There is a lot of talk about the value of charity newsletters these days, particularly when it comes to donor stewardship.
Engaging your donors with your work is crucial to the success of your fundraising program. Donors need to know that you are having an impact, and how their funding is making a difference. They also need to know that their contribution is being valued. Newsletters can be a great way of connecting with donors. Unfortunately, however, I see many newsletter examples that are unlikely to do this successfully.
Wouldn’t it be great to know what recruiters and hiring managers talk about when they determine the “must haves” for successful candidates to fill their jobs? You may be surprised to know that what employers look for is not particularly revolutionary.What is surprising is that applicants very often don’t give employers what they want. Someone really smart told me a long time ago that the interview and, by extension, the whole search process is about the employer (or whoever is representing the employer). Candidates make the tragic error of thinking the application, screening, interview and subsequent offer is about them!
We identified four key reasons why great sponsorships truly work and deliver great ROI for all three partner groups—sponsor, rights holder, and audience.
With the end goal of increasing personal charitable giving among the more affluent in Canada, the Personal Philanthropy Project is essentially engaging in the shaking-up of an existing system, so-to-speak. A shift that will ensure Canadians recognize their capacity to give generously.
By adopting appropriate planned giving counting policies and tying them to performance metrics we can create true win/win environments within our organizations. My practice has been to establish team program goals for both deferred gifts and current gifts rather than individual “dollars in the door” goals. This assures that our goals are interdependent, performance metrics are interrelated and they are simply and clearly stated.
