It is hard for me to believe that it is 2015. It just feels that time is moving faster and faster. We can’t do anything to slow down the calendar, but you can spend some time now to help position yourself and your development operation for a great 2015.
As professionals in the advancement field, we are regularly asked the best ways to train board members to solicit donations. The most rewarding experiences for volunteers, staff and donors occur when all parties work together and communicate openly to reach a common goal.
As a recent addition to the JGA team, I read a quote by an unknown author that really stuck with me – “Today I close the door to the past, open the door to future, take a deep breath, step on through and start a new chapter in my life.”
In today’s world, we are offered choices at every turn. Do we buy vanilla ice cream or chocolate or one of 53 other flavors? Do we choose to watch a movie, a home improvement show, or a sports event on TV?
The other day I was reflecting on my past work with the parent constituency within a university setting. Parents are sometimes grouped into the “friends” or “other” category of donor giving, but their needs, interests, and relationships to the school are often different from alumni and they should be stewarded appropriately.
At JGA, we believe that research informs practice, and thus we work to put recent research into practice with our clients. Recently, we have been a part of the release of the latest Giving USA report.
As a Giving Institute member firm, this is always an exciting time of year for us as we get to help refine, interpret, and unveil the results of Giving USA’s annual estimates of giving. The release of this rich data analysis each year reminds us all that what you are doing doesn’t occur in a vacuum, but is influenced by a broader set of economic and cultural circumstances.
by Kris Kindelsperger
Nearly everyone in the nonprofit world sees the chronic shortage of qualified gift officers as a critical issue. We hear it every day. But when we seek to analyze why organizations can’t find enough talent to fill open positions regardless of the type of organization, location, or salary, one has to ask the question why?
My most recent blog talked about the type of conversations – featuring many questions- that occur during feasibility study interviews.