Tag: nonprofit

Advice to people looking at careers in the non-profit field

Uncategorized

job3When I graduated college with my masters degree in Urban Planning in 1994, our country was still emerging from a small recession (you know the once that propelled Bill Clinton into the White House). Needless to say, government jobs in urban planning offices across America were still in short supply, and there were many people with much more experience waiting in line for jobs ahead of me. It was this economic dynamic that forced me to innovate, changing my job search parameters and propelling me into the non-profit sector.
I starting thinking about this topic when the Wild Apricot Blog announced earlier this month that it was hosting the June 2014 Nonprofit Blog Carnival and the theme was “Innovation and Inspiration.” All of this got me wondering how many recent college graduates might be in a similar situation in which I found myself back in May 1994.
Getting it right the first time
Throughout my college years, I worked at a Boy Scout camp in the summer to earn money for room & board, books, and spending money. So, when my job search focus changed from urban planning to non-profit jobs, agencies with a youth development focus made sense.
My first non-profit job was with the Don Moyer Boys & Girls Club as a unit director. My job was to open a new site in a rural community west of Champaign, Illinois in a town called Mahomet.
I didn’t last long in that position because the salary was miserable, and I was working 50 to 60 hours per week. However, little did I know that I found my non-profit career path and future employer right out of college.
My next job was in the for-profit sector, and three years into that position I was regretting my choice to leave the non-profit sector.
I opened a new job search and thought I had found the perfect fit when I accepted a District Executive position working for the Boy Scouts of America in the northwest suburbs of Chicago.
I saw this as perfect because:

  • I am an alumnus of the scouting program and an Eagle Scout
  • I had already worked for the scouts as a summer camp employee and thought I understood the culture
  • It was a youth development agency, which I learned was a passion for me from my work at the Don Moyer Boys & Girls Club

Valuable lessons learned
job1I loved working for the Boy Scouts because I learned so much including:

  • Membership recruitment & management
  • Volunteer recruitment & management
  • Field service
  • Fundraising
  • Training

In spite of all of this, I learned this wasn’t “the perfect job for me” as I had originally thought.
First, I was still reeling from a divorce and grappling with my sexual orientation.
I was fairly sure that I was gay, but I thought I could make the choice of celibacy as I entered scouting’s anti-gay workplace. Interestingly, when the job offer arrived, it motivated me to come out of the closet to my first family member — my mother — because I was afraid that I would somehow get “outed” and she would find out by reading it in the newspaper. (side note — this kind of stuff was happening in communities across America at that time . . . it was a very different world  in the 1990s)
Second, I learned after three years on the front line with the scouts that the mission of the Boy Scouts only matched my passion and what was in my heart by about 95%.
It wasn’t enough to love scouting and be a poster-child (except for being gay) illustrating the impact that scouting has had on the lives of millions of Americans.
What I learned was that the mission of the non-profit organization for which you work (and work like a dog) must match what is in your heart 100%.  Being close is not good enough.
I used to joke with close friends that it was the mission of the Boy Scouts to “take today’s average Joe and turn them into tomorrow’s CEO.” Of course, scouting’s mission is much more than this, but leadership development is still at its core.
What I came to realize was that I am passionate about much more than just working with and making a difference in the lives of today’s youth. I am passionate about working with “those kids who need us most.” We used to call those kids “at-risk” or “youth from disadvantaged circumstances.”
So, I opened another job search, left a job promotion opportunity on the table with the Boy Scouts, and landed my first executive director job working with a local Boys & Girls Club. And the rest as they say is history!   😉
Words of wisdom for those young people looking for non-profit jobs today

  1. job2Look into your heart and understand your passions
  2. Match your job search with your passions
  3. Don’t settle for offers from non-profit organizations that don’t speak to your inner passions
  4. Understand the organizational culture of the agency for which you’re going to work
  5. Understand that you can most likely make more money working in the for-profit sector, but your payday will come from making a difference in the lives of your clients
  6. Consider doing some volunteer work first to identify areas of interest before jumping into a non-profit career
  7. Don’t abandon hope of doing what you studied in school because there is lots of room for lots of stuff in the non-profit community (for example, I am using my urban planning degree to do lots of strategic planning, board development planning and fundraising planning)

Are are currently looking for a non-profit job? Or does your story sound similar to mine? If so, please scroll down and share your thoughts and experiences in the comment box below. 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

Is your board fulfilling its role in fundraising?

