Gratitude gets talked about often in nonprofit leadership. It gets practiced less.
Part of that is the season we're in. Budgets are tighter. The political climate has made the work feel heavier and less predictable. And when leaders are under pressure, gratitude tends to get pushed down the list of priorities and viewed as "nice to have" instead of "necessary." Gratitude is what we get to when we are relaxed instead of expressed when we are most strained.
But, gratitude isn't a soft skill you add once the real work is done. It's part of the real work. Gratitude is the recognition that others are working around us, that we are in this together, and the systems we support can’t be delivered by one person alone. Gratitude is one of the clearest ways a leader tells the people around them: I see what you're carrying, appreciate what you do, and I don't take it for granted.
The tricky part is that gratitude doesn't look the same for every relationship. The way you show appreciation to your board will be different from the way you show it to your staff because they have different roles and functions, and contribute differently. Here's what that gratitude can look like in practice.
Five Ways to Show Your Board You're Grateful
- Name their contribution specifically, not generally. "Thanks for being on the board" is polite. "Thank you for pushing us to ask harder questions about the budget last quarter — it changed the decision" is gratitude that means something. Take a moment in a meeting to share a genuine moment where their process led to a better decision. If an individual made a difference, send them a hand written note, thanking them for using their voice or contributing above and beyond.
- Give them the full picture, not just the ask. Boards often hear from staff only when something is needed: a vote, a decision, a volunteer hour, a contribution. Give boards a reason to celebrate by sharing programmatic successes and helping them to see how their governing process contributed to a good outcome. Sharing wins, context, and the why behind decisions — not just the what — tells board members they're trusted partners, not a rubber stamp.
- Protect their time like it matters. A board member's time is one of the most generous things they give you. Well-run meetings, clear materials sent in advance, and agendas that respect the timethey've set aside all say thank you before a word is spoken.
- Publically thank the board, and give them opportunities to be in the spotlight. . Public events – whether they be fundraisers, ribbon cutting, a parent-site visit, or a legislative meeting – are opportunities to thank the board for their service and let them have the microphone for a moment. Not to be performative, but to bring an authentic story, connection, greeting, or context.
- Meet with your board members one-on-one . Nothing says thank you like your complete and total attention shared over a beverage of choice or a plate of food. This is where ideas are shared, connections are offered, and the support that springs forward naturally from conversation is most genuine. Schedule connection conversations at least once a year and make a point to help the board member feel how their contribution makes a difference.
Five Ways to Show Your Staff You're Grateful
- Notice the work no one applauds. You have an unsung hero on your team. Someone who sends the follow-up email. Covered for a colleague without complaint. Offered saintly patience with a difficult client. Let them know you see the quality of their work. Thank them. Big missions get delivered in small moments by individuals deciding to do the right thing.
- Give credit publicly and correction privately. When a staff member's idea shapes a decision, say so in the room where it happened. Gratitude spoken in front of peers carries weight that a private thank-you can't match.
- Make room for rest, not just recognition. A gift card is nice. An afternoon off after a hard stretch, offered without guilt attached, tells your staff their wellbeing matters as much as their output
- Ask what support would actually help — then offer it. Gratitude isn't always a thank-you. Sometimes it's removing an obstacle someone's been quietly working around for months.
- Let them see the impact of their work. Share the story of the family who was helped, the number that moved, the outcome that wouldn't exist without them. Staff who see the shape of their impact carry gratitude differently than staff who only see their inbox.
The Thread Underneath
Gratitude toward your board protects the relationship that governs you. Gratitude toward your staff protects the relationship that carries out the mission day to day. Both are forms of humility — an acknowledgment that none of this moves forward on one person's effort alone.
In a season that asks nonprofit leaders to hold more than usual, gratitude isn't a distraction from the work. It's what makes the work sustainable.