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May L. Harris, Esq., M.A., engages in a thought-provoking discussion with Ryan Ponsford, the founder of Main Street Philanthropy. Their conversation delves into the essence of giving, the impact of philanthropy on families, and the practical steps individuals and communities can take to foster meaningful connections.
In this episode of the Nonprofit Counsel Podcast, May L. Harris, Esq., M.A., speaks with Kelly McLaughlin, a visionary fundraiser and founder of From Scratch Fundraising. They discuss how, in the nonprofit sector, development roles often face high expectations and intense pressures, leading to frequent turnover and challenges in retaining skilled professionals. For organizations that have recently hired a development director, ensuring their long-term success is crucial not only for the stability of the team but also for the effectiveness of fundraising efforts.
Understanding the Challenges
The nature of development work can be daunting. Development professionals are often tasked with ambitious fundraising goals that may seem unrealistic given the organization’s historical performance. According to recent data from the Chronicle of Philanthropy, a significant number of fundraisers are contemplating leaving the field or their current roles due to these challenges. Specifically, 28% of fundraisers plan to exit the field entirely, 46% are considering leaving their current organization, and 81% of executive directors report difficulties in filling development positions. Nonprofit leaders have to adjust their strategies for development or find themselves hurting for quality talent.
Creating a Supportive EnvironmentA key factor in retaining development talent is fostering a collaborative and supportive work environment. Kelly, an expert in interim development roles, emphasizes the importance of creating realistic and data-driven goals. When she works with organizations, the first step is to examine the data related to donor engagement and past fundraising outcomes. Setting achievable goals based on this data helps avoid placing unrealistic expectations on development professionals.
For instance, if an organization sets a goal to raise a million dollars by year-end but has historically raised only $200,000, this discrepancy can set the development director up for failure. A more effective approach is to work closely with the executive director and program staff to develop a budget and fundraising goals that are grounded in the organization’s actual capacity and donor base.
Philanthropy and Family Wealth: A Critical Dialogue
Successful organizations treat their development professionals as integral partners rather than isolated figures. This collaborative approach ensures that all team members are aligned and supported. At a previous organization, Kelly worked with the executive director and program staff to create a “yes-no-maybe” budget list. This method involved identifying which expenses were already funded, which required additional funds, and which were contingent upon finding more resources. This level of collaboration helped everyone understand and support the organization’s fundraising efforts.
Matching Roles to Strengths
Another critical aspect is ensuring that roles within the development team align with individual strengths. For example, a director of individual giving and a grant writer have different skill sets. Expecting one person to excel in both areas can be unrealistic. Instead, organizations should match roles to individuals’ strengths and hire for specific talents that align with the organization’s needs.
Final Advice: Stay Mission-Centered
Kelly’s final piece of advice is to keep fundraising efforts simple and mission-centered. Instead of imitating what other organizations are doing, focus on what resonates uniquely with your mission and audience. The most effective fundraising strategies are those that deeply connect with your mission and engage your specific supporters. Reflect on how your mission can attract and engage donors and develop tactics that align with this understanding.
In conclusion, retaining development talent and achieving fundraising success requires a blend of realistic goal-setting, collaborative teamwork, and alignment with your organization’s mission. By fostering a supportive environment and leveraging individual strengths, organizations can set their development professionals—and themselves—up for long-term success.
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