Only Wisconsin has fall days like October 14. But even more brilliant was the joy of the family and friends of the late Dr. Owen Fennema, gathered at the Owen R. Fennema Professorship in Food Chemistry celebration. Elizabeth Fennema, with me here, was radiant. 

“We teach the future.”

Professor Fennema said this often during his life-long service to Food Science students. His textbook is used around the world and will be continually updated as new knowledge enhances past facts. Two of his students, Dr. James Behnke and Professor Daryl Lund co-chaired the fundraising effort. Dr. Behnke, a former Pillsbury executive, humbly credited this man as a life-changer. Professor Lund, former Department Chair, detailed the scores of students lifted up to Dr. Fennema’s level of excellence. The development director, Barb McCarthy, shared the wide-ranging support received and the capstone match from John and Tashia Morgridge, Cisco Foods, to meet the goal.

So many conversations, so many stories, so many lives shaped, so many inspired.

Indeed these successes certainly get us well along to our bottom-line. But never forget what you REALLY DELIVER as you slog through the intense final weeks of the year.

You deliver hope.

Not the timid, “Gee I hope it won’t rain” variety. No, HOPE…

For the cure,

For the warm bed,

For the theater production,

For the math tutor,

For clean drinking water,

For a death with dignity,

For a vibrant Jewish community,

For an education, 

For an end to the beatings,

For lush forests,

For the church addition,

For the art collection,

For the brain surgery,

For a chance, maybe even another chance.

Let me give you some encouragement as you push even a bit harder these last nine weeks of 2016. I believe we have the most incredible work on the planet. Take in, really embrace, the power and influence you have to help somebody. Appreciate that for many, their emotional bank accounts are depleted and through your opportunity to give,

….you deliver hope.

Now, redefine hope as HOPE – Harness Our Positive Energy!

On the other side of your fear is your success! Feel the fear and do it anyway. Take a step. Try…again. Even a fake smile can change the world. Plaster one on, if need be, and discover it begins to feel real.

Dig a bit deeper and reach out authentically to offer your prospective givers this chance to do something of significance, before the end of the year. I believe in you and your ability to deliver hope. Go shine!

As of October 1st we are officially in the FINAL QUARTER of the year. I can feel it “setting in” with you. YEAR-END, YIKES!

Like having a baby or buying a home, it’s never the “perfect” time. There are things we wish were different before we jump in – we had more saved, we were at a different salary level, we lived closer to family – whatever.

You just do it a bit scared.

At its core, we are giving in to an outcome we don’t want. Fear. We start, “what if” ing. “What it we can’t handle the payments?” “What if we go crazy with no support?” “What if one of us loses our job?”

Wrong questions. What you focus on grows. What you think about you draw to you. Your thoughts create your actions, and you head down the path towards what you exactly DON’T want. Your inner game creates your outer results.

Over 30% of annual giving happens in December. What will you ask and DO now to have great numbers to celebrate come January?

“What if my major donors are eager to see me?” “What if I have great, warm, productive year-end giving conversations?” “What if our mission is exactly what they want to support?” “Why are so many folks just waiting to hear from me?”

Ok. Now that your head is in the right place, channeling what you believe about where you are differently, perhaps you are wondering if your major relationships are exactly where you want them to make an ask.
Nope.

There is always something you can do to more deeply engage your major donors….

• to help them better understand your organization.
• to be sure they “get” the impact they make.
• to help them have experiences to deepen their connection.
• and to say, “thank you” so they know how deeply you appreciate their support.

But here you are. October. And some of those “next contacts” are from awhile back – undone. In fact, there are many folks who have not heard from you for awhile, quite a while. Or perhaps you are new to your position – and new to all the donors you’d like to engage and ask (or are expected to ask) yet this year.
Here’s what to do NOW.

Five Tips for How To Ask when (you believe) it’s too soon to Ask.

1. Believe in your mission. When you believe, you’ll be believed.

All the research tells us that the main driver to give is that your donor believes in your mission and wants to make a difference. Your deep belief radiates from you as confidence, dedication, and enthusiasm for your mission – and that is infectious.

2. Build rapport. People like people like themselves.

Be polite, pleasant and likable. That means your focus is not on how much information you can transmit on a call about why they should give and NOW! That means you listen, sincerely care about where they are at, and do the little things like mirror their volume and speed of speaking, perhaps adopt a position they are taking – crossing legs, leaning forward and repeat back their words to them.

3. Thank them. ONLY thank them. NO soft asks.

The research tells us donors who are genuinely thanked are three times more likely to give…and give more. The catch? Insincerity, or remarks like, “and I can’t wait to meet to tell you about our new plans” or “and we look forward to your continued participation in our giving family” or “and we value you as part of our cherished supporters” and on and on. Say “thank you” and shut up.

By letter, phone – message or conversation, email, Board member, student…that sincere, authentic, “Hello. This is Marcy Heim from XYZ where I sit on the Board. I am calling to say, “thank you” for your kind giving to X. It, indeed, makes a difference to _______ (our residents, students, puppies, patients.