Board development, Fundraising

roles responsibilitiesI’ve been doing a lot of “board roles and responsibilities” training sessions in the last year. The curriculum breaks out responsibilities into group obligations and individual duties; however, in both lists there is verbiage such as:

  • protect and grow assets
  • obtain resources
  • makes a personal financial contribution
  • seeks charitable gifts from others in their network

There is little question that resource development and fundraising are core responsibilities for non-profit board volunteers.
Of course, understanding this idea is very different from rolling up one’s sleeves and doing it. Right? And the bigger question for me has become:

“Once the roles & responsibilities training is over, how should an agency go about assessing how well the board (as a group) is fulfilling its fundraising responsibilities? Because we won’t know what we need to work on if we don’t know what isn’t working.“

Usually, when I mentally try to cross bridges like this for my clients, I turn to:

  • old books and training manuals on the bookshelf in my office
  • websites of national non-profit organizations that contain free white papers and videos
  • blogs run by thought-leaders in the field

In this instance, I came across a really cool assessment tool located on an intranet website for a large national organization for which I used to work. It was developed with the help of BoardSource, and there were copyright marks all over the document. In other words, I would copy/paste and share it with all of you, but my inner Jiminy Cricket is telling me not to do so.  🙂
fearless fundraising bookOf course, this doesn’t mean I can’t describe the tool for you, share a little bit (while giving credit where credit is due) and point you in the direction of how you can purchase similar materials.
The assessment tool is composed of 13 questions, and the user ranks their board on a scale of 1 to 4 for each question. Here are a few of the more interesting questions I found in this tool:

  • Are resource development responsibilities and personal giving included in the board member expectation agreement?
  • Do all or almost all board members make a yearly personal “stretch” gift to the agency’s annual fund?
  • Does the board president personally solicit board members annually to ensure appropriate board giving? Does the board president take time to personally cultivate and steward appropriate higher level prospects and donors?
  • Does the executive director take time to personally cultivate and steward appropriate higher level prospects and donors?
  • Beyond just reciting the agency’s mission statement, can at least 80 percent of board members convincingly articulate the case for support of the organization?

Did I do a good job of whetting your appetite?
If so, then there is more where that came from and you can purchase the 62 page book titled “Fearless Fundraising for Nonprofit Boards” by David Sternberg (published by BoardSource). It was from this book that the tool I referenced earlier was developed.
Some of you may be wondering, “Why is assessment important? I know that our board isn’t good at fundraising. Can’t I just skip the assessment to start working on fixing the problem?”
My thoughts are simply . . . “NO.”
The reason being is that there is a lot of factors involved in why your board may not be a very good group of fundraising volunteers, and you don’t want to waste time on things that aren’t broken.
For example, your organization might be doing a very good job with explaining roles and responsibilities via the board recruitment, orientation and training process. However, your resource development committee might be broken and doing too much and not planning enough, which has a “disengaging effect” on the rest of the board.
Or . . .
Your agency might be doing everything very well except you might just have the wrong people in the wrong seats on your organizational bus.
Or . . .
Your agency might be really doing everything right except there aren’t any accountability tools or urgency strategies being employed.
This is a complex question and assessment is an important part of getting you to the right answer.
Does your board understand its roles and responsibilities when it comes to resource development? How do you know that? What are you doing to make your board a better fundraising team? What’s in your toolbox. Please take 30 seconds to share your thoughts and experiences in the comment box below because 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

Does this story sound like any of your non-profit board volunteers?

