philanthropyinnovators

Beyond the Hire: Integrating a Fractional Chief Development Officer for Lasting Impact

Fri, 27 Feb 2026 19:47:32 GMT

Over the past several years, I’ve had the opportunity to serve as a Fractional Chief Development Officer for nonprofit organizations navigating significant change. These engagements represent some of my most meaningful work. There is something deeply rewarding about stepping into a moment of uncertainty, helping a team regain stability, and then positioning the organization for a stronger next chapter with permanent leadership in place.

Through these experiences, I’ve refined a process designed to create momentum quickly while building long-term capacity. The work begins with building trust, understanding what must continue as a priority, and then shifting the focus to immediate work that will drive philanthropy for the bottom line.

If you are hiring or onboarding a Fractional Chief Development Officer , this post will help you think through how to integrate the role intentionally. When done well, fractional leadership does more than maintain progress. It helps your organization move through change with clarity and confidence.

Start With the Biggest Fundraising Challenge

Optimal integration of a Fractional CDO starts with clarity about why the role exists now, not just what the title is.

Organizations bring in a Fractional CDO for different reasons . Some are shifting from event-heavy fundraising to relationship-based giving. Others are preparing for a campaign without senior development leadership in place. Some teams need structure around major gifts or stewardship. Other nonprofits have an executive director who has been carrying development alone for far too long.

Regardless of the reason, an investment at this level is made when the organization is facing a big challenge that it needs to address quickly and efficiently. When leaders are vague about the purpose of the role, staff create their own narratives and uncertainty fills in the gaps.

Development teams often rely heavily on institutional memory and long-standing donor relationships. When change is undefined, it can feel risky or even scary. Staff may worry about whether relationships will be redirected to a temporary leader and if established practices will be abandoned.

Clarity changes that dynamic.

When we name the fundraising challenge the team is focused on addressing, we signal that this is not a reason to panic. Rather, it is a deliberate step toward strengthening the organization’s capacity. Clarity about the work gives the team confidence that change is intentional and strategic, not reactive.

Make Fundraising Authority Explicit From the Start

In development work, unclear authority slows decisions and creates tension that rarely gets voiced directly. Unlike an interim role, authority in a fractional position is not automatically understood. A Fractional CDO may not be present every day, which makes it even more important to define how decisions will be made and how staff will be included in the process.

Teams need to know:

Who sets fundraising strategy
Who owns donor relationships
Who establishes development priorities
How they fit into this new picture

Without this knowledge, teams default to old patterns. They continue making gift strategy decisions informally, often without a long-term vision. Staff hesitate to elevate concerns, and board members bypass development leadership and go directly to the CEO. None of this happens maliciously. It happens because in the absence of information individuals make assumptions based on their own experiences.

The team leader plays a critical role here. How he or she introduces and reinforces the Fractional CDO’s authority matters more than an org chart ever will. When the leader treats the Fractional CDO as a resource who can help elevate everyone’s performance, others will come on board.

In nonprofit fundraising, donor relationships and stewardship expectations can be sensitive. If those boundaries are not established firmly and early, friction quickly builds. Clearly defined roles reduce that friction and allow the fractional leader to focus on strengthening strategy instead of navigating unclear lines of influence.

Integration as a Collaborative Discipline

When teams are included early as the architects of their own solutions, integration feels collaborative rather than corrective.

Development teams often carry invisible labor. They manage donor details, institutional memory, and relational nuance that may not be documented anywhere. When a new leader steps in, even temporarily, that history matters.

A Fractional CDO does not need to be the owner of donor relationships, but they do need to understand nuanced details. Those details can include strategy, donor history, campaign rationale, and insight into what has been tried in the past and may not have worked.

They also need permission to ask questions that surface and may challenge long-standing practices. Some of those practices will be effective. Others may have developed out of necessity rather than strategy. When teams are included early as the architects of their own solutions, integration feels collaborative rather than corrective.

Staff who have held things together during a vacancy may feel overburdened and exhausted. They may worry that their work will be judged or undone. Being clear about the purpose of the Fractional CDO helps reduce defensiveness and build trust. To ensure success, it is critical that the CDO meets each individual where he or she is and builds trust through listening and honoring every individual’s contribution.

I often remind leaders of something simple. People do not resist change. They resist change when they feel left out of it.

Something as simple as establishing a regular rhythm for check ins and accountability can help stabilize the situation. Asking a team for their recommendations and expertise goes a long way toward building a shared vision. The role of the Fractional CDO is to be decisive and supportive while gaining the confidence of the leadership team and advocating for necessary resources.

An Exercise: Stop, Start or Modify

One exercise that can help with building trust is to ask each team member the following question: If you could stop, start, or modify one thing to improve your effectiveness, what would that be?

Have team members share their answers with one another and then work to realize one goal for each person. Monitoring progress and establishing a sense of shared commitment goes a long way toward starting to build trust.

Expect Discomfort When Fundraising Work Becomes More Intentional

The role of a leader is not to eliminate discomfort. It is to contextualize it by reinforcing key messages.

The Fractional Chief Development Officer is intended to move organizations forward, not just maintain momentum. That forward movement can create discomfort, which may surface when fundraising priorities shift and accountability becomes more visible through regular reports and progress updates.

These moments can feel tense because fundraising work is relational and nonprofits tend to attract individuals who are mission driven and committed to the causes they serve. As a development professional, the job is to build deep trust with donors by translating the impact of their philanthropy to the mission of the organization. Any perceived threat to those relationships can feel threatening.

Discomfort is not a sign that something is wrong. It is often a sign that the organization is engaging in deep work and taking steps to move in the right direction. The role of a leader is not to eliminate discomfort. It is to contextualize it by reinforcing key messages.

Instead of pushing through any discomfort, use it as an opportunity to reinforce progress through praise. These situations provide an opportunity to acknowledge that change is difficult, and that it feels very different than maintaining the status quo. One of the most important habits to instill in the team is to celebrate wins early and often to mark the progress toward shared goals.

Use Natural Checkpoints to Support Ongoing Integration

Integration of a Fractional CDO is not a one-time onboarding exercise. Nonprofits already have natural moments that can be used to assess alignment. Board meetings, campaign milestones, and quarterly fundraising reviews provide opportunities to step back and evaluate how the Fractional Chief Development Officer role is functioning.

These conversations should not focus soley on fundraising totals. They should also ask:

Is decision-making clearer?
Are donor strategies more disciplined?
Is the team more confident in its direction?

Regular reflection allows the role to evolve. As clarity improves and momentum builds, the way the fractional leader shows up may shift. Early phases may focus more heavily on assessment and stabilization. Later phases may emphasize coaching, systems refinement, or board engagement.

When leadership treats integration as ongoing, rather than completed after the first month, the organization is better positioned to absorb change while maintaining continuity.

Fractional Leadership Builds Fundraising Capacity When the Organization Participates

Fractional leadership is not a shortcut, but rather a capacity-building investment for increased sustainability. A Fractional Chief Development Officer brings senior-level experience into the organization for a defined purpose and set period of time. The real impact, however, lies in the transformation that occurs in the strategy, purpose and performance of the individual contributors.

When clarity is strong, authority is explicit, and teams are included early, integration strengthens fundraising results and team confidence. It also builds systems and practices that endure beyond the engagement itself to make for a more sustainable organization.

At its best, fractional leadership leaves an organization more capable than it was before. Ultimately, integration is about protecting the mission, not your comfort zone.

When a Fractional Chief Development Officer is integrated thoughtfully, the organization stands to benefit from improved structure, discipline, and confidence that allow it to continue its important work with greater sustainability. When the focus of the team aligns with leadership objectives, the nonprofit sees the maximum return on investment.

5 Ways to Stay Anchored and Agile When Everything Is Changing

Thu, 11 Dec 2025 03:16:15 GMT

Leaders who remain steady while everything else moves is what keeps teams confident and focused.

Some years stretch nonprofit leaders more than others, and 2025 has been one of those years. Funding challenges, shifts in donor behavior, and new technologies have made it harder to plan with confidence.

What I have seen this year is that the leaders who navigate uncertainty well do not chase every shift or cling too tightly to old plans. They stay rooted in their mission and adjust their approach with calm and intention. That ability to remain steady while everything else moves is what keeps teams confident and focused.

Over the past year, I have watched how powerful this combination can be. Today I am sharing five tips to help leaders stay grounded and guide their teams through uncertainty. My hope is that these ideas help you close out the year with intention and step into 2026 with confidence.

Your Mission Does Not Change. Your Methods Can.

When everything feels in motion, start with what is fixed. Your mission is the steady point that keeps your team aligned. It is the reason your work exists, and it does not shift every time the landscape changes.

Tip #1: Celebrate your “mission moments.”

One of the easiest ways to reinforce this is to create small “mission moments” inside your meetings. A short story or update that reminds the team whom you serve and why the work matters can reset the tone. It brings the focus back to purpose instead of pressure. When your team is centered on its mission, it can adapt without feeling unmoored.

Define What Can Be Flexible

Strategies are designed to guide your work and should allow for change as conditions evolve. That said, plans that change too frequently can cause teams to lose focus. Flexibility works best when it is intentional rather than reactive.

I encourage leaders to revisit priorities on a routine basis, then stay committed to them long enough for the team to make real progress. Constant adjustments create confusion and make people feel like they are chasing a moving target.

Tip #2: Pause before shifting gears.

Before changing direction, pause and ask one question: Will this change bring us closer to meaningful impact, or just make us feel busy?

When leaders answer that question honestly, they create flexibility that supports the mission instead of distracting from it.

Clarify Changes Well

Teams lose confidence when KPIs are continuously redefined. It drains energy and can create mistrust. Leaders do not intend to create this stress, but it happens easily when plans evolve faster than communication.

Tip #3: When altering goals midstream, explain why.

When priorities must change, explain why (the factors that resulted in this change) and reinforce what is not changing (your mission, values, and long-term direction).

Stability builds trust. Trust builds momentum.

Communicate with Context

In uncertain moments, silence creates more worry than clarity. People fill in the gaps with their own assumptions. Leaders often know far more than they have time to explain, but the team does not have that same vantage point.

Tip #4: Prioritize and plan for “mini updates.”

Short, consistent updates can make a measurable difference. I encourage organizations to create a simple rhythm of “mini updates” that connect everyday work to the bigger picture. A brief context-setting note or a five-minute recap at the start of a meeting can strengthen alignment.

When people understand why decisions are being made, they feel less stress and more ownership.

Model Calm, Not Control

How leaders show up matters more than any plan on paper. If you respond with urgency or frustration, your team mirrors it. If you stay grounded and curious, they do too.

Tip #5: Build reflection into leadership routines.

I often ask leaders to pause once a month and reflect. Are we staying true to our mission, and are we adjusting in ways that serve it well? That simple check-in keeps you centered. It also helps you lead with steadiness instead of reacting to every shift that comes your way.

Teams look to their leaders for emotional cues. Practice showing curiosity instead of panic by asking “what can we learn?” instead of “what went wrong?”

A Final Thought

In uncertain times, your goal is not to hold everything steady. Your goal is to stay steady while everything else moves.

When leaders stay anchored in mission and agile in approach, they give their teams what they need most: clarity, confidence, and the freedom to keep making progress no matter what comes next.

The Case for Fractional Leadership in Nonprofits

Wed, 22 Oct 2025 18:22:43 GMT

The real value of fractional leadership is its ability to exponentially increase knowledge and leave teams more capable long after the engagement ends.

Nonprofit leaders are navigating familiar pressures with new intensity as the path ahead remains unpredictable. With expectations rising and resources tightening, the need for strategic execution has never been more important. Despite this critical need, many organizations struggle to fund or retain senior staff capable of reaching their goals.

It’s a dilemma that mirrors what high-growth startups have faced for years: the need for seasoned expertise without the budget or long-term certainty to justify another executive hire. These same factors have driven the rise of the “fractional” model in the nonprofit sector.

Fractional leadership allows organizations to access high-level expertise for a fraction of the cost and commitment of a full-time hire. But the real value of the model isn’t just flexibility. It’s the ability to exponentially increase knowledge and leave teams more capable long after the engagement ends.

What Is Fractional Leadership (and Why Now)?

Investment in fractional fundraising leadership allows nonprofits to meet immediate goals while building stronger internal capacity through knowledge transfer.

Fractional leaders are executives who work with multiple organizations, contributing their expertise part-time or for a defined period. They often serve as interim or strategic partners during transition, growth, or capacity-building phases.

Across sectors, organizations are turning to fractional leadership to fill key gaps without sacrificing quality. This shift is especially relevant for nonprofits managing tight budgets and leadership vacancies. The appeal is clear. Fractional leadership provides access to proven experience without adding full-time overhead and allows organizations to scale support as needs evolve.

With development roles among the hardest to fill and retain, this model is especially effective. Investment in fractional fundraising leadership allows nonprofits to meet immediate goals while building stronger internal capacity through knowledge transfer.

