erik – Page 57 – The Healthy Non-Profit

Changes to Facebook’s News Feed and What It Means for Your Non-profit

November 5, 2012 erik Mondays with Marissa, technology

Earlier in the year, we talked about Facebook Insights, what they mean and how they can help you grow your organization’s online presence. One of the key statistical numbers Facebook gives you within Insights is something called “Reach“. This number represents how many people are viewing your Facebook content. You can measure Reach by how many people see each post on a daily basis. Reach can be a powerful indicator of how healthy your agency’s Facebook is.

Recently, you may have noticed that while your number of likes has been going up, your Reach number has gone down. This change most likely has nothing to do with the content you are posting or the number of posts. Behind the scenes, Facebook has been dialing down the number of people who see your posts and promoting the use of Sponsored Posts and Facebook Ads.

My first reaction to what Facebook is doing was just like any other internet enthusiasts — “why are they monetizing the internet?” But then I stopped and thought about it for a moment. Given the public reaction to Facebook becoming a publicly traded company, they obviously have to find ways to make money. Advertising revenue seems like a great way to do it.

So, now the trick is how to do we work with Facebook’s new game plan?

One thing we can do is make sure that people are aware that they might not be seeing all of your posts. Here are two simple suggestions:

Post an explanation on your Facebook page
Send out an email to your distribution list

Explaining this change to people can help increase your “reach” numbers. Do you need to go into much detail when explaining what is happening? No. Something like what is posted below can do the trick.

Hi everyone! Due to recent changes in the Facebook algorithm that decides what is seen in your News Feed, you may not be getting all of the updates from us. To ensure that you remain up to date, please follow these simple steps:

1) go to the Pastimes Facebook page
2) hover over the box that says “Liked” under our cover photo
3) make sure that “Show in News Feed” is selected

Thanks so much for supporting [Name of Organization]!

However, making sure that people are aware is only half of the battle. Changing up your post types is also helpful. Photos are more engaging than text, so make sure you include a photo with as many status updates as possible. This will hopefully get one of your supporters to “like” the post and then one of their friends will see it as well.

It might not be a bad idea to consider setting aside some money for sponsored posts. The way this works is easy enough:

you pay Facebook a certain amount of money,
they ensure that a certain amount of people see that specific post.

Of course, you’ll want to be strategic when planning out which posts to sponsor, but sponsoring some and seeing how they work can help you decide if this is something you’d like to continue doing for your organization.

More information about what Facebook calls “Sponsored Stories” can be found here. (Fun Fact — Facebook also changed how many people see your personal status messages as well. Therefore, they have made it possible for those status updates to be sponsored as well . . . just in case you want everyone you know to know something.)

Finally, I’d like to remind you that Facebook (while quite popular) is not the end all be all of social networks. It is important to create a following on as many social media platforms as you possibly can. This will make it easier to adjust when changes like this occur. Don’t be afraid to share content across platforms to let followers on each network know that you are active in other forms of social media.

While these changes to Facebook will impact how you reach your followers, it should not change how you interact with people on Facebook. Just because you are reaching fewer people on a daily basis, doesn’t mean you aren’t reaching anyone. Do not let these changes cause you to be lax in updating or slow in responding to comments. As every nonprofit knows, every supporter counts.

Do you track your agency’s Facebook reach? What have been your experiences and how have you responded? Please share your thoughts and approaches in the comment box below.

Answers to yesterday’s fundraising pop quiz questions

November 2, 2012 erik Board development, Fundraising, leadership, nonprofit

This is my second post of the day. The first one was the traditional “O.D. Fridays at DonorDreams blog” where we focus on an organizational development concept generated by John Greco’s blog “johnponders ~ about life at work, mostly”. Today, we talked about non-profit competition. I hope you got a chance to read it because we took off in some interesting and unexpected directions.

This second post is simply a follow-up to yesterday’s post titled “Do you understand your resource development roles and responsibilities“. There were pop quiz questions in yesterday’s post, and I promised you the answers today.

