Nonprofit Gift Planning: Do You Use the Language of Love?

language of love alphabetWhat must you keep top of mind to have meaningful conversations with donors who (you hope!) may contemplate a gift to your organization?

I’ve given you a hint within my question.

One word: meaningful.

For a conversation to be meaningful, you have to speak in a language that resonates with the other person.

And what is it that resonates more strongly than just about any other emotion?

LOVE.

To get folks to “YES,” you must learn the language of love and apply it to gift planning.

The word philanthropy literally means, from the Greek, the feeling of love (philos) towards humankind (anthropos).

It’s not just about HOW people give, but WHY.

What about your organization’s enacted values is your donor is most passionate about?

How can you, as a philanthropy facilitator, make it easy for the donor to meaningfully express their feelings and passions?

Planning is involved, both on your end and the donor’s.

Passionate philanthropy is seldom a spur of the moment action.

No one just gets up one morning and decides to give away $10,000, $100,000 or $1 million.

Or let’s just stipulate it’s relatively rare.

Rather, would-be philanthropists consider how making a particular gift at a particular point in time may match their values and help them accomplish their objectives, personal and philanthropic.

Anyone who contemplates a major, or stretch, gift plans ahead.

For purposes of this gift planning article, let’s consider your audience to be prospective major (outright) and legacy (deferred) gift donors.

Let’s try an experiment.

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What Causes so Many Fundraisers to Leave their Jobs?

Satisfaction truck

Why do so many fundraisers get no satisfaction?

Fundraisers report money is the number one reason they leave their jobs. While I do believe too many fundraisers are underpaid relative to their skill sets and performance, I’ve a strong hunch it’s not the real chief culprit for fundraiser dissatisfaction.

What is causing so many fundraisers to leave their jobs? Or leave the nonprofit field entirely?

Support. Culture. Infrastructure.

Or, to be specific, the lack thereof.

  • Too little support.
  • Toxic culture.
  • No organizational infrastructure to facilitate philanthropy.

Alas, in interview after interview with fundraisers working in the trenches, I find these essential components of a productive and joyful work environment sorely lacking. This situation doesn’t usually arise out of malice. It’s born of a desperate lack of understanding about what it takes to manage people well. Of course, that’s a topic unto itself. But there’s something else that happens with people hired to work as development staff. And that’s what I want to address here.

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Money Matters: Why a Good Nonprofit Fundraiser is Hard to Keep

Money is only part of the story of why fundraisers leave

Money is only part of the story of why fundraisers leave. The real culprit is the underlying culture of scarcity.

What’s love got to do with it?

Show me the money.

Some year’s ago the Chronicle of Philanthropy published an article about the need to Shake Up Development Offices and Curb Turnover. The article cites Penelope Burk’s five years of research which culminated in her groundbreaking book, Donor-Centered Leadership, as well as a revelatory study, Underdeveloped, by CompassPoint and the Evelyn and Walter Haas, Jr. Fund that found half of chief development officers planned to leave their jobs in two years or less. And 40% planned to leave fundraising entirely.

What’s going on, and how can you fix it?

Is it about money, or something else?

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