Fractional Fundraising: More Than a Quick Fix

A consultant delivers recommendations, but a fractional leader helps build a team’s capacity to evolve and execute at the next level.

Too often, nonprofits approach fractional fundraising as a temporary solution . Yet it has the potential to reap more benefits than just hiring someone to run your campaign or to keep things afloat until a permanent hire is made. Solely focusing on the immediate need misses the real opportunity.

When done well, fractional leadership does more than meet short-term fundraising goals. The right leader can bring a new level of discipline, tighten up systems, and prepare teams for success that continues well beyond the engagement.

The difference between a consultant and a fractional leader lies in ownership. A consultant delivers recommendations, but a fractional leader helps build a team’s capacity to evolve and execute at the next level.

Organizations that treat fractional fundraising as an emergency measure risk becoming dependent on outside expertise and stifling internal growth. When this leadership staffing opportunity is approached as a strategic investment, it becomes a bridge to sustainable progress.

The Long-Term Value of Fractional Leadership

Fractional leadership delivers measurable value when integrated thoughtfully. It can:

Provide cost-effective access to seasoned expertise that might otherwise be out of reach
Strengthen board engagement, align teams, and build healthier internal fundraising cultures
Create resilience by preparing nonprofits for leadership transitions and shifting priorities

Organizations that strategically engage fractional leaders often become more nimble. With systems in place and staff trained to lead, they can pivot more easily and maintain continuity through change.

Guiding the Ship, Not Just Steering It

The real promise of fractional leadership is progress that endures.

This is the distinction that defines my own approach to nonprofit fractional leadership . I don’t simply fill a gap or deliver a plan. I work alongside nonprofits to align leadership and strengthen fundraising systems by working with the teams that will continue to execute long after I’m gone.

The goal is always to enhance capability, not replace it. That may mean coaching an executive director to communicate a stronger case for support, helping a board understand its role in major gifts, or building a process for stewardship that becomes second nature.

When one organization I worked with lost a development director mid-campaign, I didn’t just step in to finish the appeal. Instead, we used the opportunity to create templates, clarify roles, and strengthen donor pipelines so the next campaign would run even more smoothly. That’s the real promise of fractional leadership: progress that endures .

What to Watch Out for: The Challenges of Fractional Leadership

Fractional leadership can be transformative, but it can also present challenges. Since fractional leaders are not embedded full-time, success depends on clarity and communication. Without well-defined expectations and structured touchpoints, priorities can drift or overlap.

Like any other new team member, fractional leaders need onboarding and regular communication . Without an investment to build relationships up front, the leader can struggle to align with the organizational culture. Fundraising depends on trust and shared purpose, which means alignment must be intentional from the start.

Fractional leaders work best when their roles are clearly scoped, accountability is shared, and staff are prepared to follow their guidance. That structure allows the fractional leader to focus on strategy and capacity-building while ensuring the organization’s day-to-day work continues smoothly.

Is Your Nonprofit Ready for Fractional Leadership?

Not every organization is ready to benefit from a fractional model. Before deciding, take an honest look at your internal readiness and goals.

1. Do you have a clear strategy and direction?

Fractional leaders amplify focus but can’t create it from scratch. If priorities are still in flux, clarify them first.

2. Are your systems and communication strong enough to support collaboration?

Fractional leaders rely on effective processes to stay connected. Weak systems will waste time and money.

3. Are you looking for partnership or outsourcing?

Fractional leadership succeeds when it’s a collaborative relationship, not a handoff.

4. Do you have staff ready to sustain progress after the engagement ends?

Fractional work builds capacity best when there’s an internal team ready to learn and lead forward.

5. Would a full-time leader provide the stability your organization needs right now?

If your challenges are rooted in culture or continuity, a permanent executive may be a better fit.

Fractional leadership isn’t a shortcut. It’s a deliberate choice for organizations that value capacity over control and strategy over speed. When those conditions exist, the model delivers extraordinary value.

Rethinking the Investment

It’s time to stop viewing fractional leadership as outsourcing. Its true value lies in building capacity and equipping teams, not replacing them. For nonprofits facing high expectations and limited bandwidth, it can be the difference between surviving the moment and building lasting sustainability.

As you plan for the year ahead, consider where experienced guidance could accelerate your team’s growth. Whether that means fractional fundraising, leadership coaching , or targeted leadership support, the goal remains the same: to strengthen your organization’s ability to do its best work for the mission it serves.

Protecting What Matters: 4 Principles for Nonprofit Resilience in Uncertain Times

Tue, 23 Sep 2025 20:23:27 GMT

Resilience doesn't happen by accident, but rather through the intentional alignment of people, priorities, and systems.

Fall is here, and with it, the dual challenge nonprofit leaders know all too well: closing the year strong while preparing for whatever next year may bring.

There’s urgency in year-end fundraising. Pressure in budget planning. And beneath it all, a growing recognition that uncertainty isn’t going away . If anything, it’s accelerating.

We can no longer wait for things to stabilize or return to “normal.” Cutting costs or diversifying revenue helps, but it’s not enough. What organizations need now is resilience: the ability to move forward with clarity, even when the road ahead is anything but clear.

That kind of resilience doesn’t happen by accident. It’s built through intentional alignment of people, priorities, and systems, all of which allows teams to adapt without losing their footing .

Over the past year, I’ve seen the nonprofit leaders I coach embrace four powerful practices that help build this kind of resilience. These habits and behaviors have helped them survive both the pressure of now and lean into what comes next.

Principle 1: Invest in Your Team (Even When It Seems Like a Luxury)

Team culture is a multiplier. If it is strong, everything else moves faster and smarter.

When budgets tighten, it is tempting to freeze hiring, cut professional development, or hope the team can simply “step up.” But the costs of burnout and staff turnover are far greater than the savings of not investing in your people. Across the sector, many leaders now recognize that talent availability and retention are among the most significant risks they must manage.

Here is what safeguarding your team can look like in practice:

Make sure job roles, reporting lines, and decision-making authority are explicit.
Embed wellness and communication practices into your team’s routines.
Invest in leadership support. Nonprofit coaching and micro-tools that build influence, improve meeting culture, and strengthen accountability often pay for themselves many times over.

From my coaching work , I have seen this play out again and again. Team culture is a multiplier. If it is strong, everything else moves faster and smarter. If it is neglected, the cracks show quickly, especially in a crisis.

Principle 2: Prioritize Monthly Sustainers Over Year-End Surges

Many organizations still depend heavily on year-end campaigns or major gifts to hit revenue goals. But in uncertain times, monthly sustainers offer predictability, loyalty, and lower acquisition costs. Donors in monthly programs tend to give longer and contribute significantly more over time , with retention rates approaching 90%, far exceeding the average for one-time donors.

Here are some ways to strengthen this part of your program:

Develop messaging that encourages monthly commitments tied to specific mission impact.
Build stewardship systems that feel personalized, even at scale.
Track and optimize your sustainer program as carefully as you would a major donor pipeline.

Monthly donors bring more than reliable dollars. Their ongoing commitment signals belief in your impact and a willingness to stand with you over time. In today’s environment, they are among the most under-leveraged assets in the sector.

Principle 3: Know Your Real ROI (Including Time, Energy, and Opportunity Cost)

When resources are tight, precision and operational knowledge are vital.

Effective stewardship is not just financial, it is also operational. Time spent in long meetings, events with unclear goals, and duplicated efforts all carry real costs. Ineffective meetings , in particular, are a common complaint voiced by executives and team members alike. For a nonprofit faced with ongoing resource scarcity, sloppy operations can undermine giving strategies and the mission itself .

Here are a few ways to bring intentionality into your operations:

Establish key performance indicators that link activities to outcomes, not just outputs.
Track internal costs. How much time and money do your most common activities (e.g. internal meetings ) actually require?
Use scenario modeling to weigh trade-offs and avoid “initiative overload.”

When leaders know the true cost of their work, they can make smarter trade-offs and ensure resources are fueling the mission instead of draining it.

Principle 4: Make Your Stories Easy to Share Your Stories Easy to Share

The best stories do not stay trapped inside your organization. They walk out the door with your donors, volunteers, and staff.

During times of uncertainty, your mission has to stay visible. But your team cannot do it alone. The most effective stories are portable, repeatable, and tied to clear impact. When they are easy to share, others can carry your message further than you could on your own.

Here are practical ways to make your stories more shareable.

Equip staff and board members with short, mission-aligned talking points.
Use visual storytelling and donor-centered narratives across multiple platforms.
Elevate voices of community members, program staff, and clients, not only leadership.

Storytelling does more than market your mission. I t builds trust, deepens donor confidence , and equips supporters to become advocates in their own circles. When donors can carry your message forward, you extend your reach without adding cost.

Resilience Is Alignment in Action

Surviving uncertainty is not just about playing defense. It is about aligning your team, time, dollars, and message so that every move counts. The strongest organizations I work with are not only trying to weather uncertainty. They are using seasons like this to build discipline and resilience that will carry them forward .

I compiled the Resource Stewardship Toolkit below to provide your team with additional tools to create a more resilient organization. I encourage you to explore these resources and how they can support your 2026 roadmap.

Which of these principles needs the most attention in your organization right now? That is where your best investment lies.

Resilience Toolkit

1) Crisis Planning Playbook — Bridgespan’s Toolkit for Nonprofits

A curated set of crisis-management tools from Bridgespan, this guide helps nonprofit leaders structure scenario planning, make clear decisions under pressure, and build resiliency.

2) Navigating Uncertainty — Maine Association of Nonprofits

This page is packed with tools for nonprofits, ranging from ways to enhance team safety and wellness to tools for financial modeling.

3) Coaching for Leaders White Paper — Center for Creative Leadership

A research-driven article from CCL that demonstrates how coaching supports executives and their teams to build resilience and sustained performance during uncertainty.

4) Attracting Monthly Donors and Keeping Them — The Chronicle of Philanthropy’s Toolkit

Key concepts and advice for establishing or expanding a monthly giving program at your organization.

5) Real Cost of Meetings Calculator — Harvard Business Review

An interactive tool from HBR that helps you estimate how much even routine meetings cost. Enter your team's size and time spent to reveal hidden expenses.

6) How to Prevent Nonprofit Employee Burnout — The Chronicle of Philanthropy’s Toolkit

A collection of advice to help nonprofit workers at all levels recognize and manage work fatigue.

The Cost of Stagnation in Nonprofits—and How Innovation Can Save the Day

Mon, 25 Aug 2025 12:08:45 GMT

In a world of rapid change, nonprofits face unprecedented challenges that demand innovative solutions.

Fundraising today isn’t what it used to be. Donor demographics are shifting, giving behaviors are evolving, and economic conditions are challenging nonprofits in new ways. Nonprofits that resist change will suffer consequences, but those that are ready to innovate will gain a competitive advantage.

I published an article for Forbes Nonprofit Council that explores this topic and offers actionable strategies to embrace innovation for long-term success. I’ve summarized the key points below and encourage you to read the full article here: Philanthropy’s Failure To Innovate: Costs, Pitfalls And A New Approach .

The Pitfalls of Failing to Innovate

Nonprofits that resist change risk losing relevance and impact. Key challenges include:

Diminishing Relevance: Donor preferences are evolving toward transparency, engagement, and measurable impact. Organizations that fail to adapt risk being overshadowed by competitors.

Reduced Competitive Edge: In a crowded philanthropic landscape, hesitation to innovate can hinder an organization’s ability to attract donors, especially younger generations.

Missed Opportunities for Growth: Neglecting new technologies and innovative practices can prevent nonprofits from reaching broader audiences and expanding their impact.

Inefficiency and Stagnation: Outdated processes waste resources, increase costs, and reduce an organization’s ability to achieve its mission.

Embracing Innovation

Innovation isn’t just an option—it’s a survival skill. By adopting forward-thinking strategies, nonprofits can:

Amplify Impact: Leverage technology and rethink traditional models to create sustainable revenue streams and connect with more donors.

Optimize Operations: Equip your organization to confidently navigate social, economic, and political shifts by becoming more agile and resilient.

Strengthen Donor Connections: Use compelling storytelling to showcase the tangible impact of donor support, building stronger relationships.

Rethink Talent Development: Build diverse and inclusive teams that bring fresh perspectives, enabling your organization to meet complex challenges and foster innovation.

Cultivating a Culture of Innovation

To foster a culture of innovation, nonprofits must rethink how they approach change. The MOST™ Philanthropy Model , which focuses on Mission, Organization, Stories, and Talent, offers a roadmap to reconnect an organization’s core components with its day-to-day efforts.

Start by asking the right questions:

What does success look like?
How can we achieve it?
What are we doing well, and where can technology support our goals?
What new approaches or resources could help us move forward?

By creating space for these conversations and empowering your team to explore creative solutions, your organization can embrace innovation as an opportunity rather than a challenge.

Read the full article here: Philanthropy’s Failure To Innovate: Costs, Pitfalls And A New Approach .