Timing is critical. This sincere thanks must happen as a separate touch before any visit/email/letter to ask.

4. Let them know you feel this ask is coming too fast. “I wish I had more time to help you understand how important X is for our mission.”

Transparently sharing that you wish you had more time to have them experience, understand, learn about, your project shares that this isn’t ideally how you’d like to do this. This is easier if your organization stays in touch with mailings or updates throughout the year. Did you do a postcard from a recipient at some point giving the donor an update and thanks? More conversations/touches give us a chance to listen and hone in on what is important to our donor so we can frame the ask amount and project to what most deeply resonates with them. Sometimes we have to ferret this out in one call. “So I’m hearing X is important to you?” or “Based on your impressions of us, do you think we are doing a good job of addressing X with our programs?” “Some unplanned needs have developed, and we are looking to our best friends to help right now.” “We will get a $50,000 match if we can raise the money by X.” These are ways to share why you are moving the relationship along to the Ask before it feels right.

5. Make an Artful Ask.

Write out and practice your Ask ahead according to my 3-sentence ask. You have….You understand…. Would you consider (or hit reply and ask for a copy of my worksheet).

Then let them think about it. I believe most relationship damage is done by pressing and pressuring for an answer. Be sure to be clear when exactly you will call them or stop by again to see where they are with their consideration.

Of course, better than all this is to be implementing your Relationship Action Plans (RAPs) throughout the year so that you and your donor are looking forward to the Ask. Then, this time of year allows you to focus on the segment of your major donors who want to accomplish something by the end of the year.

Would you consider…….

It’s important to reflect on how you are feeling about asking. What are your own feelings about money and wealth? Do you model rich and successful people or resent the heck out of them?

Charge forth this fall! It’s the best time of the year! Remember I’m intending great success for you!

 

Action is poison to failure.

I love to play Free Cell, a computer game using risk and strategy. Sometimes I say, “Screw it. Stupid game.” but I try one more time. Bingo! I win! That’s persistence overcoming resistance.

Since 1998, I’ve been part of the faculty at the University of Wisconsin Fundraising and Development for Non-profits Conference. Each year Don Gray, conference chair and Major Gift Laureate says development professionals need “patient persistence.”

On my Artful Asking Success Club call Karen Osborne, internationally recognized advancement coach, said that her legacy of advice was “be persistent.”

You, as a major gift fundraiser, are an “entrepreneur” with your own “book of business” no matter your organizational structure. Over half of you will fail within the first five years. You who persist will enjoy incredible success. Just keep going.

“Persistence overcomes Resistance” is a mindset.
Tomorrow I will try again – but in a different way.
What if it were possible …..?
What else can I do to get the result I want?
This didn’t work, what’s next?
No “yes” today. No judgment. I’ll stay in touch.

At the ICAA (Independent College Advancement Associates) conference earlier this month, I joined minds in my brand new session – a mastermind experience for senior advancement folks – and we dug into new ideas for critical challenges (see the feedback below). And we took a look at BIG challenges – surprise leadership changes, crumbling infrastructure, changing financials, staff churning and on and on. Teased and energized with, “Have you tried this?” folks persisted to overcome resistance.

Paralyze resistance with persistence. — Woody Hayes

What do we resist?

• Change
• Exposure – someone will see us as inadequate
• Risk
• Uncertainty
• Possible failure

Persistence overcomes our internal resistance. No, not the “squeaky wheel gets oiled” folks. Those naggers can be a real pain in the butt.

“You may encounter many defeats, but you must not be defeated. In fact, it may be necessary to encounter the defeats, so you can know who you are, what you can rise from, how you can still come out of it.” — Maya Angelou

Persistence overcomes resistance.

1. Working with your Major donors……

Major giving is a long-term relationship thing, but you do need to be IN a relationship. If your girlfriend heard from you once a year…well, how would that go? Folks are juggling a lot. We need to persist in connecting with our donors. We need to drop the judgment that it’s about us. We need to persist – patiently – to educate, engage and invite to invest, and then repeat.

2. In your annual fund appeals….

NOW you should be planning your theme, segmentation, signatories, stories, numbers, channels and timeline for your yearend campaign. How you persist in repeatedly providing an opportunity to connect will draw givers in and overcome their resistance (too busy right now, where’s the check book, it’s hard to get online, etc.).

3. In your life…..

Do it afraid. Try it without being sure. Love a porcupine. Learn, adjust and try it again. Repeat. Persist. You will have hard, busy, disappointing times – ok. IT’S ALWAYS TOO EARLY TO QUIT. Now I will explore another way. Just keep DOING, REVIEWING, ADJUSTING and RE-DOING. Action is poison to failure. We become what we think about – think about what you will do next

Remember….you really can’t get stuck on a broken escalator.

Persistence overcomes resistance. I have total faith in you persisting.

 

 

Generosity is a mindset.