Board development, Board governance, volunteers

Board Disengagement in Four Scenes

Guest Blog Post
By Dani Robbins reprinted with permission from Nonprofit Evolution blog
disengagedI received a call from a old friend (we used to be real close 🙂 ) who served on the board of a very prominent organization. This is the story she told me. I share it with you to both illustrate how easy it is to disengage good board members and how important it is to institute and follow good process.
Scene 1: The Invitation
The call came inviting my friend to serve on a very high profile board. She was a little surprised yet also very excited. She asked about expectations; she asked about commitment; she asked about orientation. She received what she considered to be reasonable answers and was told that a lunch to answer all her questions would be set. She said yes.
The lunch was never set. She was voted on the Board. The orientation was never held. She attended a retreat that set committee goals for the year.
Scene 2:  Year 1, Chairmanship
My friend was asked to serve as a committee chair and began immediately working to build a committee and meet the goals from the retreat. Every suggestion she made was shot down by the executive director. Every recommendation the committee made, with the executive director in the room, was challenged — and sometimes later changed — by the executive director. My friend, who talked to the executive director every time it happened, got to the point that she realized she was spending significant political capital, and consistently alienating the executive director, who had also been a friend, to accomplish something that no one else wanted. She finished her one year term as chair and gave up the role.
She thought the executive director was so happy to have her out of the role that it never occurred to him to ask why. It’s possible the remainder of the executive committee felt the same way; they didn’t ask either.
Scene 3: Year 2, Gamesmanship
My friend continued to attend board meetings, missing only one or two, yet every suggestion she made in the room, usually based on best practices in the field, was challenged by members of the executive committee. The suggestions she offered were later introduced by other committees as their own work.
My friend felt alienated and disillusioned, and while she loved the organization, she didn’t love her experience in governing it.
Scene 4: Year 3, Disengagement
The next retreat was set and a board survey was sent out. She was honest with her concerns and her experience. She shared that she was troubled that the board didn’t have a strategic plan and hadn’t set any goals for the executive director. She shared that it felt like the organization was governed by a select few and the rest of the board were just in the room. She voiced her concerns within the bounds of the survey questions.
The retreat agenda came out; it didn’t reflect any of the issues she raised. My friend described it as a meeting to set strategies for goals that did not exist, or at a minimum had not been communicated.
She continued to attend meetings and participate marginally. A few months before her term expired she sent a note thanking the executive committee for the opportunity and asking to not be considered for a 2nd term.
She may be one of the few board members in the history of this high profile organization, with its high profile board, who declined a second term.
No one asked why.
The Scenes that Didn’t Happen
My friend didn’t share her frustrations outside of her conversations with the executive director when she was a committee chair and inside the boardroom. She did share her suggestions within the boardroom but (possibly inaccurately) felt from the responses she got to her ideas that there would be nothing to gain from sharing her frustrations.
The executive director, with whom she did meet occasionally, never asked her how she was enjoying her term.  There was no conversation about her goals for service and if those goals had been met.
The board chair never called to check-in. Neither did the board development chair.  There was no assessment of her service or to gauge her opinion of board process.
The Lessons for the Rest of Us
Board disengagement happens while good, dedicated, people are focused on other things. It’s rarely intentional, and it is usually quite detrimental. It’s what stands in the way of our boards, and therefore our agencies, fulfilling our missions, which would be more easily accomplished if everyone was on point, on the team and moving the organization forward.
There are a few ways to avoid it.
Talk to your board members –- the ones you serve with or serve! Check in with each of them individually to see how they are enjoying their experience. If they have goals, find out if you are meeting them?  If they’re frustrated, find out if there are things you can do to address their issues? Find out if there are opportunities to improve board process.
Information is information. Ask the questions. Get the answers. Once you have the information you can decide what to do with it. It’s what we do with the information presented to us that separates the good leaders from the great!
Have you served on a board where you felt marginalized and ineffective? What did you do? What would you have told my friend? As always, I welcome your insight, feedback and experience. Please offer your ideas or suggestions for blog topics and consider hitting the follow button to enter your email. A rising tide raises all boats.
dani sig

Can you have too many young people on your board? Ummmm, YES!

Board development, organizational development

young professionalsEvery time I hear a donor from a community’s “old guard” lament about no one taking their place and wishing organizations would start recruiting younger, up-and-coming professionals, I can’t help be smile. Why? Because in my experience, it is usually the same crowd who laments that a board of young professionals:

  • lacks fundraising experience
  • doesn’t possess a good network
  • can’t write big checks

This is the classic definition of “You can’t win.” Which begs the question . . . “What should non-profits do about this?”
Obviously, it is in every organization’s best interest to recruit young professionals and the leaders of tomorrow. The following are a few thoughts and suggestions that I’m sharing because I hope it will inspire additional discussion inside your board development/governance committee meetings.
Develop an Associates Board
Many organizations are currently trying to engage young professionals by developing structures like a junior board (aka associates board). If you’re interested in doing something similar, here are a few things I might suggest:

