the ability to communicate are fundamentally important to one who aspires to have an

impact in the organization" (p. 251).

 Sorcher and Brant (2002) state, "homogenous groups often run more smoothly,

but they lack the synergistic power of a diverse team of people with talents, skills, and

characteristics that complement one another" (p. 80). Exceptional leaders are willing to

take risks by picking people who are not like them and who may have different

leadership styles.

 There are several trends that need to be addressed by nonprofit boards: (1)

limited availability of board members, (2) lack of preparation of board members, (3) lack

of recruitment strategies, (4) board members who are on too many boards, and (5) board

members who do not understand their roles (Tweeten, 2002). Many organizations do not

have procedures in place to identify or recruit potential leaders. Potential leaders are

sometimes assessed based on hearsay, observations, and insufficient information. The

process of identifying these future leaders is not simple or straightforward as leadership is

a complex, multifaceted capability (Sorcher & Brant, 2002).

 Organizations need to consider these trends as many organizations are struggling

with a shortage in leadership, though in these organizations, there may be a lot of

leadership talent that goes unused. Leaders tend to favor other potential leaders with

backgrounds, experiences, and characteristics that are similar to their own. Often

promising potential leaders are overlooked because of differences in gender, race, or

cultural, academic, socioeconomic, or geographical background (Sorcher & Brant, 2002).

 Leaders are managers of group dynamics. They are a key component to the

effectiveness of any group. Effective leaders will recognize the variations among