Beyond Campaigns & Crises: The Real Value of Coaching for Nonprofit Leaders

Fri, 18 Jul 2025 16:31:50 GMT

Coaching develops the muscles nonprofits need to lead effectively in an increasingly demanding environment.

Today’s nonprofit leaders are navigating some of the most complex conditions the sector has ever seen. Rising costs. Uncertain funding streams. Increased demand for services. And sharper scrutiny on how time and money are spent, including essential programs for team growth and development. In response, many leaders feel pressure to tighten budgets and reserve resources for only the most urgent, visible needs.

Unfortunately, that caution often reinforces a long-standing myth: that executive or leadership coaching is something you call in during a crisis or when gearing up for a major campaign.

But here’s the truth: coaching isn’t just for emergencies . It’s a strategic investment that strengthens leadership, clarifies direction, and sustains impact over the long haul. Far from a luxury or a perk, coaching develops the muscles nonprofits need to lead effectively in an increasingly demanding environment .

Why Some Nonprofit Leaders Still Say “I Don’t Need Coaching”

I’ve worked with plenty of smart, capable executives who at various times have shared the following with me:

“I’ll call a coach if things really fall apart.”
“We only budget for consultants during campaigns.”
“I should be able to figure this out on my own.”

But my real-life experience has shown me that coaching isn’t about fixing broken leaders. It’s about helping good leaders become more focused, more confident, and more effective at guiding their organizations through complex decisions before problems snowball.

Unlike traditional consulting, where someone hands you a roadmap, coaching invites you to chart the course yourself, but with a trusted thought partner by your side. It’s a co-creative process, built around your context, not a one-size-fits-all playbook.

Investments in your teams on the front end—demonstrate your commitment to individual growth and help to extend the longevity of good employees who bring repeat value to your bottom line.

What a Coach Really Brings to the Table

Numerous studies point to the ROI of leadership coaching , but for nonprofit organizations, the benefits often go beyond financial returns. Some key supports it offers are:

1. Discipline Around ROI Thinking

I often meet teams caught in a cycle of back-to-back internal meetings or planning events without clear objectives. When a leader says they struggle to keep their team focused on external relationships,” I’ll gently ask, “Have you ever tallied up the cost of that two-hour meeting ?”

It's easy to lose sight of the real cost (time and money) of internal work. A coach brings the tools and discipline to assess ROI beyond charitable dollars, looking at the time, energy, and opportunity costs of your actions. That kind of clarity leads to sharper decision-making and better use of limited resources .

2. A Safe Sounding Board for Real-Time Decisions

Leadership can be isolating. You can’t always bring tough questions to your board. You may not want to worry your staff. And local peers may be wrestling with similar challenges.

Sometimes, you need a place to triage in real time.

Coaching offers a confidential, judgment-free space to sort through hard decisions . It builds emotional resilience that helps leaders pause, reframe, and respond instead of react.

3. Perspective that Extends Beyond Roles and Organizations

Coaches who’ve worked across multiple nonprofits bring more than anecdotal experience. They see patterns and can identify them quickly in the organizations they serve. They can help you spot risks and possibilities that aren’t obvious from the inside.

In my own work, I maintain a deep library of tools and templates. If you’re wrestling with an event evaluation or donor segmentation question, chances are I’ve helped someone else solve a similar challenge. We access a variety of experiences to craft a solution specific to your culture and goals.

4. Custom Solutions, Not Cookie-Cutter Advice

A good coach doesn’t walk in with a script. They partner with you to co-create strategies, frameworks, and habits that reflect your values and operating style.

That’s what makes coaching stick. It’s not about solving one isolated problem, but rather strengthening your capacity to lead through all the obstacles that may come your way.

5. Translation of Trends Into Action

Donor expectations are shifting. Things like AI, the $83 Trillion wealth transfer, and DAFs are changing the game –not to mention new tax legislation that impacts giving for both individuals and corporations.

But if you’re running a lean and focused team, who has time to digest all of the new ideas that come across your desk each week?

A coach with deep fundraising experience helps you zoom out so you can connect the dots between industry trends and your daily decisions . That means you won’t just react to change, you’ll stay ahead of it.

When Does Coaching Make the Most Sense?

The short answer is always .

But in practice, coaching adds value in three distinct moments:

1. Before You Launch Something New

Thinking about a new campaign, event, or major program shift? Coaching helps you pressure-test ideas, sharpen strategy, and avoid costly detours. When I work with nonprofit leaders in these situations, at a minimum we’ll examine the following before moving forward:

Strategic fit
Resource allocation
Opportunity cost

2. When You’re in the Middle of a Crisis

Leadership upheaval, board tension, and stalled fundraising are common moments of crisis in nonprofits. When things get messy, a coach offers clear thinking and emotional ballast so you can keep moving forward without unraveling. By working with a coach, leaders are taught to manage their emotions so they can respond strategically.

3. As You Grow Into New Roles

Even high-performing leaders benefit from ongoing reflection and support. Coaching helps you develop your team, evolve your leadership, and build stamina for the long game. Leadership coaching is essential when leaders are:

Adapting to new roles
Managing organizational change
Improving team engagement
Building resilience

"Even at the highest levels, leaders deserve someone who’s looking out for their growth." – Karen S. Cochran

How to Choose the Right Coach

Finding the right coach is just as important as deciding to invest in coaching in the first place. It’s not a one-size-fits-all relationship. Chemistry, credibility, and context all matter. Here’s what to look for:

#1. Training & Methodology That Grounds Their Approach

Many excellent coaches draw from proven models like Marshall Goldsmith’s Stakeholder-Centered Coaching or the International Coaching Federation’s core competencies. While you don’t need to see a list of credentials a mile long, you do want a coach whose work is grounded in an intentional framework, not just good intentions.

#2. Experience in the Nonprofit Sector

Nonprofit leadership comes with its own unique dynamics that include board relationships, donor expectations, staff constraints, and mission alignment. A coach who understands the complexities of fundraising and organizational leadership in a mission-driven setting will be far more effective than someone whose background is purely corporate.

Coaches should understand how nonprofits really work—not just how they should work on paper.

#3. A Balance of Flexibility and Rigor

Some coaches follow a rigid, 12-step process. Others build entirely around your needs. Ideally, you want someone who brings structure, but also adapts to what’s most relevant for you and your organization.

#4. Accessibility Between Sessions

Real life doesn’t always wait for your next scheduled call. Look for a coach who’s accessible when urgent decisions arise, whether that’s a quick call, a text, or a sounding board when timing matters most.

#5. Philosophy of Co-Creation

Coaching is not mentorship. It’s not therapy. And it’s not consulting. It’s a partnership. Your coach should treat you as the expert on your organization and bring curiosity, insight, and structure to help you lead with more intention and confidence.

Coaching as a Smart Investment

If the last few years have taught us anything, it’s that leading a nonprofit today requires more than passion. It requires s trategic focus, emotional agility, and constant recalibration in an ever-changing landscape.

Coaching isn’t self-indulgent. It’s about developing into the most effective leader you can be.

Especially in times like these, a coach helps you and your team evolve into your best selves—so you can lead with clarity, confidence, and courage.

So let me leave you with this question. Are you leaving opportunities—and dollars—on the table because you’re trying to go it alone?

Let’s talk . Whether you’re navigating a big decision, preparing for a new chapter, or simply wondering if coaching is right for you, I’d love to connect.

A Smarter Approach to Nonprofit Strategy

Tue, 08 Jul 2025 14:19:39 GMT

The MOST™ Philanthropy Model is a results-oriented framework designed to help nonprofits build stronger donor relationships and achieve lasting impact

Navigating the ever-changing landscape of philanthropy requires a clear plan and the ability to adapt. From shifting donor demographics to evolving economic conditions, nonprofits face mounting challenges that demand a focused, innovative approach.

In an article I wrote for Forbes.com, I introduced The MOST™ Philanthropy Model—a results-oriented framework designed to help nonprofits build stronger donor relationships and achieve lasting impact. Below, I’ve summarized the four key components and invite you to read the full article here: How To Get The ‘MOST’ Out Of Your Philanthropic Strategy .

M: Let Money Follow Mission

Donors want to see the tangible impact of their contributions. Building trust and engagement starts with demonstrating how their support translates into meaningful change.

Show, Don’t Just Tell: Use digital tools and social media to showcase real-world outcomes and connect with younger, global audiences.
Build Donor Confidence: Clear mission priorities and strong third-party ratings, like those from Charity Navigator, can turn first-time donors into repeat supporters.

O: Get Your Organization Optimized

A well-organized nonprofit is better equipped to meet challenges and seize opportunities. Focus on creating an agile, efficient, and sustainable structure.

Streamline Processes: Simplify internal workflows and enhance collaboration to support your organization’s goals more effectively.
Form Strategic Partnerships: Collaborate with businesses, government agencies, or other nonprofits to expand resources and broaden your impact.
Embrace Sustainability: Reduce waste and adopt sustainable practices to attract socially conscious donors while saving costs.

S: Share Stories That Matter

Stories have the power to connect donors emotionally to your mission. Use authentic narratives to inspire action and make your cause relatable.

Be Authentic: Share real-life examples of how your work is changing lives to resonate with your audience.
Engage the Community: Invite beneficiaries to share their stories, fostering deeper connections with donors.
Try New Strategies: Explore innovative ways to tell your story, like virtual events or interactive content, to reach a wider audience.

T: Transform Your Team

Your team is your greatest asset. Prioritize diversity, continuous learning, and employee engagement to build a thriving, innovative workforce.

Foster Inclusivity: Build diverse teams that bring fresh perspectives and enhance your ability to connect with varied donor groups.
Encourage Growth: Invest in professional development and create opportunities for employees to contribute ideas and drive innovation.
Create a Culture of Safety: Ensure psychological safety within teams to enable creativity and collaboration.

Future-Proof Your Nonprofit

While the future may be uncertain, The MOST™ Philanthropy Model provides a roadmap for nonprofits to deepen donor relationships and raise more dollars. By focusing on mission, organization, stories, and talent, you can strengthen your team’s efforts and better serve your community – both now, and for all the years to come.

Implementing The MOST™ Model in Your Organization

Learn more about The MOST™ Model by reading the full article here: How To Get The ‘MOST’ Out Of Your Philanthropic Strategy .

For support with implementing this framework in your organization, get in touch with us to start a conversation

Why Your Major Gifts Program Is Falling Short — and How to Fix It

Wed, 28 May 2025 17:06:53 GMT

Without discipline and accountability, even the most passionate teams struggle to turn major gifts potential into actual results.

Major gifts are the lifeblood of nonprofit fundraising, but for many organizations, securing them feels more like a game of chance than a strategic, reliable process.

If you're feeling frustrated by inconsistent major gifts results, you’re not alone. Nearly 60% of nonprofits do not have a major gift strategy , and 75% cite lack of investment as the primary reason they don’t pursue major gifts more aggressively.

That’s exactly why we created the Major Gifts Accelerator — a structured, intensive program designed to help nonprofits build the discipline, strategy, and support systems they need to raise major gifts in a predictable and consistent way.

But before we dive into the details of the solution, let’s take a step back and talk about what’s really holding so many organizations back. In my experience working with nonprofits across sectors, the problem isn’t a lack of prospects. It’s a discipline and accountability gap —and it’s quietly eroding major gifts pipelines everywhere.

The Real Problem: A Discipline and Accountability Gap

As I wrote in a recent Forbes article , nonprofits often start the year with good intentions: ambitious goals, strong donor lists, and motivated teams. But without a structured system to keep major gifts efforts front and center, urgent daily demands take over and donor cultivation slips through the cracks.

Over time, the consequences add up:

Weeks or months without donor contact due to competing operational demands
Chasing high-wealth prospects who have little or no connection to your mission
Loss of donor relationships when a key fundraiser leaves the organization

With turnover in nonprofits averaging 18 months, this impact is even greater. Without a team-based, institution-wide approach to major gifts, organizations risk losing critical donor relationships, and thus revenue, with every staff transition.

The result? Unpredictable fundraising outcomes, missed opportunities, and mission momentum stalled by a lack of resources.

Why the Discipline Gap Is So Dangerous

Discipline isn’t glamorous. It’s not flashy. But it’s the bedrock of successful major gifts programs. Organizations that thrive build discipline into their culture by:

Conducting regular major gifts strategy meetings
Creating actionable, personalized engagement plans for top donors
Holding teams accountable for consistent outreach and follow-up
Building multi-person relationships with donors beyond just one fundraiser

I’ve seen over and over how nonprofits with formal, consistent major gifts processes are able to secure gifts more consistently and predictably from major donors than those with ad-hoc approaches.

Without discipline and accountability, even the most passionate teams struggle to turn major gifts potential into actual results.

The Cure: Introducing the Major Gifts Accelerator

Master a repeatable, sustainable system for major gifts that outlives staff turnover and transforms your fundraising future.