  • Be clear in defining roles & responsibilities by developing a committee charter and written volunteer job descriptions. It is important that your associates board knows that the corporate board is responsible for governance and not them.
  • Make sure the associates board has things to do. No one joins anything nowadays to do nothing. You’ll need activities to engage these individuals.
  • Incorporate networking opportunities into your associates board activities. Young professionals are looking to build their networks, and this will benefit your agency at a later date if they end up joining your board.
  • Design a mentor program where young volunteers are mentored by better connected and influential board members, donors and supporters of your organization. Again, this will only benefit your agency down the road if you ask them to join your board.

Embrace diversity
Not up for creating yet another organizational structure? I hear ya! If this is the case, then embrace the idea of diversity.
Usually, when I see situations like I described in the opening paragraph, it is because an organization went crazy and recruited lots and lots of young people to serve on their board.
It doesn’t have to be an all-or-nothing kind of proposition. Be smart about board development by identifying, targeting and recruiting a small handful of up-and-comers in your community.
Baby Boomer volunteers are at the top of their game (e.g. their life, their career, their earning potential, etc) and should compose the majority of your board. However, it would be healthy for your agency in my opinion to fill between 10% and 25% of your boardroom table with GenX and Millennial board members.
When bringing young board members onto a mature board, don’t just throw them to the wolves. Similar to my suggestions in the previous section:

  • establish a mentor program
  • make a point of introducing them to your donors
  • go with them on fundraising calls and teach them how to cultivate, solicit and steward

Is your organization struggling with this young versus old board volunteer dynamic? If so, how are you dealing with it? Do you  have advice for those agency’s who zealously recruited too many GenX and Millennial board members and now suffer criticism from their community’s old guard? We can all learn from each other. Please share your thoughts and experiences in the comment box below.
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

Why aren't you asking your staff if they want to donate to your cause?

Fundraising

monday moviesAs many of you know, I am a big fan of 501 Videos and Chris Davenport, who is the producer of Movie Mondays for Fundraising Professionals. Yesterday morning, I woke up to another wonderful video waiting for me in my email inbox. This week’s video interview was with author and fundraising consultant, Susan Howlett, and the video was titled “Simple strategies for finding new donors.”
Susan covers a lot of ground in her interview, but at one point she makes a strong case for providing your agency’s staff with an opportunity to consider contributing to your annual campaign.
Listening to Susan took me back in time almost 10 years to a time when I was a little skeptical about asking front line staff if they would like to fill out a pledge card. Don’t get me wrong. I did it because it was a best practice. However, I wouldn’t describe myself at the time as a true believer until I met a staff person by the name of Eddie.
Here is a thumbnail sketch of the man, who at the time, changed the way I thought about the staff campaign portion of our annual campaign:

  • 21-years-old (or at least in his early 20s)
  • alumni of our agency’s program
  • working part-time (approx 25 to 30 hours per week)
  • earning $9.00 to $10.00 per hour
  • obviously living paycheck-to-paycheck
  • if my memory serves me right, I think he was also a soon-to-be father

After doing the staff solicitation, we were processing pledge cards back at our administrative offices. As you can imagine, there were a number of $5, $10, $25 and $50 contributions, and then we came across Eddie’s $250 pledge.
At first, I thought there must have been some kind of mistake. So, I did what seemed logical and went looking for Eddie to clear the whole thing up. Little did I know that I was about to become the recipient of an amazing gift.
Here is what Eddie told / taught me:

  • He confirmed that it was indeed his intent to make a $250 contribution
  • He spoke passionately about the agency’s mission from an alumni perspective
  • He talked about his desire to “give back” to a program that he said “saved his life“
  • He didn’t feel obligated or guilted, but he felt good about being able to give back
  • He explained that he couldn’t write one check for the full $250, and reminded me of the power of monthly giving . . . in his case his contribution came out to $9.62 per paycheck (which was the equivalent of approximately one hour of work)