Board members and staff alike play a key role in creating donor relationships.

Recently Sue Lambert, Director of the Senior Resource Center in Freeport, IL, and Jim Ferrar, Foundation Board member, attended my Fundraising is a Team Sport workshop in Rockford, IL. Jim sent in this question, and it’s a popular one. Here’s my answer!

“Marcy, in your presentation you imply that the paid staff of an organization is part of the fundraising team. Do you mean that everyone on the staff has a duty, not specifically expressed in their job description to perform fundraising activities along with their normal duties or do you mean that someone on the staff is specifically designated to perform those fundraising duties? We recognize that staff by nature of their jobs creates relationships that may lead to donations, but is it a responsibility?”

Excellent question, Jim!

You are exploring the opportunities and challenges of fostering a “culture of generosity!”

When a culture of generosity is in place, it fosters more joy, happier staff, and delight from those you serve. You raise more money and do more good.

And as the word implies, “culture” is not an ‘action step’ like “file paper.” Is it a “duty” and ‘responsibility’ to honor your country? Is it a responsibility for all staff to embrace the mission of the organization from custodial staff to Director to Board President? There’s an old saying, “The beatings will continue until morale improves.” Distasteful, but makes the point that you create, nurture, lead, serve as an example of, encourage, and foster morale and culture. You can’t demand it.

When you can create this culture, most staff WILL take on engaging donors as their “duty” and “responsibility” even though it is not in the job description.

What does an IDEAL culture look like?

1. All staff “get it.” They are educated and aware of the role that giving plays in the organization’s well- being. There is no shame around this – just a Joy of giving!
2. Donors are viewed as “part of the team.” Not “out there” or a “necessary evil” we have to “put up with” to get the money we need to do our good work.
3. Because the staff understands the role of giving, many give themselves. The Leadership (board and lead staff) lead the way with their own meaningful giving.
4. The staff is told about the specific results private gifts have had – or could have – in the organization.
5. The organization has a clear strategic vision and knows the role giving plays (specifically) in bringing that future to life. Clear giving options are in place that reflect organization needs and also operational needs the staff has helped identify.
6. All staff knows how to respond to some very basic comments or questions. “I’d like to do something to thank X for my great service/care/whatever.” “Can I write a check to this place?”
7. The staff is told stories about givers and the results of giving. They can then share these stories with others. “Last week we got X supplies because someone gave us the money to buy them.”
8. Staff giving is encouraged, appreciated and talked about and private gifts help make their specific work better/easier.
9. There are signs/posters/honor rolls/brochures that share who has invested in a celebratory and appreciative way.
10. When someone is interested in giving, the staff knows what to do – how to refer them and follow up with a staff member who can take on the giving conversation.

So yes, Jim and Sue, in this culture all staff consider it their duty and responsibility to be part of the “team sport of fundraising.”

Often there is also a lead fundraising staff member whose specific job duties are to manage periodic mailings, host events, write grants, thank donors, and foster individual relationships that encourage giving. 80% of giving comes from individuals, and these folks spend their days in partnership with the team encouraging donors to invest. Their success is heavily dependent on the performance of the whole team – how the organization delivers on its mission. Some shops actually make development staff decide who gets “credit” for a contact. This practice is crazy. We had a practice of telling a story about a major gift that came in including every player involved – from the receptionist to the CEO and the other donors, staff members, board members, etc. in between.

ALL OF THIS is led by the BOARD and Leadership! This culture is first embraced by the board!

Board members can encourage staff members to give and talk about giving with these tips:

1. Talk about what you are giving and why
2. Thank and appreciate staff giving
3. Ask staff what they need to do their work better
4. Include staff is relationship-building for donors.

What happens more often? No one is comfortable talking about money. The staff doesn’t want to seem greedy suggesting money – in fact, when I had written a $500 check to the hospital on my way out after delivering my second child, the nurse emphatically turned it down saying. “We do this work because we love helping moms and babies! We don’t take money for it!”

A culture of generosity is a mindset. It can and must be nurtured.

Leaders may be concerned staff already have too much to manage as it is without being concerned about giving. Some may feel like they are not paid much/enough and then they should give too? Some simply do not have a philanthropic spirit. All of these mindsets can be changed with education and example. Culture is created with the stories of generosity and the JOY this giving gave back to the donor. So…you are both right.

Many people struggle with taking personal responsibility. You will find there are staff and board members who will leave the organization rather than “have to” get involved with fundraising. That’s fine – it makes room for those who understand! Board and staff must be accountable to someone else, or they simply won’t get engaged.

Embracing generosity can lift the entire organization in amazing ways. Yes, every organization has the grumblers and complainers – the blamers who gather an audience of sympathizers by complaining about everything. They are poison to a culture of generosity and generally provide the poorest service with the lousiest attitude. A spirit of giving can be contagious. If you and the entire board embrace it, lead it, the staff will get infected for good. A nice ‘virus’ to have going through the place.