We all have things that we know we need to do but don’t want to. I have my list; you have yours. What are you going to DO? Discipline yourself. Take action!
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Most of your time has to be spent on donors; otherwise you’re headed for disaster. So here are some ways to create the structure you need to be successful
Are your MGOs working with too many donors who don’t respond to them? Is your return on investment unacceptably low? There IS an answer. Here’s the secret!
MGOs will stay at an organization when the manager or leader isn’t constantly hovering over them and creating an atmosphere of fear in the workplace. And when MGOs are encouraged in this way, they will make mistakes. This is good.
Organizations that keep their major gift officers – all of them, and I mean ALL of them – have a clear set of boundaries and a structure that the MGOs are asked to work within.
We have heard a lot of terrible stories about how MGOs have been managed. Here are some of the FAILS we have seen that we hope you can avoid or change in your own shop.
If you really are going to be successful with major donors, creating work/life balance will be essential. Here are some practical applications you can use to help you achieve that balance…
As many times as Richard and I have seen bad attitudes and heard excuses, we’ve also witnessed amazing turnarounds from MGOs who have embraced the “yes I can” attitude and have become wildly successful and happy in their work.
Often, the reason the major gifts function in an organization does not work is because the organization itself is not organized properly. Or the leaders in the organization don’t have a clear view of what the various functions in the organization are supposed to do.
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.