I walked away from that conversation vowing NEVER to be so arrogant and presumptuous as to assume who should give and at what level they should give to any fundraiser that I organize ever again.
So, this morning I want to thank Susan Howlett and 501 Videos for taking me back to that fond memory. I also want to publicly thank Eddie for providing me with one of the more valuable resource development lessons that I’ve ever learned.
Have you clicked through and viewed the video yet? If so, did it spark any lessons learned that you wish to share? Please scroll down and share your thoughts and experiences in the comment box below. 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

Donor loyalty bibliography

Donor-centered fundraising, Fundraising

dogThose of you who regularly follow this blog know that every post in May 2014 was dedicated to the idea of how non-profit organizations build loyalty among various stakeholder groups (e.g. donors, board members, staff, volunteers, clients, etc). All of those posts culminated yesterday when DonorDreams blog hosted this month’s Nonprofit Blog Carnival. The theme for the carnival was “Letting the Nonprofit Sector Go to the Dogs.”
This morning I realized that the month of May isn’t over yet and found myself faced with the following decisions while plodding away on the treadmill:

  1. Skip today’s post and let readers continue feasting on a ton of content left over from yesterday’s Nonprofit Blog Carnival
  2. Write one more post on loyalty
  3. Pretend that it is June and push forward with new topics

While it was tempting to skip a day, I ultimately decided to stay the course with one more post about building loyalty.
Instead of pontificating on the subject, it dawned on me that in all of my reading on the subject of loyalty there are always beefy bibliography sections and references. So, I decided to toss a bone to those of you who are thirsty for more reading on this subject by publishing some of the more interesting written and online references and tools (in a few cases the reources are books and the link points you to amazon.com).
dog2Enjoy the reading!

Have you read something recently on the subject of building loyalty hat your fellow non-profit peers might benefit from reading? If so, please use the comment box below to share that resource and point us in the right direction.
I hope you’ve enjoyed this month’s focus on building loyalty including the big build up to the May 2014 Nonprofit Blog Carnival.
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

May 2014 Nonprofit Blog Carnival

Board development, Fundraising

May 2014 nonprofit carnival logoWelcome to the May 2014 Nonprofit Blog Carnival. This month’s theme was “Letting the non-profit sector go to the dogs,” and we asked bloggers to focus on how non-profit agencies can build loyalty among any number of stakeholder groups such as donors, staff, board members, volunteers, etc.
Bloggers were given extra special bonus points if they were able to weave into their post something about dogs.
Why dogs?
I think the American author, Jack London, summed it up best when he said:

“A bone to the dog is not charity. Charity is the bone shared with the dog, when you are just as hungry as the dog.”

Is that quotation a bit esoteric for your tastes?
Then ask yourself this question: “Is there anything more loyal in this world than a dog?” If your answer is NO, then perhaps the non-profit sector can learn a thing or two about loyalty from our canine companions.
Enjoy this month’s carnival and please feel free to weigh-in with anything your agency is doing to build loyalty in the comment section below.
2011-12-25_22-08-07_863Donor loyalty & fundraising

  • Joanne Fritz talks about her granddogs, Mia and Sophie, in her post titled “Who’s bored? Probably not your donors” at about.com. Perhaps, Mia and Sophie can teach fundraising professionals a thing or two about the value of routine.
  • Ken Goldstein explains in The Nonprofit Consultant Blog that times have changed and donor loyalty isn’t as simplistic as a dog’s love of its owner. In his post “Are You Treating Your Cats Like Dogs?” he talks about information preferences, method preferences, and campaign preferences. As you may have guessed already, Ken is a “cat person.”
  • Claire Axelrad asks in her blog Clairification, “How to build donor loyalty and take puppy love to forever love?” in a post she titled “Just Puppy Love? 4 Ways Nothing Beats It When It Comes to Donors“
  • Heather Stewart is a first time entrant to the Nonprofit Blog Carnival and is a blogger at Activate Fundraising in Scotland.  Her post — “What would Murdo do?” — has her 1-year-old Cockapoo take readers through the steps associated with building donor loyalty (e.g. clarity, relationship-building and engagement).
  • Arroyo Fundraising Fluency blog published “What I Learned From My Dog About Donor Loyalty.” This post lists 4 “lessons” from Kathie Kramer Ryan’s dog, Charles, and how these lessons can inform our work with donors. If we want donors to be loyal to our organizations, we need to be loyal to them.
  • Ann Greene’s Nonprofit Blog submission was “What Dogs Can Teach Us About Donor Loyalty.” Ann’s post is a little different from the others in this section. She suggests that we can learn something about donor loyalty from dogs, such as they are always excited to see us and provide unconditional love, but they also need a lot of attention and consistency.
  • Pamela Grow’s blog features an amazingly cute shepherd-poodle-terrier mix named Enzo. Her post is titled “Fundraising lessons from Enzo” and you need to read to the very end of the post to learn what the most effective fundraising professionals understand and practice every single day.
  • Lori Halley writes the always clever and informative Wild Apricot Blog (and she is hosting the June 2014 Nonprofit Blog Carnival). Her post — “The Low Down on Donor Loyalty” highlights her adorable dog, Teddy, and answers this interesting question: “What do loyalty programs and non-profits have in common?“
  • Lance Leasure writes for Orange Gerbera blog and asked in a recent post “Are your donors as loyal as a dog?”  Lance includes his 13-year-old blind dog — Punch —  in his post. I just didn’t have the heart to exclude a geriatric blind dog from this month’s Nonprofit Blog Carnival. Besides, Lance offered a number of nice tips to non-profits on how to build donor loyalty. Nice job Punch (and Lance)!

