Kathy Archer, Silver River Coaching

Kathy Archer, Silver River Coaching Helping nonprofit women leader ditch survival mode, lead with confidence & thriving in leadership!

✨Helping W O M E N 🌸L E A D E RS make it in the NONPROFIT world with confidence + COMPOSURE
✅Growing Your Emotional Intelligence
📙 Author of - Mastering Confidence
⭐️Leadership Development Coach - ICF
🇨🇦Proudly Canadian

09/24/2026

Nonprofit women leaders, today is one of my favourite days of the month.

It’s Coffee at the Library ☕️

Coffee at the Library is one of two live calls I host each month inside The Training Library.

The Training Library is filled with on-demand courses designed to help you develop the leadership skills you were often never taught when you moved from frontline work into leadership.

Things like:

1️⃣ Managing people

2️⃣ Having difficult conversations

3️⃣ Building confidence

4️⃣ Managing workload and priorities

5️⃣ Leading yourself well

And because learning leadership should not happen in isolation, members also get two live calls each month:

☕️ Coffee at the Library for conversation, coaching, and support

📚 A training call to keep building your leadership skills

So you can learn at your own pace AND have a place to bring the real leadership challenges you are dealing with.

If you want practical leadership development and ongoing support, check out The Training Library at:

kathyarcher.com/library

09/23/2026

Nonprofit leaders, your one to one supervision meetings should not only be about tasks, clients, and program work.

They should also help your employees grow.

But that can feel uncomfortable when you are not sure where to start.

Try asking questions like:

1️⃣ Why do you do this work?

2️⃣ What part of your work do you love most?

3️⃣ Why does that matter to you?

4️⃣ What feels like your personal mission in this work?

Once you understand what matters to them, you can go deeper.

Does their current role align with that?

Are there skills they want to develop?

Are there opportunities that would help them feel more connected to the work they care about?

That is how supervision becomes more than checking in on tasks.

It becomes a place where you help people understand themselves, grow their strengths, and develop as professionals.

That is part of your job as a leader.

Grow your people.

If leadership feels heavy and you want support navigating situations like this, send me a message. I am the coach nonprofit leaders turn to when leadership gets hard.

Do you take ownership seriously? And maybe, sometimes, too seriously.That’s what can happen when you lead with the Clift...
09/22/2026

Do you take ownership seriously? And maybe, sometimes, too seriously.

That’s what can happen when you lead with the CliftonStrengths RESPONSIBILITY.

My client Rebecca says that if something goes wrong on her watch, even something that technically isn’t her job, she used to feel like it was on her.

So she’d stay late. Fix it herself. Redo it “properly.” All while telling herself that’s just what a good leader does.

It’s not. It’s what an unmanaged strength does.

RESPONSIBILITY is why people trust you with the hard stuff. That’s real, and it’s valuable. But it’s also why you’re the one who never puts anything down, even when someone else can fully carry it.

Instead of automatically saying “I’ll handle it,” Rebecca learned to ask: “Is this actually mine to carry?”

Learning to use your strengths well is exactly the kind of shift we work on in Leading from Strengths.

Fall series starts October 16. Message me for details.

09/21/2026

Nonprofit leaders, when you look at your Gallup strengths report, don’t make the mistake of focusing first on your weaknesses.

That can cause you to miss the biggest opportunity for growth.

A talent is something that already comes more naturally to you.

When you intentionally develop that talent, you have the potential to become exceptional at it.

Can you improve a weakness?

Absolutely.

But even with a lot of effort, it may never become the place where you do your best work.

So the goal is not to ignore your weaknesses.

You still need to:

1️⃣ Be aware of them

2️⃣ Manage them

3️⃣ Be accountable for how they impact others

But your greatest development effort should go into your strengths.

That is where the biggest opportunity for growth is.

Stop spending all your energy trying to fix what is weak.

Learn how to intentionally develop and use what is already strong.

If you want help understanding your Gallup strengths, send me a message. We can talk about getting your CliftonStrengths report and how I can help you understand and develop what is already strong in you.

And if you are interested in bringing strengths into your leadership team, message me about that too.

09/18/2026

I know ACHIEVER intimately!

It is one of my top 5 CliftonStrengths.

I am an overachiever with high expectations of myself and everyone around me!

That can be exhausting!

For years I thought the tiredness was just the price of being good at my job. But it turns out I was running my ACHIEVER strength at full speed without ever learning how to manage it.

When I learned about the ACHIEVER strength and what it meant and how it worked, things made a lot more sense.

That didn’t immediately fix how exhausted I felt. But when I learned to change the thoughts in my head, I noticed a shift.

I learned to stop asking:
Why can’t I keep up?
And started asking:
What am I actually doing with this drive?

