this stage require from me?” And I turned to my mentor for help.
Facing the Headwinds: Why Culture is Your Best Shield
I stopped replacing myself and started redesigning the culture. I surrounded myself with people I trusted whose strengths complemented mine.
I worked with the team members who were exceptional in operations, in fundraising, in execution…leaders in their own right who did not think like me and didn’t need to.
We clarified roles. We rebuilt culture intentionally. We made hard financial decisions.
We faced the headwinds directly instead of quietly absorbing them.
And together, we successfully implemented 2 simultaneous turnarounds – cultural and financial.
Culture was the #1 system to fix, and then financial growth & health followed.
That’s what I see over & over again with my clients. When funding declines, protect the culture at all costs.
What I learned was that when I doubted myself, the answer is not always replacement. I tried that 2x and it didn’t work.
So when imposter syndrome hits – take a pause to evaluate the root cause of problems. Slow is smooth. Smooth is fast.
If you feel like you are catapulting toward burnout — if you feel stretched thin, reactive, or unsure in ways that are new for you — that is the moment to pause and seek outside support.
Because when you are inside the pressure every day, it becomes very hard to see it clearly.
You know the saying – what is it? – a fish cannot see the water it is swimming in.
When you are immersed in complexity, there are always blind spots holding you back.
The Value of an Outside Perspective
External mentorship was one of the best decisions I ever made as a nonprofit CEO.
My mentor was Rich Male — an extraordinary community organizer and founder of multiple organizations. He had a way of asking questions that widened my lens. He did not fix my problems for me. He helped me see them differently.
That distance — that outside perspective — changed how I led.
It strengthened my clarity.
It strengthened my courage.
It strengthened my confidence.
Rich taught me the difference between a leader and a manager. And that is exactly why I now offer 1:1 strategic mentoring through my Culture CARES Accelerator.
I know what happens when a capable leader gets perspective at the right moment. Leadership courage, clarity, and confidence are not personality traits. They are strengthened through reflection, support, and structure.
And your health, your well-being, and your long-term sustainability depend on them. That is why I care so deeply about this work.
Because no leader should have to carry this level of complexity and responsibility alone.
Getting back to my personal research project from last year…what I saw mirrored in every conversation was this: The leaders struggling with imposter syndrome are not failing. They are normal, and every CEO and ED can benefit from support from someone whose been in their shoes.
So if you have thought:
“I need to be better for my organization.”
“I feel like I am not the leader my organization needs.”
“I’m struggling with difficult conversations.”
“I want everyone on the same page.”
Those are not personal failures. Those are signals that you may need upgraded skills or a leadership identity glow-up.
Why Your Growth Mindset is Your Greatest Asset
If you’ve made it this far, thank you for listening.
This episode is not about solving everything today. It is about humanizing the nonprofit leadership experience, so you don’t feel alone.
It is about helping you understand that these feelings or insecurities are normal when you are humble.
If you are listening to this podcast, you have a GROWTH MINDSET, and I am so proud of you for that.
I believe that with a growth mindset, anything is possible, and you can walk through any adversity.
So, before you think the answer is to quit and replace yourself, please pause.
I invite you to schedule a Burnout to Boundaries session with me. You can find the link in the show notes. Or go to CultureCARES.com and click on Burnout to Boundaries.
After working with one of my mentoring clients, she shared:
“I struggled with self-doubt and felt unsure how to grow as a leader. After just a few sessions with Marcia, my confidence soared.
Marcia connects on a deeply human level, quickly identifies core challenges, and offers insights tailored to my goals. Each session is a supportive space where vulnerability is welcomed, and growth is tangible. I leave every conversation feeling empowered, focused, and fully equipped to perform at my best.”
Consider that you may be in the right role and just need a stronger support system around you to protect your own health & well-being as you work towards a mission you care about.
If these 2 episodes resonated, please share with a CEO or ED colleague. CultureCARES.com/18 and CultureCARES.com/19
Always remember you are meant for great things, and you don’t have to burn out to prove it.
Thank you, and see you next week.