by Richard Perry and Jeff Schreifels | Jan 14, 2015 | Accountability, Managing, Outcomes, Results | Impact, Major Gifts, Non-Profits, Overhead, Uncategorized
More non-profit leaders, MGOs and donors will value impact and outcomes vs. overhead in 2015. That is the second trend to watch this year. In an earlier post on reminding your donors about impact, I wrote about the need to focus on impact and outcomes rather than...
by Richard Perry and Jeff Schreifels | Jan 12, 2015 | Attrition, Donors, Managing, Stewardship | Donor Retention, Donor-Centered, Major Gifts, Uncategorized
There are going to be some changes this year that will be good for donors and bad for unenlightened managers and CEOs of non-profits. As Jeff and I have looked at the fundraising landscape with a particular focus on major gifts, we have identified four trends to watch...
by Richard Perry and Jeff Schreifels | Oct 1, 2014 | Attitude, Donor Relations, gratitude, Managing | Development Directors, Donor Retention, Donor-Centered, Major Gifts
I had a frustrating experience last week that reminded me how easy it is to forget that we serve others. The experience got me thinking about donor service and the six things you, as a MGO, should watch out for in your relationship to the donors on your caseload....
by Richard Perry and Jeff Schreifels | Sep 12, 2014 | Blocks to Progress, Change Management, Donors, Managing, Obstacles | Donor Visits, Fundraising, Leadership, Major Gifts, Management, Uncategorized
It’s a funny thing about obstacles in life: when they come up, our first impulse is to give up – or to question the destination or even the path or strategy. That’s why I found this Zig Ziglar quote interesting and applicable to all of us in major gifts. My thanks to...
by Richard Perry and Jeff Schreifels | Sep 10, 2014 | Celebrating Success, Director of Major Gifts, Employee Retention, leadership, Managing | Development Directors, Leadership, Major Gifts, Management, Uncategorized
It was a pretty sad conversation. I had just hung up from a phone call with a really good MGO. And I had to admit I did not know what else I could have done. Here’s what happened. This MGO had been with the organization for over five years. She had had a steady...