scrabble tiles: fake news

Totally FAKE Nonprofit News: 6 Fundraising Untruths

scrabble tiles: fake newsThere’s a lot about fundraising folks take for granted. And not in a good way. Because… much of it is untrue!

In fact, if you, your executive director, your board members or anyone else where you work subscribes to these fictions you’ll be in for a lot of pain and suffering. You won’t raise near the money you could otherwise raise. And you won’t enjoy your work.

But there’s a fix!

In the past I’ve written about certain self-evident fundraising truths. Truths you want to hold close to become a fruitful philanthropy facilitator.  The problem? These tenets I call truths are too often not apparent at all.

Why?

A disinformation campaign is unconsciously being waged by leaders who:

  • Don’t understand how fundraising works.
  • Don’t understand pre-conditions must be in place in order for fundraising to flourish.
  • Don’t want to understand because then they’d have to step up to the plate and do things that make them feel uncomfortable.

Oh, dear. Guess what?

Like anything else worth doing, fundraising must be done well to succeed.

You get out of it what you put into it. That’s the unvarnished truth —  the truth that shall set you free!

Sadly, if you believe any of the following untruths, your fundraising program is in jeopardy. And so is your mission. Let’s break these down.

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AI as an Equalizer: Giving Small Nonprofits a Competitive Edge

Small nonprofits often face a daunting challenge: maximizing impact with limited resources. Without the brand recognition or staff of larger organizations, fundraisers at small nonprofits must wear multiple hats and juggle a variety of priorities. Spending extra time on building donor relationships or ing into donor analytics can feel like a luxury you just don’t…

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Coping in Trying Times: Empathy + Innovation are Essential Nonprofit Philanthropic Strategies

How will you and your nonprofit make it through these trying times? Two words: EMPATHY. INNOVATION. These are the two qualities most needed in today’s topsy-turvy world. And they’re by far the best way to connect meaningfully with your constituents. I’d like you to think of them as your newly essential fundraising and communication strategies.…

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Sign StaySafeBeKind

Nonprofit Crisis Response Tip-a-Day-DO-Dah!

Sign StaySafeBeKindNo matter your politics, this is crisis time for many nonprofits who rely on federal grants and loans (about 30% of all charities).

It’s also crisis time for the beneficiaries of many nonprofits, who are scared, stressed, depressed and otherwise at loose ends due to the rapidly changing environment. Many of the resources on which folks once relied have disappeared or are at risk. For some of your constituents, it feels as if the rug has been pulled out. Or the other shoe is about to drop.

During times like these, people want to come together and help. It’s your job, as a philanthropy facilitator, to help them in this communal endeavor. Stay calm, carry on, and communicate your particular needs.

Resist the temptation to throw your hands up in the air, assume people feel too uncertain to give now, and simply leave folks (donors and clients) to their own devices. We know from past experience this won’t end well.

During the 2008-09 worldwide recession, many charities cut back on fundraising and marketing. Some of them still haven’t recovered. Something similar happened in response to the Covid-19 pandemic. People thought (assumed) it was unseemly to ask for contributions.

Be careful what you assume.

If you don’t ask, you don’t get.

Research collected from donors in response to the coronavirus pandemic showed:

  • Giving, and fundraising, was increasingly seen as good. Even donors who had been hit economically remained remarkably generous.
  • Charities with little relevance to tackling coronavirus still received support from donors that valued them – as long as they asked for help (otherwise they were perceived as not in need of funds).

“Many of the donors we spoke to report that they just don’t know what they should be doing or who they can trust. This led to a rise in levels of insecurity… Of course, they understand that things are changing and that plans will always need to adapt. But knowing that a strategy is in place will provide the security that they need. They also want to know what their role – as supporters – will be. And, most importantly, they are ready for a frank conversation about what is required of them.“

— 2020 Report, Bluefrog Fundraising

Donors want to help – and will help – but they need leadership.

This means telling people what you do that addresses the problems that worry them. For people feeling helpless, this can give them a sense of control. Show them how they can join you, and become a part of a community of like-minded people who share their concerns and values.

It all boils down to a need to put together both short and long-term plans to connect meaningfully with your supporters right now, using the correct approach and tone. Towards that end, I’ve put together five ‘to-do’s – one for each day of the work week.  I suggest you put aside a little bit of time this coming week to consider how you might actualize each of these suggestions, if not in whole at least in part.

Ready for your five timely tips?

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Rose inside book. Pages shaped like heart.

Nonprofit Fundraising: We Have a Semantics Problem

Rose inside book. Pages shaped like heart.What’s in a name?