BetrysStaff loyalty

  • Stephanie Arcella published “Don’t Forget Your Biggest Asset — Cultivating Loyalty in Your Employees” at Take Two blog.  Good, loyal, hardworking talent is difficult to find. With limited salary capacity, nonprofits are bound to lose their best talent if they don’t actively cultivate long term commitments from staff. Stephanie offers four awesome tips that you will likely find very manageable.

Your constituents and clients

2011-12-20_06-20-05_687Brand loyalty, marketing & social media

  • Our friends at Double the Donation blog wrote “Nonprofits — How to Use Social Media to Build Donor Loyalty.” This post focuses on how nonprofits can use social media (Facebook, Twitter, LinkedIn) to increase loyalty among their constituents (individual donors, corporate partners, and volunteers). Their suggestions include publicly recognizing donors, providing relevant stories, and asking questions!
  • J Campbell Social Media blog penned “10 Ways to Build Loyalty Among Your Online Community Members.” Julia Campbell writes that nonprofit social media campaigns are still focused on the numbers game (e.g. collecting the most Likes on Facebook, the most Twitter and Pinterest followers and the most views on YouTube). She poses the question: “Instead of focusing on growing your social media numbers, how about focusing on building loyalty – retaining engaging the fans/followers that you do have?“
  • Douglas Gould and Company blogged recently “Media’s Best Friend (Communications Professionals)” and talked about pitching, fetching and blog outreach.
  • Joe Garecht wrote “How to Build Brand Loyalty for Your Nonprofit” at The Fundraising Authority blog. Towards the end of this post, Joe does an awesome job of highlighting brand loyalty fundamentals (e.g. consistent imagery, emotional connections, etc).


Stories from the front line 
IMG_20140223_093758856At DonorDreams blog, I dedicated the entire month of May to this month’s Nonprofit Blog Carnival theme of loyalty.
Instead of pontificating like a consultant (it is an occupational hazard at times), I interviewed former clients and other non-profit friends about what they are doing to build loyalty with a variety of their different stakeholder groups.
Please click-through any of the following non-profit agencies’ stories and you might learn something from your peers:

I hope you enjoyed this month’s Nonprofit Blog Carnival submissions. I don’t know about you, but I think Saint Basil hit the nail on the head when he said:

“Does not the gratitude of the dog put to shame any man who is ungrateful to his benefactors?“

Please share your thoughts and experiences in the comment box below. We can all learn from each other, which is what the Nonprofit Blog Carnival is all about.
Next month’s Nonprofit Blog Carnival
Lori Halley at Wild Apricot blog will be next months host the next Nonprofit Blog Carnival. The theme will be “Nonprofit Inspiration and Innovation.” 
Click here for more details and how to submit your blog entry for consideration in June 2014.
As I say at the end of all my blog posts . . .