The following are answers to yesterday’s poll questions along with brief explanations:

Question #1: “Who officially signs grant agreements?” Two-thirds of respondents answered this question correctly when they said it is the board president who signs grant agreements. While it is true that overall board approval may be necessary to execute some agreements, the actual signature comes from the board president. The reason it shouldn’t be the executive director is: 1) this is a contract committing your agency to doing something and 2) think of it as a system of “checks-and-balances” that guarantee staff can’t commit the organization to things without the board agreeing to it.
Question #2: “Who is the most effective at building relationships and providing stewardship with donors?” Thank goodness we have 100% consensus that the answer to this question is “The Full Board”. Personal stewardship visits by board members with your agency’s top donors is effective in promoting donor loyalty especially if those board volunteers are talking about how the donor’s charitable contribution made a difference. However, please note that staff play a major role in this process, too. They support board members in making these visits. This sometimes means providing materials and stories. It also means managing the process and reminding board members when it is time to pick-up the phone. It also might mean going along for a ride and visiting the donor together.
Question #3: “Who is responsible for raising the operating budget?” Again, we achieved 100% consensus around the correct answer that it is “The Entire Board” who is responsible for raising the money and ensuring the budget is achieved. Again, there is a BIG BUT here . . . the board hires staff to assist and support their efforts. So, any executive director or fundraising professional who thinks that falling short on fundraising goals won’t get them in trouble is delusional.

How do you keep your non-profit board from becoming “unaligned” when it comes to clarity around board-staff roles & responsibilities in the area of fundraising? Do you use certain tools (e.g. an annual board re-commitment pledge, etc)? Can you share those ideas and tools with your fellow readers? Are there particular strategies that you use (e.g. resource development planning process, etc)?

Please scroll down to the comment section and share your thoughts, tools, and approaches with your fellow non-profit professionals. We can all learn from each other.

Here’s to your health!

Erik Anderson
Founder & President, The Healthy Non-Profit LLC
www.thehealthynonprofit.com
erik@thehealthynonprofit.com
http://twitter.com/#!/eanderson847
http://www.facebook.com/eanderson847
http://www.linkedin.com/in/erikanderson847

Work hard. Work faster. Non-profit competition!

November 2, 2012 erik organizational development

Welcome to O.D. Fridays at DonorDreams blog. Every Friday for the foreseeable future we will be looking more closely at a recent post from John Greco’s blog called “johnponders ~ about life at work, mostly” and applying his organizational development messages to the non-profit community.

In a recent post, John talked about increased competition and the “always-on, always-connected” escalating and fast pace pitch of the business world. He points to globalization as one reason for this phenomenon and concludes that it is a losing battle to fight. The only way forward is to adapt and RUN harder! I think the story from Thomas Friedman with which he starts his post really sums everything up nicely.

In non-profit terms, competition is an interesting topic to explore. If you pull a focus group of non-profit executive directors together and ask about competition, I know that the surface comments would all be about collaboration and sharing. However, having been part of conversations like these, I also know that when you go deeper into this conversation things change and you start to hear things like:

“That is MY donor.”
“They are trying to poach MY staff.”
“They are trying to recruit MY board member.”

Whenever I hear language like this from my peers, I have a tendency to roll my eyes and want to get on my bully pulpit and preach about how none of us can “own” a donor, volunteer, or staff person. However, I need to avoid do this because Thomas Friedman and John Greco would probably say that those are natural human reactions within the context of a competitive capitalist marketplace.

While it is this instinct that will probably save your non-profit agency, my gut feeling tells me that focusing on “the people” (e.g. donor, volunteer, staff, etc) is the wrong place to focus. If you want to keep all of these people engaged in your agency’s mission, then focus on the core reason these individuals decided to give you money as well as work and volunteer for you — they believe in what you do!

When each of these groups of people decide to get involved with your agency, they do so because they are drawn to your mission. So, if you don’t do a good job in measuring and demonstrating your impact, then your shiny allure will likely tarnish and thanks to the phenomenon of “competition” they will be drawn to another agency and another cause.

If your non-profit wants to compete in the 21st Century for limited resources, then you need to figure out what the United Way has been saying for more than a decade. You need to demonstrate your community impact.