At Philanthropy Innovators, we saw how many organizations struggled with discipline, focus, and sustainable major gifts pipelines, and we created the Major Gifts Accelerator to fix exactly that.

The Major Gifts Accelerator isn’t a course, a seminar, or a set of webinars. It’s a 6-12 month intensive coaching and strategy program designed to help nonprofits build lasting major gifts success through structure, discipline, and expert support.

Here’s how it works:

1. Strategic Assessment

We start with the proprietary MOST™ Philanthropy Model to evaluate your organization's strengths, gaps, and opportunities. Then we use this information and work with you to identify the top 10 to 20 donors that are most likely to give to your organization.

2. Customized Major Donor Strategies

Next, we conduct a retreat with your team to co-create tailored strategies for these targeted donors, focusing on both philanthropic capacity and emotional connection.

3. Group Coaching and Accountability Sprints

Every six weeks, your team participates in expert-led coaching sessions to:

Identify solutions for your real-world challenges
Review and adjust strategies based on what you have learned through recent donor interactions
Keep the team focused, aligned, and accountable

You’ll leave each session with a clear, actionable plan and deadlines — not a theoretical to-do list.

4. Ongoing Expert Support

Between coaching sessions, your team has real-time access to Karen Cochran, CFRE , for donor strategy refinement and meeting debriefs.

The result? A repeatable, sustainable system for major gifts that outlives staff turnover and transforms your fundraising future.

How the Major Gifts Accelerator Pays for Itself

One of the biggest concerns nonprofits have is whether investing in a major gifts program will truly deliver results.

Here’s the truth: One well-cultivated major gift can more than cover the investment.

In many cases, organizations participating in the Major Gifts Accelerator secure:

Multiple major gifts that unlock programmatic expansion and fuel their mission
One to two mid-sized gifts that immediately recoup the cost of participation
Increased donor retention and larger repeat gifts by building deeper, lasting relationships

In our experience, nonprofits that invest in structured major gifts programs see donor retention rates increase dramatically, creating long-term, reliable revenue to propel their missions forward.

Major gifts fundraising isn’t about chasing short-term wins. It’s about building a pipeline that powers your mission for years to come.

Ready to Unlock Your Major Gifts Potential?

Are you tired of struggling to prioritize major gifts amid competing demands? Is your organization ready to build a sustainable, structured system that creates consistent revenue for years to come?

Our Major Gifts Accelerator is the way to do it.

Request a free consultation today to learn more.

Let’s close the discipline gap and open the door to your mission's long-term success.

3 Ways Nonprofits Can Leverage DAFs for Greater Impact

Tue, 15 Apr 2025 13:32:41 GMT

DAFs are transforming philanthropy, and organizations that embrace them will be better positioned for sustainable funding.

The world of philanthropy is changing fast, and donor-advised funds (DAFs) are leading the charge. With assets in DAFs skyrocketing 560% over the past decade—reaching $251 billion —nonprofits can no longer afford to overlook this powerful giving vehicle.

As a Forbes Nonprofit Council member, I recently wrote about this trend in my latest Forbes article and shared three ways nonprofits can harness the potential of DAFs to grow their funding and deepen donor relationships.

3 Key Strategies to Harness DAF Giving in 2025

#1: Build Relationships with DAF Advisors

Many DAF donors give anonymously, but that doesn’t mean they’re disengaged. Connecting with financial advisors who manage DAFs can increase your chances of repeat gifts and larger contributions.

#2: Participate in DAF Day

The first-ever DAF Day in 2024 mobilized donors to give from their funds. Mark your calendar for October 9, 2025 , and use this event as a strategic opportunity to engage and steward DAF donors.

#3. Encourage Recurring and Planned DAF Gifts

Many DAF platforms allow for recurring grants, and some DAFs become "orphaned" when donors pass away. Encouraging donors to include your nonprofit in their giving plans can provide long-term stability.

DAFs are transforming philanthropy, and organizations that embrace them will be better positioned for sustainable funding. If your nonprofit needs a strategy to tap into DAFs effectively, let’s connect .

Read the full Forbes article for a deeper dive into these strategies: 3 Ways to Hop on the DAF ‘Bullet Train’ in 2025 .

Women & Wealth: The Philanthropy Revolution Fundraisers Can’t Ignore

Mon, 24 Mar 2025 13:52:38 GMT

Women are reshaping and redefining philanthropy. It’s time to shift gears and build strategies that resonate with how women give, lead, and invest in change.

The world of philanthropy is shifting and women are leading the charge. For too long, the assumption has been that men drive big giving decisions. But the numbers tell a different story: Women are not only giving more, but they’re giving differently —prioritizing collaboration, impact, and long-term change.

So why are so many fundraising strategies still stuck in the past, overlooking the full potential of women as donors?

If nonprofits want to maximize their impact, they need to rethink how they engage with women in philanthropy. It’s not just about asking for donations—it’s about recognizing the unique ways women invest in change and designing approaches that meet them where they are. In honor of Women's History Month and the growing focus on the power of female philanthropy, let’s explore how fundraisers can do just that.

The Shifting Landscape of Women’s Philanthropy

Extensive research has established that women give differently than men. The Women’s Philanthropy Institute’s Women Give 2024 report shares insights on the differences in charitable giving between genders.

While overall donor participation has declined over the past two decades, women’s giving has been more resilient than men’s, particularly during periods of economic downturns. The report highlights several critical trends:

Women tend to prioritize community-oriented giving , supporting causes that emphasize social change and collective well-being.

Women’s giving remains strong even during financial uncertainty , with single women showing less of a decline in giving participation compared to single men.

Women donors are more likely to engage in trust-based philanthropy , preferring unrestricted gifts that allow nonprofits flexibility in addressing their most pressing needs.

It’s time for fundraisers to catch up. By shifting strategies to authentically engage women donors, nonprofits can tap into a powerful force for sustainable, high-impact giving.

Women’s Philanthropy: Shaping Higher Education for Equity

Women’s philanthropy has long been a catalyst for institutional change by demanding organizations adapt to their conditions and priorities.

Women philanthropists have long been at the forefront of transforming higher education —not just as donors, but as architects of opportunity. By leveraging their wealth, influence, and vision, they have broken barriers, expanded access, and reshaped institutions to create more equitable educational pathways.

Mary Elizabeth Garrett (1893, Johns Hopkins University) made a $350,000 donation on the condition that women were accepted “on the same terms as men” to the university’s medical school, effectively transforming medical education standards in the early 20th century.

Phoebe Apperson Hearst (1897–1907, University of California, Berkeley) funded scholarships and women’s facilities, resulting in an increase of women enrolling at the university from 30% to 46% within a decade.

Katharine Dexter McCormick (1950s–1970s, MIT & Stanford) invested millions to expand opportunities for women in STEM fields, influencing gender parity efforts in higher education.

Rather than a recent phenomenon, these precedents demonstrate that women’s philanthropy has long been a catalyst for institutional change by demanding organizations adapt to their conditions and priorities.

Modern Women in Philanthropy: Driving Bold, Lasting Impact

The contemporary philanthropic landscape continues to be shaped by high-profile women donors who are redefining the sector through strategic, large-scale giving.

MacKenzie Scott (2019–present) has donated over $14 billion to nonprofits, prioritizing organizations that promote equity and systemic change. In 2021, I had the privilege of working to maximize the impact of her $40 million gift to the University of Central Florida through a challenge that incentivized others to step up with their own philanthropy. The result of her generosity is that students from all backgrounds will be able to access affordable, high-quality education for generations to come.

Melinda French Gates (2024) has committed $250 million to advancing women’s health , economic empowerment, and global gender equality.

Impact100 (2001–present) , a women-led collective giving model, pools individual contributions to fund high-impact community projects, resulting in an impressive $160 million fund to better their communities .

International Network of Women’s Funds (2000–present) supports feminist philanthropy by funding grassroots women’s rights movements worldwide.

These examples illustrate a broader trend: women are directing their philanthropy toward initiatives that emphasize systemic, long-term transformation rather than transactional giving.

Engaging Women Philanthropists: What Fundraisers Need to Do Now

Women donors aren’t looking for a transactional relationship; they want meaningful engagement.

Women are reshaping and redefining philanthropy. Yet too many fundraising strategies still cater to an outdated model, missing the opportunity to engage the very donors who are driving change. It’s time to shift gears and build strategies that resonate with how women give, lead, and invest in change. Here’s how:

#1. Align with Women’s Giving Priorities

Women donors care about transparency, measurable results, and long-term change. That means fundraisers need to move beyond generic requests and offer clear impact stories, data-driven results, and a vision for lasting transformation.

#2. Create Spaces for Collective and Collaborative Giving

Women love to give together. Just look at the success of Impact100 and other pooled giving models—women philanthropists thrive in spaces where they can collaborate, lead, and see their collective power at work. Nonprofits should lean into this by fostering peer-to-peer giving circles and group engagement strategies.

#3. Acknowledge Women as Decision-Makers

Women aren’t just supporting philanthropy; they’re leading it. Whether in households, businesses, or foundations, they are making the calls on where the dollars go. Ignoring this reality means missing out on major gifts, legacy giving, and long-term partnerships. Fundraisers must engage women directly, not as an afterthought.

#4. Rethink Stewardship—Make It Personal

Women donors aren’t looking for a transactional relationship; they want meaningful engagement. That means deeper conversations, stronger community ties, and consistent follow-up that demonstrate real impact. If nonprofits want sustained support, they need to invest in authentic, relationship-driven stewardship.

The Future of Women’s Giving

Women philanthropists are a force for change. With growing economic power and a deep commitment to social impact, they are redefining what meaningful giving looks like.

Nonprofits that recognize this and adapt will build stronger donor relationships and unlock transformative giving that reshapes communities for generations. Those that don’t? They’ll miss out on some of the most engaged and influential donors of our time .

The future of philanthropy belongs to those who listen, learn, and foster authentic connections with women donors. It’s time to rethink engagement and embrace the full power of women’s giving—because when women lead in philanthropy, communities thrive, systems shift, and lasting change follows.

Building Engaged Nonprofit Teams in 2025

Wed, 15 Jan 2025 19:06:14 GMT

Engagement is not an individual problem, but rather a leadership responsibility. Organizations must create environments where employees feel valued, supported, and equipped to succeed.

As we enter the new year, many nonprofits are feeling the strain. Staffing shortages, tight budgets, and rising donor expectations have stretched teams to their breaking point. These pressures aren’t just inconveniences—they’re threatening the very missions nonprofits strive to achieve.

A recent Gallup Report underscores the gravity of the situation, revealing that employee engagement has dropped to its lowest level in a decade . This report puts numbers to what many of us have been sensing— a pervasive malaise that’s hindering productivity, morale, and mission effectiveness . Even worse, this malaise affects every corner of an organization, contributing to burnout, high turnover, and, for nonprofits, weakened donor relationships.

The solution doesn’t lie in temporary fixes or shifting responsibility onto already overburdened teams. Instead, nonprofit leaders must take bold steps to address engagement head-on . By rethinking workflows, clarifying roles, and investing in professional growth and innovative tools, they can create environments where people excel.

This article takes a look at several critical ways nonprofit leaders can create environments where their people excel—because when employees thrive, so do the communities they serve .

Nonprofits Face Unique Workforce Challenges

While labor shortages are rife in the global workforce, the nonprofit sector faces specific challenges. The 2023 Nonprofit Workforce Survey highlights the pressing situation :

51.7% of respondents reported experiencing job vacancies
72.2% of leaders stated that salary inhibits their ability to recruit and retain employees
50.2% reported workforce shortages due to burnout

Despite this, the 2023 survey indicated that 96% of nonprofit leaders feel tremendous satisfaction in their jobs . In an industry where the majority of employees favor mission-based work, this is hardly surprising.

Given this, we must ask ourselves how we can leverage the attraction of this type of work to recruit and retain team members who are passionate about our missions.

A Shift from Individual Responsibility to Leadership Accountability

Historically, discussions about employee and team engagement have focused on individual actions, such as encouraging staff to take breaks, manage stress, or enforce boundaries. While well-intentioned, these approaches don’t address the systemic issues that lead to disengagement.

Engagement is not an individual problem, but rather a leadership responsibility . Organizations must create environments where employees feel valued, supported, and equipped to succeed. This involves designing systems that align with team needs, organizational goals, and the demands of modern philanthropy.

Systemic change means building a foundation that supports teams at every level, including:

Clarifying roles and responsibilities so employees understand their contributions to the mission.
Setting realistic goals and expectations that align with available resources.
Providing the tools and technology teams need to work efficiently and effectively.

This transformation starts with leadership accountability. Leaders must assess their organization’s culture and workflows, identifying barriers to engagement and taking action to remove them.

Team Engagement: The Key to Nonprofit Success

Employee engagement is the enthusiasm, commitment, and connection individuals feel toward their work and organization. Engaged employees contribute actively to achieving the mission , while disengaged employees often feel unsupported, unmotivated, and disconnected, leading to underperformance, absenteeism, and turnover.

