One of the things we strive to do at HUB Philanthropic Solutions is to leave our clients stronger than they were when we arrived. Most fundraising consultants balance two or three clients at a time. So this is continually on my mind. I think about what am I contributing to the organization’s long-term success. You know, things will be in place long after I move on to a different client with a different mission.
So let me offer these suggestions:
- Train the junior development officer – We all know nonprofit staffs are slim. But if there is anyone at your nonprofit who reports to you, train them thoughtfully and train them well. Inform them of what needs to be done — and why. Explain your strategies thoroughly. Bring them in on decisions you make and invite them to meetings. Let them stretch their wings and manage their own projects. When you have donor visit bring them along. Help them craft remarks for your next events. You are grooming them to take on more responsibility and it will make them a stronger in their support role and arm the organization with a stronger employee when it comes time for you to move on.
- Make Strategic Plan—Would any of us jump into the car for spring break without a plan and a plan of where we are headed? Probably not. A Strategic Plan is a road map to where your organization is going. Most strategic plans look three to five years into the future. If your nonprofit doesn’t have one, work with your Executive Director, senior leadership staff, and Board of Directors to create one. This document should outline the purpose of an organization. It should also include key strategic goals and how the organization plans to meet them. Key areas should include Programs and Development. The plan is very important. Investors and stakeholders will look at the plan to determine how likely it is to achieve success. Plus it helps everyone to be on the same page. The structures will vary quite a bit and a quick internet search will provide several good templates to get started.
- Make a Development Plan – Once the strategic plan is in place, a Development Plan should then be created. The goals for the Development Plan should tie together with the Development Goals that are outlined in the Strategic Plan, but contain detailed strategies and tactics. These should be one step more detailed. At one client site, they were struggling with turnover in the Development Department, so I created the Development Plan as a sort of “how to” manual. That way, whoever holds the position in the future will be able to carry on the activities with consistency.
Doing these simple things will bring clarity about how to spend your time to be the most effective in your role. It will also leave your organization stronger for the future. That’s a legacy we can be proud of.
by: Michelle Jimenez, Senior Consultant HUB Philanthropic Solutions