Of course, this is easier said that done. Measuring your agency’s “real” impact requires resources, focus, attention to detail and development of new tools and processes. Combine these requirements with the “under-resourced” nature of the non-profit sector and we circle back around to John Greco’s blog post “Running (for your life)“. I really think that John’s conclusions apply to our challenges when it comes to measuring impact:

We need to accept this and stop fighting. The reality is that “our cheese has moved” and donors have stopped giving money just because they like us and what we try to do with our clients. Donors now focus on results and so should we. In the final analysis, our clients deserve it.
“Learning” is a survival skill.
The early bird gets the worm. Start doing something NOW. You run the risk of “paralysis by analysis” if you think too hard about something like this. You will get farther with a “trial by fire” mentality.

If you are looking for resources on measuring impact, click here to check out a presentation that I found online. It is kind of interesting, especially when you get to the balanced scorecard and dashboard information. The AARP example caused me to rethink a few things.

If you are looking for a new book to read on the subject of non-profit competition, David LaPiana’s book titled “Play To Win” looks really interesting. I might just make this my next reading project. Click here to read an article from The Foundation Center from the authors of this book.

Do you find yourself running harder and fast? How are you maintaining your work-life balance? Are you reconsidering how you’ve done things in the past and re-engineering work processes and systems? Are you making tough choices with your chart of work and your employees’ chart of work? When it comes to non-profit competition, what are your thoughts about focusing on measuring impact? Am on-point or off-base?

Please use the comment box below to weigh-in on these issues. We can all learn from each other.

Here’s to your health!

Do you understand your resource development roles and responsibilities?

November 1, 2012 erik Board development, volunteers

Yesterday’s post was titled “Can you pass the board roles and responsibilities test?” and questioned how non-profit organizations can and should strive to keep board members focused on their appropriate roles. Included in yesterday’s post were a few fun test questions designed to help you to realize that answers to these questions aren’t always obvious, which is why thoughtful strategies must be developed and used to maintain clarity.

Before we move on to a new set of questions regarding board volunteers and their roles/responsibilities around resource development, we still have some unfinished business to transact from yesterday’s blog post. The following are answers to yesterday’s poll questions along with brief explanations :

Question #1: “The executive search committee hires the executive director?” While 44% of respondents said this was a true statement, the reality is that only the board of directors as a whole can hire the executive director. Yes, the search committee does much of the work and makes the recommendation to the board. However, technically speaking it is just a recommendation that doesn’t turn into an actual hire until the entire board votes to make it so.
Question #2: “It is a primary responsibility of the board to develop and monitor adherence to personnel policies?” Respondents were split evenly on this question with 50% saying it is a true statement and the other half saying it is false. This was a trick question and depending on how you read it, you are probably right. In reality, developing and monitoring adherence to personnel policies is a primary responsibility of BOTH board and staff. Remember, the board also has an employee to manage (e.g. executive director) and as such they are “monitoring adherence” as much as the executive director is doing so with the remainder of the agency’s staff. As for policy development, it is true that staff play a major role, but in the final analysis setting policy can only be done by the board (albeit with staff input and assistance).
Question #3: “It is a primary responsibility of the board to review the organization’s policies, procedures, and bylaws?” While 88% of respondents said this was a true statement, the reality is that like the last question this is a primary responsibility of BOTH board and staff who work together to get this done. In the end, policy making is clearly a board role, but staff play a supportive role in the review process including making recommendations and weighing in with their professional opinion.

Let’s put aside whether or not you agree with these textbook answers. The bigger point I am trying to make is that questions around board-staff roles and responsibilities can get fuzzy for trained non-profit professionals (see results above). So, it shouldn’t be a surprise that board volunteers need their staff to help them maintain clarity and alignment.