The benefits of engagement are clear. A report from Gallup shows that engaged employees lead to :

81% reduction in absenteeism
18-43% decrease in employee turnover
18% increase in productivity
23% boost in profitability

For nonprofits, the stakes are even higher. Engaged employees are less likely to leave, reducing recruitment costs and preserving institutional knowledge. They are also better equipped to:

Strengthen donor relationships
Increase community impact
Build long-term sustainable philanthropy to support the mission.

When leadership teams ensure team members feel valued, supported, and equipped, it can bolster engagement, thereby deepening relationships and retaining passionate individuals who seek mission-focused work. In this environment, engagement may be more easily achieved than in other organizations.

Practical Solutions for Driving Systemic Change

We won’t fix the talent crisis in fundraising with quick fixes or last-minute solutions. While well-intentioned, encouraging employees to “breathe” or take five minutes to pause isn’t enough to address the root causes of exhaustion and turnover.

Instead of pushing the issue onto our team members, leaders must take responsibility for the ways in which their organizations provide support for the mental and emotional well-being of their people, while actively seeking to improve team member engagement.

Transforming organizational culture may sound daunting, but it’s achievable with clear steps. Here are five actionable strategies to get started:

1) Foster a Culture of Trust and Psychological Safety:

Teams thrive when they feel safe to share challenges, ask questions, and propose innovative ideas. Structured feedback mechanisms, such as anonymous surveys or regular team retrospectives, can help create this environment. Leaders can further support this by creating safe spaces for open dialogue .

2) Clarify Roles and Responsibilities:

Clearly define each team member’s role and its connection to the broader mission. This reduces uncertainty and allows staff to focus their energy on impactful work.

3) Equip Teams with the Right Tools:

Modern technology can streamline workflows and reduce administrative burdens. Tools like AI-powered platforms can assist with donor segmentation, personalized outreach, and data analysis, freeing up time for strategic work.

4) Set Realistic Goals and Targets:

Unrealistic expectations can demoralize teams and signal a disconnect between leadership and day-to-day realities. Align goals with organizational capacity, creating a sense of trust and achievement. Clearly identify who owns each goal and set up a system that ensures accountability.

5 ) Ask Your Team the Right Questions:

Leadership accountability requires an accurate assessment of a team’s overall health and well-being on an ongoing basis. This can be done by creating a culture of trust and asking the right questions. I strongly recommend asking these six questions to understand how team members are really doing .

6) Invest in Leadership Coaching for Professional Growth:

Leadership coaching offers significant benefits for individuals and organizations. A MetrixGlobal study found that coaching can lead to:

70% increase in individual performance
50% improvement in team performance
48% increase in organizational performance

Coaching not only demonstrates an organization's commitment to personal development, but also delivers measurable results that benefit the entire organization. By working with a certified leadership coach , nonprofit leaders can access tailored guidance to advance their mission and propel their teams forward.

The Time for Change Is Now

When organizations prioritize their teams’ well-being and professional growth, they’re not just being “nice.” They’re strengthening their ability to cultivate donor relationships and drive their mission. A thriving team leads to committed donors who understand the impact of their donations and want to do more.

Nonprofit leaders have a choice: continue operating within broken systems or take bold steps toward systemic change. By addressing structural issues, prioritizing engagement, and embracing innovation, organizations can build stronger teams, deepen their community impact, and secure a sustainable future .

Begin today by assessing your organization’s culture and workflows. Ask yourself: Where can we remove barriers, clarify roles, or better support our teams? The first step toward systemic change starts with your leadership.

When Year-End Stress Hits Harder Than Ever

Wed, 11 Dec 2024 13:30:10 GMT

As leaders, we have a unique opportunity to support our teams in navigating this season. December already is in full swing, but there are still ways to effectively ease your team’s burden during the year-end rush.

It’s no secret that year-end is one of the busiest and most important times of the year for nonprofits. November and December bring a flurry of donations, demanding deadlines, and high expectations for fundraising teams.

Yet, for many of us, this time also comes with a sense of weariness. We’re pulled in countless directions—professionally and personally—creating a “hamster wheel” effect that feels inescapable. It’s a season of conflicting demands: pushing hard to hit those all-important targets while longing for a chance to log off and recharge .

I know this tension all too well, and this combination of stress and demands can trigger a wake-up call.

A Year-End Wake-Up Call

For me, that moment came like difficult moments often do—when we least expect it and have the least amount of time to deal with the consequences.

As a fundraiser, this season has always been a special time for me, full of holiday gatherings, reconnecting with friends, and on a professional level, helping others realize a vision for their own philanthropy.

My particular story unfolded in the era before smartphones, apps, and instant ways to give. Many of us made personal visits to donors at their homes or offices to pick up checks that needed to be receipted before the end of the year.

On this particular New Year’s Eve, I headed out to pick up donor checks and deliver them to our team for processing. Just as I stopped at a red light, I felt a searing pain between my eyes. It was at least an 8 on a scale of 10, and it immediately got my attention.

Of course, the non-self-aware, younger version of myself continued on her mission to collect checks and ensure year-end credit. A few stoplights later, the pain jumped from its original point to the arch of my right eyebrow. It felt like someone lit my face on fire.

The immediate thought that ran through my head was, “Oh Lord! I have shingles and they are on my face!” Having a family history of this disease, I knew what it meant and exactly what had caused it—extremely high levels of unmanaged STRESS.

That was my wake-up call—the moment I knew everything had to change!

Balancing Time Off with Year-End Demands

But change isn’t easy. And for me, learning new routines to prioritize my health and well-being alongside a successful fundraising career was a journey that lasted many years.

That’s why I’m sharing this story. This time of year creates a challenging tension for fundraising teams: the urgency of year-end giving versus the need to rest, recharge, spend time with family, and indulge in a little holiday cheer.

What You Can Do Right Now to Help Your Team

As leaders, we have a unique opportunity to support our teams in navigating this season. December already is in full swing, but there are still ways to effectively ease your team’s burden during the year-end rush .

Focus on Year-End Giving: Keep your team’s attention on donor-related activities. Avoid flooding their inboxes with internal updates or tasks that can wait until January. The goal should be to create space for them to concentrate on the most important work: securing donations and stewarding relationships.

Empower Your Team to Support One Another: Share in the responsibility of office coverage or manning the phones. Coordinate schedules so that each individual can have some downtime. If you are a department of one or part of the gift processing team whose work is time sensitive, make sure you have a few days in early January to be out of the office and recharge.

Mandate the Use of Strategic Out-of-Office Messages: Provide a template for your team to set expectations with donors, colleagues, and stakeholders and insist that it be mandatory. For example:

" Thank you for your email. If you are looking for ways to support [name of your charity] during this season of giving you can do so on our website at [your website here]. If you need assistance making your gift or have a matter that won’t wait until we return on January 2, please reach out to [name] at [phone number] In the meantime we wish you a Happy Holiday and a joyful New Year! "

This approach protects your team’s time and ensures they can focus on the most critical tasks without feeling overwhelmed and maybe even enjoy a bit of R&R this year.

Start Planning Now for Next Year

As we push through December and prepare for the new year, I encourage you to start thinking about how you can set your team up for even greater success during the next holiday season . Here are some strategies to consider:

Plan Vacations in Advance : Encourage your team to map out their time off months ahead of year-end, ensuring coverage and minimizing disruptions. Clear communication with colleagues and donors helps reduce stress as the holidays approach.

Leverage Automation and Technology : Invest in tools like CRMs, AI, and email automation to streamline donor outreach, follow-ups, and reporting. This allows your team to focus on relationship-building rather than administrative tasks during the busiest time of the year.

Establish Realistic Boundaries : Create a culture where team members feel empowered to set limits and focus on the most impactful activities. Encourage the use of mobile tools for staying connected when necessary, but emphasize the importance of genuine time off whenever possible.

By demonstrating that we are committed to reducing stress and fostering sustainable well-being, I hope the next generation of fundraisers will not need the painful wake-up call that I did.

Stay Tuned

When organizations prioritize their teams’ well-being, they’re not just being “nice.” They’re strengthening their ability to cultivate donor relationships and drive mission impact. A thriving team leads to committed donors who understand the impact of their donations and want to do more.

This blog signals the start of many more to come. I am as passionate about philanthropy as I am concerned for its future. The talent shortages, open vacancies, and shocking rates of burnout are undermining our ability to propel our missions forward.

In upcoming posts, I’ll explore organizational changes that contribute to healthy, engaged non-profit teams and sustainable philanthropy. Together, we can create a nonprofit culture where our people feel supported, donors stay engaged, and missions reach their full potential .

The New Rules of Major Gifts: Trends & Strategies for Nonprofits

Wed, 20 Nov 2024 22:07:05 GMT

As donor demographics change and advancing technology reshapes how organizations engage with major donors, nonprofits must innovate in order to stay relevant and impactful.

While major gifts account for 88% of funds from only 12% of donors, many nonprofits struggle to maintain effective major gift strategies. This gap threatens their ability to fulfill their missions and serve their communities.

As donor demographics change and advancing technology reshapes how organizations engage with major donors, nonprofits must innovate in order to stay relevant and impactful.

In this article, we’ll explore three critical changes transforming the major gifts landscape—and provide actionable strategies to help organizations strengthen donor relationships and achieve sustainable success.

The Struggle Is Real with Major Gifts

Each day, nonprofits are faced with competing demands and distractions. Rather than focusing on creating strategies to engage donors, they are pulled into day-to-day priorities of the operations. Without discipline around major donor strategies, weeks—or even months—can elapse between contacts with key stakeholders.

In my experience, most nonprofit organizations suffer from a gap between the strategy and execution of their major gifts program. The intention is there, but it is overshadowed by core challenges that block teams from developing a sustainable approach to major gifts.

The most notable reasons for this are:

Resource Constraints: Overwhelmed fundraisers often juggle too many tasks, leaving little time for meaningful donor cultivation. Without tools like CRMs and automation, donor opportunities are missed or deprioritized.

Fragmented Focus: High turnover and siloed teams result in inconsistent donor engagement. When donor strategies aren’t aligned across an organization, relationships can weaken or be lost altogether.

Outdated Methods: Reliance on mass mailings or generic appeals will not resonate with today’s donors. In today’s automated landscape, donors expect communication tailored to their values and interests. Nonprofits that overlook these shifts risk alienating their donors and limiting their potential.

Emerging Trends and Key Challenges

If there is anything I’ve learned in my decades as a fundraising strategist, it’s that our methods need to follow donors’ demands and behavior. In other words, it’s essential that we stay up to date on the latest trends and employ new ways of engaging with donors as demographics and the philanthropic landscape change.

Here are three critical changes we must consider in building a successful major gifts program:

1. Donor Demographics Are Shifting

Over the past two decades, the age of first-time major donors has risen significantly —from 55 to 66 years. This change reflects broader societal and economic trends, such as delayed financial stability and an increasing emphasis on value-driven philanthropy.

Donors’ value-driven approach often supersedes the historical trend of loyalty to specific organizations.

Today’s older donors are more intentional and expect to see the measurable impact of their contributions . At the same time, they have access to an expanding array of giving options beyond traditional methods. Vehicles like donor-advised funds (DAFs) , impact investment funds, and socially responsible enterprises enable donors to align their giving with personal values, such as sustainability and equity.

2. Technology Is Driving Major Gift Strategies

AI, Customer Relationship Management systems (CRMs), and automation are transforming major gifts fundraising, reshaping how nonprofits identify, engage, and steward donors. These tools streamline operations, analyze donor behavior, and enable fundraisers to focus on building relationships.

Nonprofits that fail to personalize donor outreach risk appearing out of touch in a world where individuals expect tailored recommendations from platforms like Amazon and Spotify. This disconnect can lead to decreased donor engagement and lost opportunities for major gifts.

3. Turnover Undermines Vital Donor Relationships

High turnover rates among fundraisers are creating significant challenges for organizations, especially in major gifts fundraising. The National Council for Nonprofits 2023 Nonprofit Workforce Survey Results indicate that 50.2% of respondents are experiencing workforce vacancies due to burnout. An equally staggering statistic is that 22% of nonprofit leaders surveyed are likely to leave the industry in the next two years.

Major gifts fundraising depends on trust and long-term relationships —often cultivated over years. When turnover occurs, these relationships are disrupted, leaving donors feeling overlooked and organizations struggling to maintain continuity. Without institutional knowledge and a unified approach to donor cultivation, the process can become disjointed and unfocused, jeopardizing the success of future major gifts.

Thriving in Today’s Major Gifts Landscape

Success in today’s major gifts landscape requires nonprofits to take a strategic, proactive approach to overcome challenges. By focusing on personalization, differentiation, relationships, and team alignment , organizations can position themselves for long-term success. Here’s how:

Personalize Donor Engagement

Today’s donors expect meaningful, customized interactions that reflect their values and priorities. With tools like AI and CRMs, nonprofits can better understand donor behavior and tailor outreach accordingly. For example, AI might identify a donor’s passion for education and suggest sending updates on a scholarship program they’ve supported.

