We are human, and unless we have the will to stay focused and work a plan and allow someone to hold us accountable, we stumble and get off track. It doesn’t matter that you have great donors or incredible plans, touchpoints and offers… if you don’t execute them and stay with it, you won’t succeed.
If a mid-level donor program going to be successful, you need to bring together all the departments in your organization to make it work. It’s necessary because it works.
How many of the donors on your caseload do you really know? All of them? Stop and take inventory. I know from experience that most MGOs do not know their donors as they should. Make it your business this month to get to know your donors. It will be good for them and for you.
We find that most MGOs are fine sending notes, or emailing updates to their donors to report back on impact, but when it comes to actual voice communication or face-to-face communication, things get complicated and difficult.
Major gift officers should follow these five bits of advice for how to delight your boss. Not only will you impress your boss, but your donors will be taken care of as well, and you will feel accomplished.
If you follow these 7 absolutes, your major gift program will be on solid footing for year over year growth and your work will be a success.
Revenue goals for major gifts officers are bad when they are used to punish those who don’t reach them. Let’s look at the REAL reasons to use goals.
Sometimes fundraising revenue goals go wrong, Remember that goals are not meant to set up a form a punishment – they should be a positive guide, something to reach for.
By cultivating and stewarding mid-level donors in a more one-to-one manner, we can reduce attrition and move more donors, creating a faster pipeline into major gifts.
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