Well, that was a lot of fun! Want to try it again? Please take a stab and answering some of the following questions around non-profit board-staff roles and responsibilities specifically focused on fundraising and resource development (don’t worry, no one can see how you individually answer):

[polldaddy poll=6654135]
[polldaddy poll=6654141]
[polldaddy poll=6654146]

I will share the answers with you tomorrow, which means there will be two blog posts tomorrow with one focused on our traditional “organizational development” Friday topic and a second containing answers and explanations to today’s resource development poll questions. WOW . . .that is a “two-fer” on a Friday! What more can you ask for? 😉

Please scroll down to the comment section and share your thoughts, tools, and approaches with your fellow non-profit professionals. We can all learn from each other.

Here’s to your health!

Can you pass the board roles and responsibilities test?

October 31, 2012 erik Board development, organizational development

Every once in a while, I get hired by an organization to help clarify board-staff roles and responsibilities. I just love jobs like this because it allows me to re-visit fun board development content. It also allows me to brush up on elementary concepts that somehow seem to get lost in the inner caverns of my brain.

One of the tools I used last week was an exercise that I dug out of my former internal consultant toolbox from when I worked at Boys & Girls Clubs of America (BGCA). It was titled “Who Does What?” It asks participants to evaluate 10 different statements and determine if it is a primary responsibility of the board, staff or both.

I would love the share the exercise with you here, but the footnotes indicate that the exercise is copyrighted material by both BGCA and BoardSource. So, in an effort to be compliant with our society’s rules, I’ve reworded some of the statements and turned it from a “fill-in the blank” exercise to a true-false exercise.

Please take a stab and answering some of the following questions about non-profit board-staff roles and responsibilities (don’t worry, no one can see how you individually answer):

[polldaddy poll=6652026]
[polldaddy poll=6652035]
[polldaddy poll=6652041]

I will share the answers with you in tomorrow’s blog post. Additionally, I’ll introduce a similar board-staff roles &responsibilities quiz specifically focused on resource development tomorrow. So, please stay tuned.

I really love using tools like these with organizations, and I especially like doing it with tenured board members who think they know this material cold, because it is a good reminder that:

roles and responsibilities can have blurry edges, and
it is easy for a board to find itself “out of alignment” (like an automobile) over the course of time as a result of turnover and adding new volunteers to the board

If you are a Boys & Girls Club affiliate, you can find the entire “Who Does What” tool in the “board development” section of your intranet under the “Tools & Resources” link of the Board Resource Center. If you aren’t a Boys & Girls Club, you can go to the BoardSource website and find a document in the Knowledge Center titled “What are the basic responsibilities of nonprofit boards?” and turn it into a pop quiz tool that you can use with your current and incoming board members.

How do you keep your non-profit board from becoming “unaligned” when it comes to clarity around board-staff roles & responsibilities? Do you use certain tools (e.g. an annual board re-commitment pledge, etc)? Can you share those ideas and tools with your fellow readers? Are there particular strategies that you use (e.g. using the annual meeting or board retreat to revisit these ideas, etc)?

Please scroll down to the comment section and share your thoughts, tools, and approaches with your fellow non-profit professionals. We can all learn from each other.

Here’s to your health!

Hurricane Sandy should remind us all of the power and strength of non-profits

October 30, 2012 erik Fundraising

As many of you probably are, I’m glued to my television watching Hurricane Sandy devastate the eastern seaboard. My heart goes out to the millions of people who are affected by this weather event.

Watching natural disasters like this one always reminds me that it isn’t just heroic public employees (e.g. police, fire fighters, and EMTs) who swing into action to help people and respond to challenges. Of course, you see non-profit organizations like the Red Cross and Salvation Army mobilizing. However, there are so many more organizations that act:

Non-profit hospitals
Homeless shelters
Food pantries
blood banks
senior centers
childcare facilities

I’m also reminded during natural disasters that the response isn’t just from local non-profit organizations. Click here to see news coverage from KCTV about Kansas City non-profit agencies who are gearing up to respond to Hurricane Sandy.

So, let me keep today’s post short and sweet . . .

If you are a religious person, please say a little prayer for your fellow Americans who are currently impacted by this massive storm and include in your prayers those non-profit employees who are out there helping.
If you aren’t religious, please keep those impacted and our non-profit brothers and sisters in your thoughts throughout the days ahead.