When nonprofits meet donors’ heightened expectations for personalization, they build trust and deepen relationships—both critical to securing major gifts.

Differentiate Your Organization

In a crowded philanthropic space, standing out is essential. By leveraging technology, nonprofits can showcase their unique impact and connect donors directly to the outcomes they care about most.

Differentiation not only elevates your organization but also fosters a deeper emotional connection with donors.

For instance, using CRM data, you can share success stories that resonate with a donor’s values, like a report on carbon emissions reductions for a donor passionate about sustainability. Add a personal touch with a thank-you video highlighting how their support made a difference. Differentiation not only elevates your organization but also fosters a deeper emotional connection with donors.

Streamline Operations to Focus on Relationships

Technology like CRMs and automation tools can reduce the administrative burden fundraisers face, from managing donor data to scheduling follow-ups. For example, thank-you emails can be automated to include personalized impact reports, freeing fundraisers to focus on in-person donor meetings.

But the real value lies in what nonprofits do with the time saved. Fundraisers should use these efficiencies to prioritize relational work—like one-on-one meetings, personal thank-yous, and impactful storytelling. These authentic connections are what drive major giving.

Build Team Alignment to Overcome Turnover

Turnover in fundraising teams can disrupt relationships and stall donor strategies. To counter this, nonprofits need systems that provide continuity and maintain donor cultivation.

Invest in cross-departmental alignment and use CRMs to capture and share institutional knowledge, such as donor history and preferences. This ensures the entire team is equipped to continue cultivating relationships, even during staff transitions. When alignment is strong, nonprofits can maintain stability and keep major gift strategies on track and moving forward.

A Solution for Nonprofits: The Major Gifts Accelerator

Adapting to today’s major gifts landscape can feel overwhelming—but it doesn’t have to be. The Major Gifts Accelerator equips teams with the tools and support needed to build a thriving major gifts program .

A unique blend of philanthropic strategy and expert coaching, this program gives your team an actionable framework for hitting targets and an accountability partner to keep them focused along the way.

If your team is struggling to overcome challenges like meaningful donor engagement, resource constraints, and competing demands for time and energy, this program is for you.

Why It Works

The Major Gifts Accelerator isn’t a one-size-fits-all approach or a quick fix. With more than three decades of frontline fundraising experience and proven coaching methodologies, we have developed a program that offers a unique blend of strategy and actionable support to drive real results.

Tailored to Your Organization: Through the MOST™ Philanthropy Assessment , we identify gaps and opportunities in your program. This comprehensive evaluation helps us craft a personalized roadmap to achieve your immediate goals while building a foundation for long-term growth.

Personalized Donor Strategies: Donors today expect engagement that aligns with their passions and values. We help your team develop data-driven strategies to cultivate meaningful relationships with your top prospects, guiding them toward transformational, high-capacity gifts.

Strengthens Team Alignment: Major gifts success requires a united team. This program brings senior leadership and frontline fundraisers into alignment, ensuring everyone is working toward shared goals. Regular coaching sessions keep your team focused, accountable, and motivated.

Offers Guidance and Support Exactly When You Need It: For resource-strapped teams, maintaining a disciplined major gifts strategy can be overwhelming. With personalized coaching and direct access to a seasoned major gifts strategist, your team will receive expert guidance to overcome challenges and stay on track.

The Future Is Here to Stay

Ignoring the shifts in philanthropy is no longer an option. Lack of action puts your nonprofit at risk for donor attrition and missed opportunities. By acting now, your organization can position itself as a leader in the philanthropic landscape.

Tackling these challenges alone can feel overwhelming, but with the right partner by your side, you can face the future with confidence. With solid strategies and tools, you can develop a disciplined approach to major gifts that drives your nonprofit forward for years to come. By focusing on personalized donor engagement, streamlined operations, and strong team alignment, you can not only adapt to change but thrive in it.

Are you ready to take your major gifts strategy to the next level? Take the first step toward transforming your major gifts work by scheduling a free call with me .

Managing Your Fundraising Team Through This Heated Election

Mon, 28 Oct 2024 16:42:02 GMT

While the election season brings stress, it also presents an opportunity for growth and engagement.

With only a few days left until the 2024 U.S. election, fundraising professionals and their managers find themselves in a precarious situation. Regardless of who wins, someone on your team or within your constituency is going to be very upset.

As fundraisers, you are the relationship builders for your organization, serving as both connectors and stewards of your mission. As a fundraising leader, your role is more than just a manager of tasks— you also are a safeguard of your team’s emotional and psychological well-being.

Even in this environment of uncertainty, the next several weeks present an opportunity to strengthen relationships, create inclusive spaces, and provide the support your team needs to navigate the coming months—regardless of the outcome.

Leaders must step up and create environments that help their teams remain focused, supported, and resilient.

Now more than ever, leaders must step up and create environments that help their teams remain focused, supported, and resilient. That’s why this article provides recommendations to help guide your team through this period of heightened stress while continuing to focus on the relationships that will move your organization forward.

Creating Safe Spaces for Fundraising Teams

One of the most important and effective ways you can support your team during a time of heightened anxiety is to intentionally create safe spaces . Safe spaces are environments where individuals feel psychologically secure to express their thoughts, concerns, and emotions without fear of judgment or reprisal.

This concept is critical not only for promoting harmony within your team but also for fostering a culture of openness and building trust . In the context of election season, when political discourse can often become divisive, having a place for employees to feel heard and supported becomes even more essential.

How to Cultivate Safe Spaces

1) Establish clear communication boundaries:

It’s important to set the tone for what constitutes respectful dialogue. Develop ground rules that encourage active listening, empathy, and respectful disagreement . For instance, encourage team members to use “I” statements to express how they feel without generalizing or projecting assumptions onto others. Clear boundaries help everyone know what is acceptable, reducing the risk of misunderstandings.

2) Co-create ground rules with your team:

Your team is more likely to take ownership of the space and abide by the rules if they are involved in creating and establishing the ground rules. Some key principles to consider include embracing discomfort (since tough conversations can lead to growth), treating all perspectives as legitimate, and giving others the benefit of the doubt.

3) Create structured opportunities for open dialogue:

Consider setting up regular check-ins or forums where employees can voice their thoughts and feelings. These spaces should be structured to promote positive dialogue —such as anonymous surveys or facilitated discussions—and allow people to express themselves without feeling pressured or isolated.

On a recent We Are For Good podcast, Rashaunda Williams emphasized that safe spaces don’t just appear organically—they are built with intention, patience, and a willingness to hear diverse perspectives . I encourage you to listen to the full episode here: Training Leaders on Building Safe, Inclusive Spaces - Rashaunda Williams .

4) Model vulnerability and inclusivity:

As a leader, your team will follow your cues . Demonstrating vulnerability by sharing your own experiences with stress or uncertainty can encourage others to feel comfortable sharing their own struggles. Create an inclusive environment by actively soliciting input from all team members, particularly those who might feel marginalized or less inclined to speak up.

5) Encourage team members to use the space:

It’s not enough to just provide a safe space; team members need to be encouraged to use it. Emphasize that the purpose is to support their well-being, not just during election season but whenever they need it. Normalize the use of these spaces by scheduling regular times for team members to come together and check in, and be sure to follow up with individuals who may need additional support.

6) Find common ground:

When disagreements do arise, help your team find common ground. Remind them that while their personal political beliefs may differ, their shared commitment to your organization’s mission unites them . Encourage a culture of giving others the benefit of the doubt and focusing on solutions rather than exacerbating divisions.

By providing a structured, supportive environment, you not only help your team process the external tensions of election season, but you also build a stronger, more cohesive organization that thrives under pressure .

Leading with Transparency and Core Values

During times of stress, clarity and consistency become even more important. It is your responsibility as a leader to anchor your team in the values and mission of your organization. Your team needs to be reminded of what the organization stands for and why their work matters, especially when external distractions are pulling them in different directions.

It is your responsibility as a leader to anchor your team in the values and mission of your organization.

Start by regularly communicating the organization’s mission and values. During moments of tension, remind your team that their work is about making a meaningful impact, and it transcends any one election or political issue . Celebrate examples of team members who embody your core values and make a point to connect the dots between those values and the broader mission.

Consider adding a mission moment to your standing agendas to remind everyone of the difference your work makes in the lives of others. Being clear about this helps reduce ambiguity and allows your team to focus on what they can control: their work and the impact they are making.

Transparency includes being honest about the challenges your team may face during this time. As fundraisers, you may not only have tension within the internal team; you may also find yourself across the table from a donor whose viewpoint is the complete opposite of your own. When you do, it is important to remember that becoming combative or defensive will only deepen the divide. Instead, use the situation as an opportunity to deepen the relationship with your donor .

One of the most valuable pieces of feedback I ever received from a mentor was that t he only thing you control in any given situation is how you react to it . You can better navigate difficult situations when you are aware of your triggers and pay close attention to them.

Tips for Managing Your Own Behavior

Some of the behaviors you can adopt to manage these difficult situations are:

Practice Mindfulness: Try mindfulness exercises throughout your day to keep your attention focused on the present moment, rather than on the myriad of events and actions that are outside of your control.
Focus on Your Breathing: Connect to your breath by focusing on the air flowing in and out of your lungs to help you stay centered. Some mindfulness experts suggest counting your breaths or guided breathing exercises to stay connected to your breathing.
Say a Mantra: Come up with a phrase that you can repeat to yourself and that reinforces your ability to project calm. Some popular ones from Amy Jen Su, coauthor of Own the Room are “ Go to neutral ,” “ It isn’t about me ,” or “ This will pass .”
Use Visualization: Jeanne Brett from the Kellogg School of Management reminds us that if you don’t feed the negative emotion with your own, the individual will likely wind down. Visualize the words of your donor going over your shoulder rather than hitting you in the chest.

These techniques can keep you and your team stay grounded in your shared goals, even when the world outside feels chaotic.

Managing Team Stress and Election-Related Anxiety

It is especially important that leaders model self-care . Your team will take cues from how you handle your own stress, so if you prioritize mental health by taking breaks, setting boundaries around work, and managing your own emotions, your team will feel empowered to do the same . Regularly check in with yourself and your team, and encourage them to step away from work or the 24-hour news cycle when needed.

Providing access to mental health resources is another critical step. Offering flexible work arrangements, encouraging mental health days, and ensuring your team knows how to access employee assistance programs can help alleviate the pressure many will feel. This is especially important for those who may find the election’s outcome personally distressing.

Encourage team members to participate in activities that help release tension and improve emotional well-being. Physical movement, mindfulness practices, and creative outlets can be powerful tools in managing stress. Consider hosting team wellness events—such as virtual mindfulness sessions or lunchtime walks—to create moments of collective relief from the election atmosphere.

A Season for Growth

While the election season brings stress, it also presents an opportunity for growth and engagement. Nonprofits—particularly fundraising organizations—can leverage this time to connect more deeply with their communities and donors by focusing on mission-driven issues .

Internally, election season can serve as a time to emphasize your values and strengthen bonds between teammates. A post-election retreat or team meeting can provide valuable space to reflect on the impact of the election and plan for the months ahead. Use this moment to refocus on the mission, celebrate wins, and identify opportunities for future growth.

As stressful as this period can be, it also offers a chance to reaffirm your organization’s commitment to the values and goals that brought everyone together in the first place.

This is the time to strengthen your internal culture and ensure that your team feels supported, empowered, and ready to face the future—no matter the election’s outcome.

Additional Resources

Below are some excellent resources to help guide leaders during election season:

We Are For Good Podcast: Training Leaders on Building Safe, Inclusive Spaces - Rashaunda Williams
Harvard Business Review: Preparing Your Team for a Year of Intense Political Polarization
coLeague: Leading Through Election Anxiety: Navigating Organizational Challenges in Polarized Times
MIT Sloan Management Review: How to Deal With Political Polarization in the Workplace
Spring Health: How Leaders Can Protect and Support Psychological Safety in the Workplace

DEI is Shaping the Future of Fundraising

Wed, 16 Oct 2024 16:19:50 GMT

Attracting, nurturing, and retaining diverse talent is no longer optional—it’s essential for any nonprofit aiming to thrive.

Diverse perspectives strengthen teams, foster innovation, and unlock new opportunities to engage donors and build lasting support for your critical mission.

As donor engagement becomes more critical and demographics shift rapidly, nonprofits must adapt to stay relevant. The future of philanthropy will be driven by those who embrace diversity, equity, and inclusion (DEI) as a core strategy, not just a buzzword.

In this article, we’ll explore why DEI strategies help you leverage solutions and how you can foster inclusive philanthropic environments. We’ve also provided an exercise to help you reflect on your own efforts to build a diverse and equitable team.