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

 

Advice from a fundraising professional on how to build donor loyalty

Fundraising

In case you haven’t heard, DonorDreams blog is hosting for the second year in a row the Nonprofit Blog Carnival in the month of May. This year’s theme revolves around building loyalty among various non-profit stakeholder groups such as donors, employees, volunteers, etc. If you are a blogger and looking for the “Call for Submissions,” then click here. The carnival will be posted right here at DonorDreams blog on Wednesday, May 28, 2014(aka tomorrow). Stay tuned!

In the interest of building momentum, we’ve dedicated the entire month of blog posts to this topic. We’re specifically focusing on what a variety of non-profit organizations are doing (or are looking at doing) to build loyalty.

glenwood academyWhen I decided to ask local non-profit organizations to use my blog platform to talk about some aspect of building loyalty with a particular stakeholder group, I sent out a ton of email and social media requests to former clients and friends asking them to consent to an interview or send me something in writing.

The following is something I received from a former co-worker who currently works as the Vice President of Development at Glenwood Academy. Her name is Michele Wysoglad and she talks about their experiences with building donor loyalty.

“Loyalty is grown through being good stewards of the organization’s mission. If the mission/strategic objectives of the non-profit is not being fulfilled then loyalty is tested. The Board, donors, staff, etc. may question their involvement and loyalty to the institution.
One of the ways we develop a loyalty strategy (even though we have a faithful group of donors) is by providing good stewardship through information sharing on a regular basis.
Communication touch points through a stewardship plan is key but so is sharing how we are being good stewards of their dollars through face-to-face interactions and calls.
Providing high-quality data and testimonials are also ways to retain and increase the loyalty of all constituents.”

If you are looking for online resources on how to improve or refresh your donor stewardship strategies and tactics, then you may want to investigate some of these online resources:

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If you want to learn more about what other non-profit organizations are doing to build loyalty among various stakeholder groups (e.g. donors, employees, volunteers, etc), then tune in here to DonorDreams blog every Tuesday and Thursday throughout the month of May. We will also publish the Nonprofit Blog Carnival on May 28, 2014 (aka tomorrow) with a number of links to other non-profit bloggers who are talking about loyalty related themes.

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

Advice from a non-profit CEO on how to build staff loyalty

Uncategorized

In case you haven’t heard, DonorDreams blog is hosting for the second year in a row the Nonprofit Blog Carnival in the month of May. This year’s theme revolves around building loyalty among various non-profit stakeholder groups such as donors, employees, volunteers, etc. If you are a blogger and looking for the “Call for Submissions,” then click here. The carnival will be posted right here at DonorDreams blog on Wednesday, May 28, 2014. Stay tuned!

In the interest of building momentum, we’ve dedicated the entire month of blog posts to this topic. We’re specifically focusing on what a variety of non-profit organizations are doing (or are looking at doing) to build loyalty.

adviceWhen I decided to ask local non-profit organizations to use my blog platform to talk about some aspect of building loyalty with a particular stakeholder group, I sent out a ton of email requests to former clients asking them to consent to an interview or send me something in writing.
The following is a letter from a former client talking about their experiences with building staff loyalty. I didn’t secure permission to use their name. So, I edited their submission to protect their identity.

Dear Erik:
I think it (building loyalty) starts with choosing the right people. Some people have the capacity or desire to be loyal in the right circumstances. If you choose someone who is not wired in that way, nothing you do will make it happen.
Once you have that kind of a person on staff, you have to provide them with something to be loyal to. 
One of my big foundations — and I think it is key with younger employees — is work flexibility.  I let them:

  • set their schedules
  • take time when they need
  • don’t require a 1-for-1

I find that I get back more than I give and have people who are willing to work on the odd weekend, can be counted on putting in extra time, etc.
 If there are opportunities to make extra money (e.g. by working a rental event, etc), I never take it unless no one else wants it. That way, staff have the opportunity. 
I support my staff in all their decisions, always assume that they have made a decision in what they believe to be the best interest of our agency, and try to use mistakes as teachable moments.  I rarely get mad with staff as I find it to be a pointless waste of emotion on both sides. They are usually much harder on themselves than I would be, and they don’t need me adding to their burden.  If I have to countermand a decision they have made (which is extremely rare), I do it in private and make sure everyone knows I support my staff but just feel like they made a poor decision that one time.
I try to share lessons I have learned with my staff and help them benefit both from those lessons as well as from learning the process of working through making a decision. 
I make them treats, cook them breakfast, make them take time-off when they need, and get them cups of coffee when they are running on empty. 
I try very hard not to share issues or difficulties in my life as it is my job to help them, not theirs to provide “counseling” for me.  At all times, I try and keep in mind that I have more of a choice about whether to lay my “stuff” on them than they may feel they have to listen to it or not.
 By the same token, I have become a lot less tolerant of new employees who do not share our values or ethics and try and weed them out before they upset the balance of our little apple cart. 
I try and let my employees know how much I appreciate them, be there with the difficulties they have, and participate in all the nasty parts as well as the good parts of everything we go through. 
I try and make less work for them rather than increasing it.
Sincerely,
BW

