Burning Man Project’s Post

The Revolving Door of Fundraising... Tell me if you’ve heard this story before (or in many cases lived it): I hired a Development Officer (let’s call them an Associate/Manager/Director), but they couldn’t fulfill all the duties that were asked of them, our fundraising outcomes didn’t change significantly, despite all the coaching and recommendations from our management team and Board improvement didn’t happen, and the Development Associate ultimately quit or was let go. If you haven’t experienced this you’re lucky because the average Development Officer keeps their position for about 16 months before changing jobs. Keep reading here: https://lnkd.in/gTz2VdBc I know I don't have the solution, but I'm are there solutions? How do we fix this problem? I've got a few ideas but I want to hear yours as well.

See the post below from the Presiding Director of Education and Outreach!

An employee asked me for a RAISE. Here is what I told her: "You are a remarkable working partner. You have given my company consistent tangible results in the last 2 years. Of course, I will give you a raise." She was so thrilled, and her productivity skyrocketed even more. I have been praising her great work since I hired her. She was my TOP performer. She made my company a lot of money. Of course, I wanted to offer her a TANGIBLE reward. Why would I want to hire, train and develop a new employee when the one I have is brilliant? It makes no sense to reject promotions to high performing talent. You lose way more in the long run. Just give your top employees the bloody raise. Share what you earn with your community. Companies are made by people for people. Don't let profits make you lose your humanity.

A family office CEO is more than an administrator. They often become an extension of a family. Here are seven factors to consider when hiring a family office CEO, including temperament, financial acumen, and discretion.

A family office CEO is more than an administrator. They often become an extension of a family. Here are seven factors to consider when hiring a family office CEO, including temperament, financial acumen, and discretion.

A family office CEO is more than an administrator. They often become an extension of a family. Here are seven factors to consider when hiring a family office CEO, including temperament, financial acumen, and discretion.

𝗛𝗼𝘄 𝘄𝗼𝘂𝗹𝗱 𝘆𝗼𝘂 𝘀𝗽𝗲𝗻𝗱 𝗮𝗻 𝗮𝗱𝗱𝗶𝘁𝗶𝗼𝗻𝗮𝗹 𝟱 𝘄𝗲𝗲𝗸𝘀? Go on a holiday? Spend more time with family? Do some volunteering? Focus on your physical and mental well-being? An ASX large-cap company in the retail industry was able to consider these options by reducing their annual report production time from 15 weeks in 2018 to just 10 weeks in 2023. This extra time could be utilised for numerous opportunities, time saved in one area can be reinvested into others to drive growth and success. How would you spend an additional 5 weeks? The future is yours to shape!

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Who's Responsible for Undercutting or Overriding Fundraising Expertise I can't imagine hiring someone for a fundraising position without believing in their expertise. In fact, that is exactly the purpose of the hiring process - to determine expertise and fit. If, after going through that elaborate, expensive process, you then let that person's expertise be undercut or overridden by: A blowhard board member Powerful people who are not very generous Your CFO Members of your executive team Demanding internal stakeholders You are the problem. In letting that person's expertise be subjected to second-guessing if not derision, or trumped by the uniformed, unpracticed and myth-spouting, you are promoting dysfunction which will lead to higher rates of turnover. If you hired someone for the fundraising expertise, stand up for them when it matters. Remind their inexpert critics of their track record and let everyone in the organization know that you continue to believe in and rely on their expertise. If you lose confidence in that person's expertise, tell them as soon as possible. Don't let others undermine and bypass them in hopes that they will get the message. Don't let them twist in the wind while you decide which way the wind is blowing. You may survive by sacrificing them but you will continue have fundraising struggles. Your lack of leadership will be the reason.