Diverse, Young Voices Are the Future of Fundraising

Today’s nonprofits are navigating a complex and changing landscape, where the ability to connect with a broad spectrum of donors is more important than ever. To do this effectively, fundraising teams must reflect the diversity of the communities they serve.

Beyond that, diverse teams are proven to be smarter , more creative, and more effective at problem-solving. Bringing together individuals from different backgrounds—whether it’s race, gender, education, or life experience—results in more innovative thinking and better decision-making. In a field as dynamic as fundraising, where building relationships and inspiring action are key, these qualities allow organizations to reach new donors, cultivate deeper relationships, and ultimately, advance their missions in a more impactful way.

But, the challenge isn’t just finding diverse talent—it’s ensuring that the environment within your nonprofit encourages that talent to thrive.

Supporting diverse voices, especially younger professionals, requires a commitment to mentorship, career development, and pathways for leadership. When organizations invest in these efforts, they position themselves for long-term success.

The Myth of the Pipeline Problem

“If we don’t bring in new minds, we won’t innovate.” –Tahsin Alam

One common misconception in the nonprofit sector is the so-called “pipeline problem,” the belief that there simply aren’t enough qualified diverse candidates for fundraising roles. But as Tahsin Alam , associate dean for advancement at the University of Washington, wisely put it: “If we don’t bring in new minds, we won’t innovate.”

The reality is that talent exists. The challenge lies in how and where we’re looking for it. Traditional recruitment methods often rely on networks that may not reach underrepresented groups and many organizations passively post job listings without actively utilizing recruiting resources that focus on building a diverse candidate pool. Posting a job is not the same as recruiting.

An effective solution is to create intentional pathways that bring diverse talent into the profession. One such approach is the Advancement Fellows Model, which helps develop young professionals while addressing current staffing needs.

Develop Tomorrow's Leaders with the Advancement Fellows Model

Implementing an Advancement Fellows Model is an excellent way to cultivate diverse, young talent. Develop your own program to provide students with hands-on experience in various advancement roles, professional development opportunities, and mentoring. Fellows participate in project-based learning, receive coaching from experts, and gain access to professional networks that support their career growth.

DEI Creates Stronger Connections with Donors

Not only will organizations that advance DEI benefit from stronger, more resilient teams, but they are more likely to form stronger connections with their donor base. Fundraisers who come from different backgrounds are better equipped to understand the diverse communities they serve and can tailor their outreach to resonate with a wider donor community.

One of my former colleagues, Derreasha Jones , a passionate social justice advocate and former UCF Advancement Fellow, spoke about the importance of leaving UCF better than she found it by making sure its fundraising efforts reflected the diverse student body. Her work is a reminder that diverse voices within our teams lead to more authentic, meaningful engagement with donors who share our vision but may have felt overlooked in the past.

Read the full case study here: Growing the Next Generation of Fundraisers

As organizations, we cannot afford to rely on the same small group of donors or the same tired strategies. If we want to grow, we must evolve. That evolution begins with who we’re attracting into the profession and how we’re supporting them.

From Awareness to Action

“DEI isn't just a program but a mindset in the organization from your core values, policies, and leadership style.” –Nicole Suydam

Awareness of the importance of DEI is no longer enough—it’s time to shift from awareness to action . The Association of Fundraising Professionals (AFP) has long championed the importance of Inclusion, Diversity, Equity, and Access (IDEA), but it’s clear that much work remains.

According to a 2021 AFP study , only 25% of fundraising professionals identified as non-white, despite the fact that 40% of the U.S. population is non-white. While this is an improvement from earlier years, it shows that the work of building inclusive teams has only just begun.

What does it take to move from awareness to action? I recently contributed to a Forbes Nonprofit Council article that focuses on how nonprofits can improve their DEI efforts. Here are a few key practices suggested by nonprofit leaders that can be applied to your organization:

Commit to representation: James Dismond encourages organizations to audit their current team demographics and compare them to the community it serves. Next, develop a recruitment plan to augment underrepresented groups. This means not only hiring diverse talent but also supporting their growth and advancement within the organization.
Invest in training and mentorship: Dr. Ara Baghdasarian explains that diverse teams need more than just inclusion in hiring—they need mentorship, sponsorship, and opportunities to advance. This means offering cultural competency training and ensuring that everyone has the support they need to succeed.
Engage diverse stakeholders: At Philanthropy Innovators, we teach that DEI isn’t the responsibility of one person or department—it requires buy-in across the organization. Invite diverse voices to your planning and decision-making meetings to ensure representation at all levels of the organization.
Routinely ask for feedback: Nicole Suydam reminds us that “DEI isn't just a program but a mindset in the organization from your core values, policies and leadership style.” She suggests that organizations routinely ask for feedback from their team members and stakeholders by conducting surveys or holding listening sessions. DEI must become a mindset that is reflected in the organization's policies, core values, and leadership decisions.

An Exercise to Reflect on Your Own Network

The approaches mentioned above are easy to describe, but not always easy to put into action due to our own biases. That’s why any discussion around DEI must start with reflection on our own biases and relationships.

You can start by trying the simple exercise below, which is designed to help you think critically about the diversity of your own network and how it may influence your organization’s approach to talent and engagement.

Exercise: The Trusted 10

Take a few minutes to list your top 10 closest relationships—people you would turn to for advice, support, or help in a crisis. These could be friends, family members, or colleagues.

For each person, note the following attributes: gender, ethnicity, age, class, religion, sexual orientation, level of education, disability (yes or no), marital status, and lived experiences.

Once you’ve filled in these details, take a step back and look at the results. What do they tell you about the diversity (or lack thereof) within your closest circle? Are there any patterns that stand out?

This exercise isn’t meant to criticize, but rather to bring awareness to how our own biases and relationships shape our perspectives.

After completing this exercise, reflect on how your organization's hiring or engagement strategies may need to change based on your findings. Share this exercise with your team to spark a broader discussion about DEI.

DEI is the Future of Philanthropy

The future of fundraising depends on our ability to cultivate and support diverse talent. By creating more inclusive environments and investing in young voices, we not only strengthen our teams but also deepen our connections with donors and communities.

As you reflect on your own team and practices, I encourage you to take innovative steps toward building a more inclusive, equitable future for philanthropy. The journey may be long, but it’s a necessary one—and the rewards will be well worth the effort.

Need support as you create more inclusive teams and nurture talent that will support the future of your mission? Schedule a call with us to get the conversation started.

4 Reasons Why Nonprofit Organizations Must Innovate Now

Sat, 07 Sep 2024 13:57:00 GMT

In today’s rapidly evolving philanthropic landscape, nonprofits must embrace innovation to stay relevant and maximize their impact.

As a Forbes Nonprofit Council member , I recently published an article on Forbes.com that details why innovative strategies are critical now more than ever.

Here are four critical reasons why innovation is no longer optional for development organizations:

1. Growing Competition for Fewer Donors

The pool of donors is shrinking, and even major gifts are declining. Nonprofits must find new ways to engage donors and secure funding in an increasingly competitive environment.

2. Generational Shifts in Donor Behavior

Younger generations, including Millennials and Gen Z, are less trusting of traditional institutions and prefer making an immediate, tangible impact. They are drawn to innovative approaches that address global and societal issues.

3. The Rise of AI and Digital Technologies

Digital platforms and AI are transforming how nonprofits reach and engage donors. Organizations that fail to adopt these technologies risk falling behind in a crowded field of philanthropy.

4. Talent Shortages in Fundraising

The nonprofit sector is facing a severe talent shortage, exacerbated by high turnover rates and burnout among development officers. Investing in new solutions and leadership development is essential to retaining and nurturing talent.

To overcome these challenges, nonprofits must consider new ways of thinking and working, not just to maintain donor trust but to rebuild and strengthen it. As the sector continues to face unprecedented changes, the most successful organizations will be those that embrace creative, forward-thinking strategies.

If you’re interested in a more detailed exploration, you can read the full article here: 4 Reasons Why Development Organizations Need To Innovate Now

The Power of Stay Interviews in Philanthropy: A Guide for Leaders

Tue, 02 Apr 2024 01:48:58 GMT

Stay interviews should be part of your employee retention strategy. Here’s how to implement them in your organization.

In the world of philanthropy, where every individual’s contribution is crucial to the broader mission, retaining top talent is not just beneficial—it's imperative. Stay interviews are an innovative tool that can significantly enhance your talent retention strategy and improve employee engagement .

Unlike traditional job interviews or exit interviews, stay interviews offer a proactive means to gauge and improve job satisfaction, ultimately fostering a more committed and motivated workforce.

A Silent Crisis in Philanthropy

The philanthropic sector is not immune to the challenges of employee turnover. Recent Gallup analysis unveiled a startling reality: nearly half of U.S. workers (48%) are actively job searching or watching for job opportunities. This statistic is not just a reflection of workforce trends, but a clear signal of underlying unrest among employees in various sectors, including philanthropy and nonprofit organizations.

What's more alarming is that 52% of employees who have voluntarily left their positions believe that their departure could have been prevented . This points to a significant gap in the way organizations and managers engage with their teams.

The departure of a key team member not only disrupts ongoing projects and institutional knowledge but also incurs substantial costs related to hiring and training replacements. For nonprofits and other fundraising organizations—where missions are profound and resources are often tight—losing experienced staff can significantly derail efforts to support the organization’s mission.

This unsettling trend highlights the urgency for senior managers, executive board members, and C-suite executives in philanthropy to adopt more proactive strategies in understanding and addressing employee needs and concerns. Stay interviews are an effective tool in this context, offering a direct line into the hearts and minds of your team members.

What Are Stay Interviews?

In my work as a Certified Fund Raising Executive , I’ve found that stay interviews are among the most valuable tools a team leader can use to improve retention. These structured conversations with current employees seek to understand the reasons for their loyalty to the organization and identify potential areas for improvement.

These interviews provide an opportunity to address concerns, recognize achievements, and reinforce the value of each team member's role within the organization. In the long run, these interviews can help leaders create a workplace environment that not only attracts but retains exceptional talent.

The Benefits of Conducting Stay Interviews

Stay interviews are such a powerful tool because they:

Demonstrate that the opinions and well-being of team members matter, laying the foundation for a culture of trust and open communication.
Show leaders how to improve workplace conditions, which can lead to higher employee satisfaction and reduced turnover rates.
Help leaders in philanthropic organizations understand the nuances of employee contentment and align individual aspirations with the organization’s mission and goals.
Are relatively easy to implement and incredibly cost-effective.

Implementing Stay Interviews Effectively

To conduct an effective stay interview, I recommend following this process:

Schedule interviews thoughtfully: Plan these sessions in advance and communicate the purpose clearly to your employees. This preparation demonstrates respect for their time and contributions, encouraging open and honest dialogue.
Create a comfortable environment: Choose a neutral setting for the interviews to make employees feel at ease. A relaxed atmosphere encourages more candid feedback, providing deeper insights into their experiences and expectations.
Ask the right questions: Focus on open-ended questions that prompt detailed responses. Inquire about the aspects of the job they find most fulfilling, any challenges they face, and suggestions for improvement.
Express gratitude and follow-up: Acknowledge the time and honesty of the interviewees and follow up on the discussions. Demonstrating that you value their input and are committed to positive changes can significantly boost morale and engagement.

Key Questions for Effective Stay Interviews

Stay interviews require thoughtful preparation and execution. By asking the right questions and genuinely listening to the answers, you can build a more cohesive, motivated, and committed team that is ready to advance your mission.

Here are some examples of questions that can provide valuable insights during these interviews:

What do you like most about your job? Which parts excite and inspire you?
What aspects of our work environment contribute to success in your role?
Is there any part of your job or our workplace culture that you wish you could change?
What is your work-life balance like? What can we do to improve it?
How can we support your professional development? Are there any resources or opportunities you wish were available to you?
What challenges have you faced recently, and how can we better support you in overcoming them?
What factors would make you consider leaving our organization, and what can we do to address them?
Are we underutilizing any of your skills or talents in your current position?
How do you prefer to receive recognition for your work? How can we improve employee recognition within our organization?

The Ripple Effect of Stay Interviews

Well-conducted conversations can lead to a more positive culture, marked by increased trust and mutual respect. Identifying and addressing specific workplace challenges based on feedback can improve retention rates and enhance overall performance and job satisfaction. By actively listening to and valuing employee feedback, leaders in philanthropy can foster a supportive environment that resonates with their team’s values and aspirations.

Stay interviews can be a game-changer for fundraising organizations in an increasingly competitive sector with fewer and fewer qualified candidates. By genuinely engaging with employees and addressing their needs, you can build a deeply committed team that is dedicated to moving your organization into the future .

5 Ways to Deepen Donor Connections

Thu, 07 Mar 2024 14:47:16 GMT

How to build relationships that will outlast your tenure.

