As a leader you will be hiring MGOs to your team. Which is why we have written this post that gives you our opinions on how to hire and retain good MGOs. Discover what you need to find great talent and keep them in this blog post.
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An unhappy and frustrated MGO recently wrote us, stating that things were not going well in her job. She just could not get excited about the work, she was frustrated with the organization, and she was wondering whether her skills, abilities and motivation were actually a fit for what she was paid to do. I wanted to ask her: “Who are you?”
Thinking about hiring a major gift officer for your non-profit? What you need are vision and donors. You have to have both. Trust us.
There are very few reasons for failure in the major gift business. MGOs either aren’t right for the job, the nonprofit fails to support her properly, OR the right MGO is doing the job in the WRONG way.
Here are the seven most common situations we hear from new MGOs who get discouraged by their situation.
The job market for great major gift officers is good. But that doesn’t mean all non-profits are the right fit for you – even if the money seems really good.
If you can create an environment for your non-profit like I’ve outlined here, you will be able to attract good talent in a major gift officer, even when that talent is scarce.
The back office is just as important as any donor-facing activity. We simply need to get that fact into our heads and into our practice as fundraisers.
In this White Paper, we’re going to show you the outlines of how to start your own program, no matter how large or small your organization. Follow these steps, and you will be on your way to establishing a robust major gift program, which will lead to engaged donors and increased revenue for your mission.