If you wish to make a financial contribution to help with relief efforts, please click the graphic below and it will take you to a Red Cross donation page.

Here’s to your health!

What to do When the Internet Breaks

October 29, 2012 erik Mondays with Marissa, technology

Last week, Amazon Web Services, which many companies use for their web hosting service, was down for a day. This effected many major websites such as Reddit and Imgur. It reminded me that while living life in “the cloud” can be a good thing, it is also important to have a backup plan.

Furthermore, as you read this you have probably already read many updates about The East Coast and how they are preparing for Hurricane Sandy. With many businesses (including webhosts) based out of that part of the country, it is important to remember that things might not work as smoothly as you are used to for the next few days. Today, I thought we could spend some time to take a look at what you can do when part of the internet that your agency depends on, day in and day out, breaks.

Communicate
When websites went down last week, it was easy to know what was happening because of alternate methods of communication. For example, I was able to see what was going on with Reddit because I saw a tweet from them explaining the situation. I even received an email from a company apologizing for any interruption in services due to the Amazon outage.

This highlighted the importance of communication to supporters when technology malfunctions. In order to make sure that people are aware of where to go when looking for news if some thing like your website crashes, it is important to have a strong following on various social networks. We live in an age of instant gratification where the instant is getting shorter and shorter. Making sure that you have a strong community on social networks and keeping communication active on these channels is important.

Don’t forget about other methods of communication as well. Sending out an email to your mailing list is not a bad idea when your website is down. Also, don’t forget that some people actually still use the telephone, so it might be beneficial depending on the severity of the outage, to update your voicemail message with updates for people who might call.

You don’t want to risk loosing a donor, volunteer or supporter to your agency due to poor communication.

Have a Back Up Plan
Putting all of your eggs in the same basket isn’t always a good idea. Only having one copy of anything isn’t a good idea either. We talked about backing up data many times on DonorDreams before, but I felt it important to bring up again. If your web server ever goes down it is possible that you might not be able to recover your site. Having a local copy can make uploading it to an new server much easier. Always make sure you have things backed up.

Plan Ahead
Outages happen. Planning for them can make them easier to deal with. Sit down with your team and discuss what happens when technology fails. This conversation should go beyond just internet related things. Talk about what happens when the power goes out, the internet service goes down, or hardware breaks. After the meeting make sure that everyone is aware of the procedures discussed during the meeting and update them as things change. Ensuring that everyone is on the same page will minimize the stress if something goes wrong.

I hope today’s post has brought to light a few situations that people might not have thought about before. I hope that after reading this post, everyone has a better idea of what to do if part of the internet that their agency depends on doesn’t work. Have you experienced a technological failure that has impacted how your organization does business? How did you deal with it? Share your tips and tricks in the comments!

To all of our readers on the East Coast, stay safe out there! We’re thinking of you!

Does your non-profit agency pass “The Marshmallow Test”?

October 26, 2012 erik Board development, Fundraising, leadership, organizational development, Planning

In a recent post, John talked about something called The Marshmallow Test, which is a real life academic study related to impulse control. You probably know this by other names and expressions such as “A bird in the hand is worth two in the bush“.

John poses the question, “What happens when the environment is perceived to shift a bit?” Both he and the academic study conclude, “The promise of a second marshmallow holds no sway, if the promise is perceived as unreliable.”

So, I thought I’d ask a very simple question on this Friday morning . . . Does your non-profit agency pass “The Marshmallow Test”?

Confused? Let me give you a few examples to get you started:

If your organization doesn’t invest in and value professional development (e.g. very little training, no professional development plans embedded in performance management plans, few promotion opportunities, etc), then how does that impact your employees’ behavior in the workplace? Do they still strive for improvement or do they settle into the status quo?
If your organization doesn’t measure the impact of its programming, then how does that impact donor behavior? Does it influence how your fundraising professionals do their jobs?
If your organization doesn’t value the importance of planning and fails to involve board volunteers in strategic planning, then will that have a “disengaging” effect on board members? Does it impact what they’re willing to do on behalf of your mission?