Thanks for sharing, BW. You obviously work very hard at building staff loyalty and have put lots of thought into your strategies.

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If you want to learn more about what other non-profit organizations are doing to build loyalty among various stakeholder groups (e.g. donors, employees, volunteers, etc), then tune in here to DonorDreams blog every Tuesday and Thursday throughout the month of May. We will also publish the Nonprofit Blog Carnival on May 28, 2014 with a number of links to other non-profit bloggers who are talking about loyalty related themes.

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

Building loyalty is like the "circle of life" with no beginning or end

Board development, Donor-centered fundraising, Fundraising, Planning

In case you haven’t heard, DonorDreams blog is hosting for the second year in a row the Nonprofit Blog Carnival in the month of May. This year’s theme revolves around building loyalty among various non-profit stakeholder groups such as donors, employees, volunteers, etc. If you are a blogger and looking for the “Call for Submissions,” then click here. The carnival will be posted right here at DonorDreams blog on Wednesday, May 28, 2014. Stay tuned!

In the interest of building momentum, we’ve dedicated the entire month of blog posts to this topic. We’re specifically focusing on what a variety of non-profit organizations are doing (or are looking at doing) to build loyalty.

Staff-Kids-Volunteers-Donors:
Rinse. Lather.Repeat.
Boys & Girls Club of El Paso

BGC El PasoArt Jaime is the Chief Professional Officer of the Boys & Girls Clubs of El Paso, and he sees the challenges of building loyalty to his non-profit organization as an interconnected ecosystem of staff, kids, board members and donors. He points out that loyalty-based management is a simple concept, but it is something that is very difficult to achieve.

Here is a simplified version of how Art sees his interconnected world:

  • Hire and retain quality youth development professionals who are likable
  • Kids attend the Club because of their relationships with staff
  • Increased frequency of participation deepens the impact of programming which drives outcomes data
  • Good outcomes and impact data inspires board volunteers and provides confidence in talking to donors about the Club’s case for support
  • Good outcomes data creates great relationships with foundations and government agencies and contributes to a vibrant grant writing program
  • Long-term board volunteer relationships (who are consistently sharing awesome success stories from the frontline) with individual donors makes for happy, recurring investors in the Club’s mission

art jaime“It all ties together,” explains Jaime. “The big challenge is creating a culture that appreciates and strives to create loyalty.”
So, how is Art trying to build an organizational culture of loyalty? He isn’t trying to over think it, and he is starting with things he can easily do. The following are just a few examples:

  • engaging stakeholders in a variety of planning activities
  • modeling loyalty in every day activities
  • recognizing staff
  • thanking and stewarding donors
  • trying to spend more one-on-one time with board volunteers
  • seeking advice and feedback from a variety of stakeholders

Frederick Reichheld is the author of “The Loyalty Effect” and one of thought-leaders on the importance of loyalty-based management. It is amazing how Art’s observations on the interconnectedness of it all is spot on with Reichheld’s words found on page 22:

“If we think of businesses as atoms, with customers, employees, and investors as their subatomic particles, then we will study the way those basic components interact to create higher levels of stability and value creation.“

Congratulations, Art. I think you are on the right path!

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If you want to learn more about what other non-profit organizations are doing to build loyalty among various stakeholder groups (e.g. donors, employees, volunteers, etc), then tune in here to DonorDreams blog every Tuesday and Thursday throughout the month of May. We will also publish the Nonprofit Blog Carnival on May 28, 2014 with a number of links to other non-profit bloggers who are talking about loyalty related themes.

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