Learning how to manage and use my strengths made a huge difference.

Want to learn to do that? That’s what Leading from Strengths is built for.

Fall series starts October 16.

Link in bio

09/17/2026

Nonprofit leaders, part of your job is helping your employees manage their workload.

That means more than asking, “How are you doing?”

You need to help them make decisions about the work itself.

1️⃣ Projects
What are they actually working on right now?

2️⃣ Priorities
What needs attention first, and what can wait?

3️⃣ Pace
How quickly does this really need to get done?

And just as importantly:

4️⃣ What are we NOT doing?
What can be delegated?
What can come off the to do list?
What can be delayed?
What can we stop doing altogether?

Your employees should not be left alone to figure out how to make an impossible workload fit.

Leadership includes helping people decide what matters most and what no longer belongs on their plate.

If leadership feels heavy and you want support navigating situations like this, send me a message. I am the coach nonprofit leaders turn to when leadership gets hard.

I know ACHIEVER intimately! It is one of my top 5 CliftonStrengths.I am an overachiever with high expectations of myself...
09/16/2026

I know ACHIEVER intimately! It is one of my top 5 CliftonStrengths.

I am an overachiever with high expectations of myself and everyone around me!
That can be exhausting! 😮‍💨

For years I thought the tiredness was just the price of being good at my job.

But it turns out I was running my ACHIEVER strength at full speed without ever learning how to manage it 🤦‍♀️

When I learned about the ACHIEVER strength and what it meant and how it worked, things made a lot more sense.

That didn’t immediately fix how exhausted I felt. But when I learned to change the thoughts in my head, I noticed a shift.

I learned to stop asking.
- Why can’t I keep up?
And started asking
- What am I actually doing with this drive?

Learning how to manage and use my strengths made a huge difference.

If you want to learn to do that, my upcoming course, Leading from Strengths, teaches you exactly that.

The fall series starts October 16. Link in bio or DM me with questions!

09/15/2026

I recently joined Kimberly Bottom 🎙️ at Nonprofit Diaries to share a real story from my journey in nonprofit work....one where I thought I might get fired!

This podcast is about the moments that we all experience in the nonprofit sector, and it’s a reminder that we are not alone. If you work in or around nonprofits, I think you’ll relate and hope you’ll enjoy my story!

Listen to the full episode here and make sure to subscribe to nonprofitdiaries
https://lnkd.in/gk8uQipS.

09/14/2026

Nonprofit leaders, if you want to lead in a more sustainable way, start challenging the beliefs that keep you pushing.

You know the ones:

“I just have to get it done.”

“Don’t put off until tomorrow what you can do today.”

“I just need to power through.”

Those beliefs are not necessarily wrong.

In fact, they may be part of what helped you become successful.

But what got you here may not get you to the next level of leadership.

So when one of those thoughts shows up, ask yourself a second question.

“I’m a hard worker.”
➡️ But am I working hard in a sustainable way?

“You just have to do what you have to do.”
➡️ But what do I actually have to do today?

“I need to power through.”
➡️ But what would happen if I slowed down instead?

That second question creates space between the belief and your behaviour.

It gives you a chance to choose instead of automatically pushing harder.

Sustainable leadership does not mean becoming less committed.

It means becoming more intentional about where your energy goes.

Ask the second question.

If leadership feels heavy and you want support navigating situations like this, send me a message. I am the coach nonprofit leaders turn to when leadership gets hard.

If you are like me, you struggle with delegating. Many nonprofit leaders do!But let’s be honest, you probably do it “rig...
09/12/2026

If you are like me, you struggle with delegating. Many nonprofit leaders do!

But let’s be honest, you probably do it “right” or quicker, so delegating often feels like you’re giving away quality, and it’s going to take you way longer to explain it than to just do it yourself!

You need to learn how to give up control, even though you know you could do it better and faster yourself.

So... somehow you end up doing everything yourself.

But that doesn’t help your employees grow, and true leadership is about empowering others to reach their full potential.

You don’t want to always do it for them or hover while they do it. But let’s be honest, don’t you kind of want them to do it your way? ;-)

Your job as a leader is to actually support them, sharing what you know, and helping them grow into it, even when it’s slower or messier than if you’d just done it yourself.

It starts with you, changing your thoughts:
* Even though it takes longer, delegating is growing my team, so in the long run, they will be better at it, and it will easily come off my plate.
* It took me time to learn this back in the day, and the world didn’t fall apart when I made mistakes.
* I know my employee has potential in this area; I just need to give them a chance.

In Character Driven Leadership for Women, I walk you through how to supervise your team in an inspiring, motivating way.

Grab the first chapter for free. Link in bio

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