While serving constituents in need has always been challenging, today’s food banks face a new post-pandemic and rapidly shifting socio-economic landscape that is impacting how they recruit and retain leadership. We need to consider fresh strategies that food bank executives can leverage in addressing challenges in leadership recruitment and retention.

Low-income and at-risk populations—those served by food banks—were disproportionately impacted by the pandemic. This increased pressure on food banks, which saw a 55 percent spike in demand in the first year of the pandemic. At the end of 2021, one in six adults still relied on charitable food and, as of this summer, food banks across the country are seeing growing lines as inflation impacts households. Against this backdrop, recruiters must consider specific internal and external obstacles when it comes to finding and retaining leadership.

Hunger is often a symptom of a greater trauma and/or poverty, therefore food banks must expand their efforts to mitigate those issues. Instead of simply providing a box of food, we should ask: “What is it you really need?” To address this question, food banks are developing a deeper understanding of the communities and constituents they serve and are working to find ways to help beyond providing food.

In this new world, food bank leaders need three core attributes:

  • Crisis Management/Adaptability: Tomorrow’s leaders must be willing to adapt to a new set of forces.Scaling up and down is a constant, whether for food distribution or other symbiotic programs.
  • Interpersonal skills: These positions demand a high level of emotional intelligence. Understanding what drives employees and constituents helps leaders make strong decisions.
  • Political savvy: Knowing how to navigate the nuances of issues such as SNAP benefits and the agendas of politicians is critical for food bank leaders.

Read the full article about food bank leadership and retainment by Derrick Chubbs and Janet Albert at Philanthropy News Digest.