At its core, fundraising is a relationship business. And your donors are at the heart of it. Even in the face of rapid changes in the fundraising world, the critical nature of building connections with donors remains constant. So let's dive into five ways to build deeper donor connections that last—and will even outlast your tenure with the organization.

1. Start with the end in mind.

Fundraisers are in the best position to help donors see the impact of their giving. There is a cycle to donor engagement and giving—the gifts that represent most of a donor’s wealth usually come as a result of vision and years of relationship-building by multiple people.

If we think about a specific donor, over the next two decades, the average major donor will have at least 14 different gift officers! As a member of a development team, it is your responsibility to make sure that your interactions with any donor get documented in “the system.”

Failing to document an action with a donor puts your organization in a vulnerable position and erodes the relationship you are building. The person who follows you needs to know about the conversations you have to continue to build the relationship, so be sure and “leave a trail of breadcrumbs.” While no doubt AI will soon do this for us, until that happens, you need to do your part.

2. The dream is in the details.

Once you begin to see yourself as one of many people your donor will interact with, you understand that what the donor documents today will guide their philanthropy for decades, if not centuries, to come—especially when you are establishing an endowment.

For example, establishing a scholarship with very narrow parameters may backfire if there are no students who meet the criteria and you are unable to award the scholarship. Instead, the more you can use preferences—as opposed to absolutes—the better you can serve the donor’s interest in the long-term and honor their goal of creating meaningful impact.

As development professionals, it is your duty to show up and listen deeply so that you can help donors find a connection to the area within your organization that can best help them fulfill their dreams.

3. Don't just ask for money. Build trust.

Trust is earned over time by delivering what you have promised again and again. Your goal is to have your donor see you as a trusted advisor, who has their best interest at heart. You do not want to be seen as an organization that only communicates when you are looking for an annual donation or need to fund a new project.

Frances Frei, a Harvard Business School faculty member, talks about three components of trust:

● Authenticity

● Rigor of your logic

● Belief that someone’s empathy is directed toward you

Authenticity means you show up as who you are. Rigor of logic means you make sure you know your facts going into a conversation. (And more importantly, if you don’t know them, don’t make them up! Use that as an opportunity to demonstrate you were listening and follow up.)

Finally, empathy. While it is the hardest one to convey, I have two proven solutions for you. First, put your smartphone on silent. Better yet, leave it in a different room or the car. The world is not going to fall apart in the time it takes to visit with your donor. You need to listen deeply to help others build their dreams. This simple strategy will help you build trust each and every step of the way.

Secondly, enhance the questions you ask to build trust. Check out Chad Littlefield if you need some ideas on questions to build trust. The key to using these to help your relationships with donors is listening attentively and remembering to document your interactions afterward.

4. Expand the connections. It's not about you.

All too often on development teams, I see behaviors that make me think that donors are property who belong to a certain department or gift officer. However, the strongest donor relationships have someone who is responsible for coordinating activities across the organization and who is accountable for staying on top of the overall strategy. This donor relationship manager is also responsible for expanding the circle of connection beyond a specific area.

The more connections the donor shares across your organization, the more likely they are to stay part of the organization for years to come. Your goal is to build multiple relationships within the organization so that there is a ladder to sustain the progress if and when you move on, even if it is to another part of the organization.

5. People remember how you made them feel.

The great Maya Angelou famously said, “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.” It is one of my favorite quotes. This is especially true with fundraisers and the work we do. Because we're in the business of making dreams come true and building emotional connections that span generations. That human connection—that feeling of being connected—is one of the most important ways that you will build relationships with donors and their desires that far outlast your work with any one organization.

Trailblazing Fundraising: 3 Innovative Strategies

Wed, 15 Nov 2023 17:14:07 GMT

Here are some examples of technology enhancing experiences.

In the world of philanthropy, creativity isn't just a buzzword; it's the lifeblood of effective fundraising. As we constantly seek new ways to engage donors and maximize impact, let's draw inspiration from some of the leading fundraisers who are redefining the art of giving. Here are three groundbreaking strategies that caught my eye and my heart:

Virtual Reality (VR) Experiences - Charity: Water’s Immersive Journeys
Imagine taking your donors on a virtual trip to the communities they support. That's exactly what Charity: Water did with their VR documentary, "The Source." By immersing viewers in the story of a 13-year-old girl in Ethiopia, they created an emotional connection that transcends traditional storytelling. This innovative approach not only raises awareness but also empathy, leading to deeper engagement and increased donations. It's a testament to how technology can bring distant causes right to our doorstep, or in this case, to our VR headsets!
Gamification - The American Cancer Society’s Quest for Cures
Gamification isn't just for gamers; it's a potent tool for fundraisers. The American Cancer Society took this to heart with their "Relay For Life" mobile app. By turning fundraising into a game where participants earn badges for hitting milestones, they've made donating fun and engaging. This playful approach not only drives competition but also builds a strong, connected community around a shared goal—defeating cancer. It’s a brilliant reminder that when we blend purpose with play, we create a powerful recipe for success.
Crowdfunding Creativity - DonorsChoose’s Classroom Wishes
DonorsChoose has revolutionized educational philanthropy by empowering teachers to request resources for their classrooms through crowdfunding. This platform democratizes giving, allowing anyone to support specific projects that resonate with them. From books to science kits, these tangible goals create a direct and personal link between the donor and the beneficiary. It’s a shining example of how transparency and specificity in fundraising can build trust and drive donations, one classroom at a time.

These trailblazers in fundraising aren't just raising funds; they're crafting experiences, building communities, and leveraging technology to connect hearts and minds. As we explore these innovative approaches, let's be inspired to think outside the traditional fundraising box.

Remember, innovation in philanthropy isn't just about new ideas; it's about making a real difference in creative, impactful ways. So, let's roll up our sleeves, let our imaginations soar, and continue to push the boundaries of what’s possible in fundraising.

Emerging Trends Reshaping Philanthropy

Wed, 15 Nov 2023 16:41:59 GMT

Discover change that echoes through generations.

As we continue to navigate the ever-evolving landscape of philanthropy, it's exhilarating to witness how new trends are reshaping our approach to giving and social impact. Let's dive into some of the emerging trends that are setting the stage for more dynamic, inclusive philanthropy.

Digital Transformation: Tech Wave in Philanthropy
In our digital-first era, technology is not just an enabler but a catalyst for change in philanthropy. From mobile giving and social media campaigns to leveraging big data for more targeted impact, technology is redefining how we connect, engage, and contribute. As we embrace these digital tools, we're finding new ways to reach wider audiences and create more personalized giving experiences.
Blurring the Lines Between Philanthropy and Investment
Gone are the days when philanthropy and investment were two distinct realms. Today, impact investing is emerging as a powerful strategy, combining the pursuit of social and environmental impact with financial returns. This trend is attracting a new wave of philanthropists who are keen on investing in causes that align with their values while also seeking sustainable growth.
Collaborative Giving: The Power of Collective Impact
There's a growing recognition that complex social challenges require collective efforts. Collaborative giving, whether through giving circles or joint funding initiatives, allows donors to pool resources, share insights, and amplify impact. This approach is fostering a more collaborative and community-centric model of philanthropy.
The Rise of Donor-Advised Funds (DAFs)
DAFs have become increasingly popular as a flexible and tax-efficient way to manage charitable giving. They allow donors to make a charitable contribution, receive an immediate tax deduction, and then recommend grants from the fund over time. This trend reflects a shift toward more strategic and donor-driven giving.
Emphasis on Diversity, Equity, and Inclusion (DEI)
The philanthropic sector is increasingly focusing on DEI, recognizing that diverse perspectives and inclusive practices are crucial for addressing societal inequities effectively. This includes not only supporting diverse causes but also ensuring diversity in leadership and decision-making within philanthropic organizations.
Engaging the Next Generation
Younger generations are stepping into philanthropy with fresh perspectives and a strong desire for social change. Youth philanthropy is on the rise, with more initiatives focused on engaging and empowering young people to take an active role in shaping a better future.

As we embrace these trends, it's clear that the world of philanthropy is becoming more innovative, and more impactful. Each of these trends presents us with an opportunity to rethink our approaches, embrace new ideas, and deepen our impact.

So, let's continue to be the trailblazers in this journey of giving. The future of philanthropy is bright, and together, we can create lasting change that echoes through generations.

Why You May Need a New Job Title

Mon, 07 Aug 2023 12:55:21 GMT

Fundraisers don't just raise money; they facilitate dreams.

Have you ever heard the tale of the three stone cutters?

Asked about their job, the first says he’s a stone cutter, plain and simple. The second proudly declares himself a master stonemason. The third humbly calls himself a builder of cathedrals.

There’s a lesson here for 21st-century philanthropy professionals and anyone working in today’s advancement or development space.

A Brave New Job

I recently gave a keynote at a national conference for academic event professionals themed “Brave New World.” What a fitting description of what we are all facing today.

Event planners know this better than most: the very definition of an event now includes “virtual” and “hybrid” flavors and comes with myriad logistical layers that didn’t exist in 2019.

This new world requires more of us than new solutions and approaches. It requires nothing less than reimagining our roles and work in philanthropy, fundraising, and engagement. And the stakes couldn't be higher.

Despite record U.S. charitable giving in 2020 , today’s philanthropy is nearing a crisis. The number of donations during the first half of the year was down compared to last amid concerns about inflation and growing fears of a recession.

Couple that with turnover, burnout, and hiring woes from the “Great Resignation” or “Great Reset,” and you’ve got a brewing storm for advancement and development shops.

When there are five openings for every qualified development applicant, the message to our industry is clear: our old ways aren't working. It’s time we change that.

Facilitating Dreams

I first heard the term “dream facilitator” in a talk earlier this year at a CASE summit for advancement leaders from creative director and storyteller Ritesh Gupta and immediately saw the value of embracing this term to reframe the roles of philanthropy professionals.

Because what we do is so much more than raise money or plan events; we facilitate dreams.

When you think about yourself as a “dream facilitator” it makes you reconsider the value of what you do, and more importantly, the impact it has on the people around you.

And when we think about our value differently, we discover new ways to work that unleash incredible potential and the creativity necessary to prosper in our “brave new world.”

As one of my former colleagues used to say, “People can’t be what they can’t see.”

So, I challenge you to be inspired by the mission of the organization you serve and to think about your role differently.

Because like our cathedral builder, you do so much more than cut stones. You are the heart and soul of a mission with a purpose that’s much bigger than yourself.

You build communities that transform lives! You make peoples’ dreams come true!

When you think about yourself as a “dream facilitator” it makes you reconsider the value of what you do, and more importantly, the impact it has on the people around you.

Exceed Your 2023 Philanthropy Goals

Thu, 29 Dec 2022 15:00:11 GMT

Check out these proven ways to exceed your philanthropy goals for the new year.

In the fundraising world, December always is a busy time. After all, nonprofits typically raise about one-fifth of their revenue this last month of the year.

But don’t discount how important the first six weeks of each new year are for you and your team. It’s a crucial time for reflection, planning, and setting up the infrastructure that will determine where you'll finish against your fundraising goals.

Here are a few tips about establishing key philanthropic goals and work plans for the year—and more importantly, how to make sure you’re rightly equipped to realize them:

1. Make sure your leadership team and the organization's key stakeholders are on the same page.

I cannot stress enough the importance of organizational alignment in goal setting and, ultimately, in implementing your plans throughout the year.

This starts with your leadership team, board, and other key stakeholders in charge of your organization’s oversight. Together, you must all know and understand what you expect to accomplish this year.

2. Organizational alignment isn't limited to leadership.

Your entire team needs to understand and own the organization’s goals, recognizing how their assigned responsibilities will help achieve collective success. That means breaking down silos that exist between departments and communicating transparently across the whole organization.

When everyone understands what they need to do and why, your chances of success increase, too. Nearly a decade ago, McKinsey said that bringing together meaningful purpose, practical strategies, and goals across teams and departments makes an organization’s aspirations more credible—and more likely to be achieved.

3. Have a plan but remain agile.

Goal setting and implementation can be tricky for most organizations, especially those that are constantly challenged by competing priorities. Plan to regularly report on your progress toward goals to your board, key stakeholders, and the entire organization.

Consider opportunities as they relate to your annual work plans. And don’t be afraid to say "no” to anything that does not align with your organization’s goals and mission.

Closely related is the idea of “making goals FAST not SMART” from MIT Sloan’s Strategic Agility Project, which encourages leaders to set ambitious targets with specific metrics and milestones that are shared widely and frequently discussed across the organization.

To this, I’ll add the importance of adaptability in your implementation. Your goals and your plans are your guide star but be careful not to shield yourself from new opportunities that could help you reach them—even if they weren’t included in your earlier plans.

It reminds me of the maxim: “If the plan doesn’t work, change the plan, not the goal.”

The best nonprofit and fundraising leaders I know are those who can effectively communicate what they want to accomplish, hold everyone accountable, and remain agile enough to ensure they and their teams succeed.

That’s how you’ll exceed your goals this year—good luck!