Yes, today was intentionally a short post because John’s Marshmallow Test post really said it all, and I wanted to provoke you to think about your specific non-profit agency rather than share a fun non-profit story from my past.

So, have you given this question any thought? Does your agency pass the test? On what level were you considering this question (e.g. operations, human resources, resource development, etc)? Is your organizational structure designed to engage employees, volunteers and donors and result in them having some impulse control?

Please scroll down and use the comment box to share your answer. If you still don’t have an answer, please weigh-in on any thoughts this might have spurred. We can all learn from each other.

Here’s to your health!

Do I know you? And why are you asking me to join your group?

October 25, 2012 erik Board development, Fundraising, organizational development, volunteers

I am constantly amazed at how careless some non-profit organizations are with their volunteer recruitment efforts. Correct me if I am wrong, but building the right board, advisory group, or fundraising committee with the right people is at or near the top of every smart nonprofit professional’s task list. Right? Well, if this true, then can someone explain to me why I’m getting random emails and Linkedin requests from people I don’t know asking me to join something?

The following are a few excerpts from one recent email (names have been changed to protect the innocent):

“We are now accepting applications for the Associates Board. The Associates Board will provide young professionals with the opportunity to get involved in event planning, fundraising, social media, and recruiting . . .

To apply, please review the commitment, roles, and responsibilities, and our application procedures by clicking here.

If you have any questions, please feel free to contact XXX XXXXXXXXX, our Associates Board President, at XXX@XXXXXXXXX.org.

Please feel free to forward this email onto any young professional who you think may be interested!”

There are so many things that concern me about an email like this. Here are just a few:

They don’t know me. They don’t know my skill sets. They don’t know if I would be a great fit for this volunteer opportunity.
They don’t have the time to review important things like roles and responsibilities with me? They made this a self guided activity.
So, they want me to think that I’m important enough to join their Associates Board, but I’m not important enough to call?
They’re giving me permission to forward their invitation to anyone? I now fear who else could be sitting around this table talking about issues such as “event planning, fundraising, social media, and recruiting”.

Here is another random request I received from someone I don’t know via LinkedIn (again, I changed the names to protect the innocent):

“Hey Erik,

Would like to have you as a member of the XXXXX National Fundraising Advisory Committee, what day and time can we discuss? Please check out our website at www.abcdefg.net for more information, I look forward to speaking with you!”

I must admit that I’ve sent out “messages in a bottle” like this, but I have never been so presumptuous as to ask someone I don’t know to do anything other than please take a phone call from me.

Have you ever had the pleasure of sitting on a board or committee with a group of very caring people who don’t have a clue as to how to do what they are being asked to do? If you have been spared this experience, I sincerely hope you never get the opportunity because it is frustrating.

I believe that non-profit professionals need to construct volunteer groups (e.g. boards, committees, etc) in much they same way they hire staff.

Put some thought in what skills the people around the table will need to accomplish what you’re asking of them.
Approach people who you believe possess such skills.
Be clear about expectations upfront in order to avoid misunderstandings. Share written volunteer job descriptions, roles & responsibilities documents, and written plans with volunteers before asking them to join.

Recruiting random people to do work for your organization is irresponsible. It can set people up for failure. It can also create horrible group dynamics and poor results.

If this blog post is not resonating with you, then let’s agree to do this. I will go to a very public place and ask for random volunteers to attend your annual campaign kickoff meeting with me. You will entrust us with pledge cards and some personal information about your donors. Let’s see how well this works out for you and your campaign, and we can talk about it at your post-campaign critique meeting.

We’ve all made mistakes in recruiting volunteers, and we can all learn from each other’s mistakes. Without embarrassing yourself or anyone else, please use the comment box to share a few lessons learned and explain what you’re now doing differently.

Here’s to your health!

BOOM . . . You have fundraising stereotypes to overcome!

October 24, 2012 erik Fundraising, resource development

A few months ago, when I was at the movie theater with friends, I saw the trailer promo for Kevin James’ new film “Here Comes the Boom“. While I haven’t seen the movie yet, I can honestly say that the promo reached out of the silver screen, grabbed me by my fundraising collar and shook me hard. The first time I saw it, my immediate first thought was “OMG . . . I bet this is exactly what most volunteers conjure up in their mind when I ask them to help me fundraise for a good cause.”

