MGOs Will Leave with Too Many Changing Expectations

MGOs Will Leave with Too Many Changing Expectations

by | Nov 30, 2016 | , , , | Accountability, Communication, Goal-setting, Management, Uncategorized

Fourth in the series Six Reasons Your MGO Will Leave Your Organization A colleague recently told me about a MGO who been hired to do some amazing major gift work at a large food bank in a big city. The problem was that this MGO’s manager kept changing the MGO’s job...
MGOs Will Leave a Culture that Focuses on Money vs The Cause

MGOs Will Leave a Culture that Focuses on Money vs The Cause

by | Nov 23, 2016 | , , , | Development Directors, Donor-Centered, Leadership, Mission, Non-Profits, Uncategorized

First in the series Six Reasons Your MGO Will Leave Your Organization It’s a sad reality: MGOs don’t stay very long in most organizations. In fact, the average length of their stay is 2½ years, with many MGOs leaving sooner than that. That’s why Jeff and I are going...
Evaluating and Rewarding Major Gift Officer Performance

Evaluating and Rewarding Major Gift Officer Performance

by | Oct 15, 2015 | , , , , , | Accountability, Development Directors, Goal-setting, Hiring, Major Gift Officers, Management, Moves Management, Uncategorized, White Paper

A free White Paper from Veritus Group In major gift programs, we at Veritus believe that good management is at the heart of good performance. When major gift officers have plans and goals that are worked out in advance with managers, and when communication is strong,...

What MGOs Should Report: #5 of Measuring MGO Performance

by | Aug 14, 2015 | , , , | Discipline, Major Gift Officers, Major Gifts, Management, Metrics, Uncategorized

One of the most frustrating things for managers and MGOs alike is when there is a misfire on performance reporting. The MGO is asked to report on one set of factors, finance is expecting information on another set, and the two ships pass in the night. This is a lethal...

Pay for Performance? #4 of Measuring MGO Performance Series

by | Aug 12, 2015 | , , , | Goal-setting, Major Gift Officers, Major Gifts, Management, Metrics, Uncategorized

There is quite a bit of discussion in the marketplace about what should be paid for a fully functional MGO. Jeff and I have seen annual salaries for MGOs in the teens – yes, below $20,000 – and as high as $180,000. Then there’s the question of paying for performance,...