1. Spend more time building a strong team in house.
It’s easy to reward and pay attention to the senior team members and high performers in a development shop. This year we should focus on building a team ready to lead your organization’s fundraising for the next 3-5 years and beyond. Identify 3-4 fundraisers or development operations team members who have high unrealized potential, and then devise a program for professional development and/or mentorship for each. These efforts will not only see a large boost in effectiveness and skill sets, but it will also engage and build confidence amongst a core group that your organization wants to retain.
2. “Lose weight” across the office
One thing I have learned in working with many development offices and fundraising shops is that team members are often brimming with ideas for office improvements and new projects, but rarely get a chance to present or implement those ideas. Try having 2014 be the year that you let teams own 2-3 projects aimed at streamlining a process, improving communication across development, or protecting time towards direct fundraising activities.
3. Set aside time for the team and office culture
Time and time again we encounter great talent and team members who leave an institution not because of title or pay but because of a toxic or unsupportive work environment. Be better in 2014 about building a strong office culture that makes fundraisers, support staff, and development operations team members want to come in and contribute their time for your organization. Sometimes the most difficult part of this process comes with identifying what the actual issues facing your office are. Ask you team to contribute to this discussion and listen to what they have to say. Then do your best to address those concerns and create a more positive, supportive space in your development shop.
4. Be a proactive “recruiter”
Chances are if your organization has more than 6 frontline fundraisers you will either be looking for a new hire or replacing someone in the next 12-18 months. This year try proactively networking and building relationships with local and regional development leaders. Try to identify who the star and rising talent is in your area and professional network and brainstorm about which candidates you might like to add to your team and what your organization would need to do to theoretically recruit them. When the time comes to post a job you will be better organized, prepared, and have a strong idea of where to look and will shorten the hiring process.
5. Learn a new trick/skill
For that matter – set the goal to see if everyone on your team can learn at least one new skill in the next 12 months. Low discovery results? Set up a training or a workshop for fundraisers to practice and build cold call skills. Database difficulties? Use the new year as an opportunity to teach new shortcuts or reporting to users. Learning is one of the most powerful sources of employee and team engagement and greatly contributes to job satisfaction and fights boredom.