The Nonprofit Development Companion – “Development” And “Fundraising” Are NOT Interchangeable [Book Review]
Jul 25, 2011 Weblog
The Nonprofit Development Companion: A Workbook for Fundraising Success (The AFP/Wiley Fund Development Series) has a wealth of information which I have recently found helpful in crafting a fundraising plan in light of the all encompassing development plan. This is because this book clearly delineates the differences between “development” and “fundraising.”
While attending a recent Association of Fundraising Professionals chapter meeting, Karla Williams challenged the audience on their title within their respective organizations. By a show of hands it was amazing how many fundraisers held the title of “development officer.” To an outsider, or newcomer to the nonprofit sector, these terms are used interchangeably. However, doing so is a disservice to nonprofit professionals and the sector as a whole. I recommend purchasing this book as an adjunct to the seminal work on fundraising, Achieving Excellence in Fundraising (Wiley Desktop Editions), because it completes the context of fundraising within the wider construct of development.
Tags: book review, communication, integrated development plan, management, misconceptions, professional development, strategic planning
Reconsidering the Titles We Give Professional Fundraisers
Jul 6, 2011 Weblog
Yet another member of the front-line fundraising team at my organization is departing for a position at another institution. So, as we’ve done in the past, the team gathered last night to bid farewell to Sharon — a valued colleague, trusted confidant, loyal friend, and in my case… my fundraiser?
About two years ago I decided that if I was going to be supporting my institution with philanthropic support, I should have a contact that could help set up my gift and would steward my support. Even though the research I wanted to support was literally thirty feet from my office door, I felt I should still have a chance to have a full donor experience and get to work with a fundraiser in that journey. I asked Sharon if she would be that person.
In Sharon’s departure I’ve had to consider who I’d want to represent my philanthropic interests with the organization. I believe I know who I’ll ask, but the hard part is figuring out the right way to pose the question.
Within the profession we use awkward terminology to refer to the relationship donors share with the person that represents their connection with the organization (e.g. development director and major gifts officer). Neither of these titles reflect the balance professional fundraisers negotiate between donor intent and organizational need… a highly difficult task in light of donor advised funds, restricted gifts, and performance-driven grant making. These titles also fail to address the other aspects of the fundraising profession, the trust relationship.
Look at any other professional field. Let’s say you were talking with a close friend and wanted to make reference to your doctor or accountant. You would be inclined to use a possessive pronoun. “I have to schedule an appointment to see MY doctor.”
Professional titles (doctor, accountant, lawyer) brings with it connotations of trust, confidentiality, expertise, and ethics. I proudly wear the banner of “fundraiser,” but know that this title is not fully descriptive of my profession and of my responsibilities. This became clearer last night as I considered who among my colleagues I would want to represent my interests as I continue giving to my institution.
Those that know me also know how I’ve described my job when asked by those that don’t understand the concept of a major gift officer (no, I don’t have a badge to prove it). I have settled on using the term “philanthropic adviser.” This is in large part why my current working title is now “director of philanthropy and development” not just “director of development.” I’m quite pleased with the prospect of referring to Sharon in the past tense as my philanthropic adviser. I am also confident that when I ask one of my colleagues to represent my support to the institution as my philanthropic adviser, they will be quite clear with what I am asking of them. However, I still wonder if a better term exists for professional fundraisers.
Tags: career, cultivation, donor advised fund, ethics, fundraising, misconceptions, philanthropy, relationship-based fundraising
How Long Will It Take You to Raise the Money?
Nov 17, 2009 Weblog
All too often well intentioned staff or board members will come to you, the seasoned fundraising professional asking for help securing funds for a need not originally in the strategic plan and more specifically, the integrated development plan.
These requests are usually for last minute programs, non-budgeted expenses, “silver bullet” fundraising events, and my personal favorite consultant fees… upfront payment for somebody promising to write grant requests.
When these requests come across my desk I’ll typically ask these questions:
Is the (insert urgent need here) worth alienating the donor most likely to fund the request? Not usually. If you have been properly cultivating and stewarding your donors you might have somebody interested in helping with urgent needs. If this is true, be sure to link the funding need to your mission and provide a clear case for support that resonates with your donor’s personal interests.
Why wasn’t this in our original budget? Usually last minute financial needs are not considered in the original budget because they are not essential to your ability to satisfy the organizational mission. If the emerging need is critical for organizational success, ask yourself (and the board) “what can we cut from the planned budget to fund this unplanned item?”
If we pay upfront for somebody to write grant requests, how do we keep them accountable for meeting performance benchmarks? You can’t. Staff performance should be built into the strategic plan and should be reviewed by the board at least quarterly. Adding staff or consultants to the payroll without clear performance expectations, and which are paid irrespective of performance sends a terrible message to the remainder of the organizational staff being held accountable by the strategic plan and proper board governance.
So when I’m asked “how long will it take you to raise the money?” I typically respond that it will take anywhere between four months and a year. This range varies depending on how the specific item relates to organizational mission, strategic plan, integrated development plan, budget priorities, board oversight, and donor linkage, ability and interest.
Tags: ability, best practice, budget, funding priorities, governance, grants, integrated development plan, interest, linkage, misconceptions, mission, pitfalls, staff performance, strategic plan, strategic planning