“A rose by any other name would smell as sweet,” said Shakespeare.

But, would it?

Seth Godin thinks words matter. As do I.

“That’s just semantics”

Just?

The meaning of the word is the reason we used the word.

If we don’t agree about the meaning of the word, we haven’t communicated.

Instead of, “that’s just semantics,” it seems more productive to say, “I’m confident we have a semantics problem.”

Because that’s all of it.

The way we process words changes the way we act. The story we tell ourselves has an emotional foundation, but those emotions are triggered by the words we use.

Not just.

Especially.

— Seth Godin

Are your words communicating the right message?

“The single biggest problem in communication is the illusion it has taken place.” So says Hugh MacLeod of Gaping Void Culture Design Group, noting your words may or may not incorporate ‘signifiers’ that open the listener/reader to the possibilities they might encourage.

Opening people up to new possibilities is, after all, at the heart of what organizations seeking to enact change do.

The meaning of words changes over time. Your task is to assure the ones you use will be understood as you intended.

For example, when someone considers contributing to your organization, what does your appeal actually communicate to them? Does asking for a ‘donation’ make them feel uplifted by the possibility they can create a positive outcome. Or does it convey all you care about is their money? Does saying “any little bit helps” make them feel important and empowered? Or does it convey their gift is but a drop in the bucket?

Choose words appropriate to what you want your audience to feel. 

You have the power to give would-be supporters the meaning they seek.

Let’s look at how some of the words nonprofits commonly use get their meaning, how this meaning may be interpreted by your constituents, and how you may wish to express yourself differently in order to choose the words most appropriate for your group and for the purpose of your communication.

What do you call the folks who respond to your fundraising appeals?

Are they donors?

Maybe that’s okay. Or perhaps

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Time to Catch Up on Last Year’s TOP 10 Hottest Topics

Did you miss the most popular tips on Clairification last year? The trending topics included how to effectively leave voice; retention techniques; e and other campaign appeal strategy; how to communicate about things like overhead and transaction fees; philanthropic culture and board giving.  The standout articles, from bottom to top, include: Countdown: Top 10 Hottest…

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Awesome/Less Awesome Sandwich Board

Key Strategies to Give Meaningful Nonprofit Work Feedback

Awesome/Less Awesome Sandwich BoardConfession: This is something I struggled with in my 30 years as a manager.

I wanted to reward folks, but I tended to focus on things like money rather than gratitude, praise and recognition. And positive reinforcement didn’t come to me as naturally as pointing out weaknesses. I had both a boss (and a mother) who role modelled this for me.

This same critical boss also told me, whenever I wanted to give someone a raise, money didn’t motivate people.  All sorts of other things mattered more, including work environment.

At the time, I didn’t really believe this. I was constantly advocating for well-deserved raises because I thought it was the best gift I had to offer. And, by golly, it seemed like the right and fair thing to do! She told me resources were limited, and the satisfaction from a raise is fleeting, compared with things like greater authority, autonomy, praise and recognition.

You know what? She was right. Not about leaning into criticism, but about what is most meaningful to employees in a workplace.

What Matters Most?

I found, as much as the people who worked for me enjoyed a good raise, they complained a lot more about lack of advancement opportunity, responsibility without authority, a top-down infrastructure, lack of job fit, unrealistically high expectations, shortage of support and an overall stressful work environment.

If money is really bad, of course, it will get in the way.  However, it’s worth noting money is only fourth among the top five reasons people cite for leaving a job. In fact, the preponderance of research into the value of money as a motivator notes it is a motivator only up to a certain point; once folks reach that level, more money has a negligible impact on their satisfaction.

[Background: I was fortunate during my career not to work at places where folks were expected to buy into the “starvation cycle” mentality and live below minimum wage. Where I worked, people generally were fairly and well-compensated. Sure, they’d likely tell you they wanted more money.  But this was not the reason they left.]

“In a nutshell: money does not buy engagement.”

— Tomas Chamorro-Premuzic, author, Why Do So Many Incompetent Men Become Leaders? (and How to Fix It)

Employee engagement is a product of overall work environment (culture) and specific management support (feedback, praise and recognition).

Begin with an Engaging Work Environment

A huge part of what employees will describe as “work environment” has to do with meaningful engagement, or lack thereof. And there are two ways to promote this engagement:

  1. Develop a broad, organizational culture of philanthropy [See here, here, here and here.]
  2. Develop a feedback system incorporating authentic praise, recognition and focus on strengths, not weaknesses.

I talk a lot about the former. Today I’d like to hone in on the latter.

(1) Because… for engagement to stick, the two types must go hand-in-hand.

In fact, research reveals

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