Your Charity's Strongest Resource: Volunteer Fundraisers
For nonprofits it’s almost impossible to assign a dollar value to the incredible benefits of strong volunteer leaders. Because the competition in nonprofits is often as much for leadership as it is for funding, volunteers who commit to support your nonprofit’s mission as proactive connectors, cultivators or closers of gifts are invaluable.
How best to maximize the vast human resource opportunities?
First, don’t just recruit to “yes”. As in any other job, be very clear about the position's roles, expectations and benefits. Focus on filling your board or philanthropy council positions with the right candidates. Be patient and persistent. It may take longer to fill the positions, but ultimately you'll have a more powerful, successful group.
It's likely that you don't just need advisors. If in recruiting you promise, “this won’t take a lot of your time” and/or “you won’t have to ask for (or give) money”, a likely result may be a well-meaning group who believe they are helping, but are ineffective in what you need most: connections to prospects and assistance in closing large gifts.
Whether work, wisdom and wealth -- or time, talent and treasure -- success starts with setting clear expectations by defining time, tasks and money questions before any prospective board or philanthropy council volunteer agrees to come on board. Depending on your nonprofit's needs and priorities, these responsibilities generally include:
Evaluate and help guide your nonprofit’s vision, mission and strategies
Serve as development staff expanders by utilizing their respective multi-disciplinary professional skills
Enhance your nonprofit’s reputation and credibility by being strong ambassadors, sharing within their contacts the value and importance of your fundraising initiatives
Garner charitable support for your projects through their own connections with stakeholders and other potential donors
Make their own personal or business financial contributions to visibly demonstrate endorsement and belief in your mission
In the recruitment meetings, share a detailed job description, and recruit to a very specific job. Convey to your potential new leaders your overall goals and that each individual and fundraising team or committee will in turn have specific, attainable goals and timelines, along with strong support from staff.
Conduct a thorough in-person or virtual orientation, then continue to offer consistent, ongoing educational updates. Provide print and virtual tools that each member will need to succeed, including regular financial reports and donor, volunteer and constituent stories to convey your fundraising’s impact. See how to best engage your board here!
And finally, don’t forget that recognition for those who facilitate gifts is at least as important as recognition for donors. Offer your philanthropy volunteers both personal and public recognition, and thoughtfully consider what might motivate and inspire each unique volunteer.
As we move into the next phase of the pandemic, competition for the best fundraising volunteer leaders will be fierce. Focusing on the most effective ways to identify, engage, mobilize and retain the very best will bring tremendously positive financial results. Learn more about our upcoming conference this fall.
Patti Lyons
Executive Partner
PRIDE Philanthropy