Click here to see that short promotion:

[youtube=http://www.youtube.com/watch?v=byJLTgPLDT4]

If you didn’t pick it up from the video clip, here is how the film is described by its PR people:

“When cutbacks threaten to cancel the music program and lay off its teacher (Henry Winkler,) Scott begins to raise money by moonlighting as a mixed martial arts fighter. Everyone thinks Scott (Kevin James) is crazy — most of all the school nurse, Bella (Salma Hayek) — but in his quest, Scott gains something he never expected as he becomes a sensation that rallies the entire school.”

If I could re-write this description, it would sound something like this: “When cutbacks threaten to cancel the music program, supporters think of all kinds of crazy fundraising ideas first (ranging from cage fighting to bake sales) rather than the most obvious solution — flat-out asking their friends and fellow music program supporters to write a check.”

Isn’t this the simple truth, too? It always surprises me that people will grasp at every other straw first during times of cutbacks almost as if they are saying: “I’ll do anything, but please don’t ask me to ask other people for a contribution to support something I know they want to support.”

Additionally, this movie trailer has me convinced that when many of us ask friends to join the annual campaign team to work a few pledge cards, their brain immediately pictures a cage match with them and a prospective donor gripped in a grudge match.

With annual campaign season right around the corner, I suspect many of us are starting to assemble our prospect lists of potential campaign volunteers. Kevin James’ movie provides me with a gentle reminder that volunteers have all sorts of stereotypes in their heads about fundraising, and it is my job to over come those obstacles.

The following are a few simple suggestions and best practices that can help you change the picture in your prospective campaign volunteer’s head on your next recruitment visit:

Setting expectations

Clarity is very important when recruiting volunteers for your annual campaign. Keep in mind that people don’t process as much through their ears as they do through their eyes. With this in mind, bring a written volunteer job description with you to the recruitment meeting. Explain verbally what you need them to do, and then leave the written volunteer description with them.

Providing something in writing does a few things:

It gives them more information to process and reinforces everything that you told them verbally .
It sends a strong signal that you are NOT “soft selling” them on what you need. (aka there is nothing up my sleeve and you can trust me not to pull the old fashion bait-n-switch)

Finally, when you get back to your office after the recruitment call, send a letter thanking them for their time and consideration. Use some of the space in that letter to reinforce what you asked them to do along with some of the important dates/times you asked them to mark off in their calendar. Repetition is the key to getting people to hear you.

Have you ever wondered why people agree to work pledge cards and then drag their feet on actually doing it? If so, go back and re-read this section because I am willing to bet that it is possible those volunteers didn’t have a clear understanding of what was being asked of them.

Mission-focus

After securing a ‘YES’ from your prospective fundraising volunteer, you need to do everything possible to get them focused on your agency’s mission. Take them on a tour of your facilities. Introduce them to clients. Get them to understand your ‘case for support’ inside out.

One of the biggest reasons people are afraid of asking others to join them in making a charitable contribution to your organization is because they can’t get it out of their head that they are not asking for themselves.

If you can help a volunteer understand in their heart that they are asking on behalf of your clients, then you’ve just cleared a major hurdle.

This is easier said than done and it won’t be accomplished by simply handing then your case statement.

Involve volunteers in cultivation

Too often, fundraising volunteers are fearful of making the ask because they think they’re asking friends to do something they don’t want to do. They haven’t been on all of the cultivation calls that you’ve been on, and they haven’t seen their friends and colleagues open their hearts to your mission like you have seen.

Simply involving your campaign volunteers in the cultivation or stewardship process before asking them to “get out there and ask for a contribution” will show them that they have permission to make the ask.

It will also go a long way in helping you change the stereotypical picture of what that fundraising call is likely going to look like.

What else have you done to help your fundraising volunteers change their mental picture? Please use the comment box below to share suggestions and best practices. We can all learn from each other.

Here’s to your health!